Being a mother has shaped up my EQ: Poulomi Roy

We, at Adgully, have always saluted and honoured women managers and leaders across diverse fields. Over the years, W-SUITE, a special initiative from Adgully, has been turning the spotlight on some of the most remarkable women achievers in the M&E, Advertising, Marketing, PR and Communications industry.

On the occasion of Mother’s Day this year, Adgully has come up with a month-long special series saluting the Moms in the Agency business. The series will explore how successful women leaders, who are also mothers, are achieving work-life balance, and are also creating an inclusive work environment so that the mothers in their teams can work to their full potential.

In conversation with Adgully, Poulomi Roy, CMO, RSH Global, speaks about how she maintains work-life balance as a woman leader and mother, how workplaces have appreciated and helped working mothers, and much more.

As a woman leader, how do you manage to maintain a work-life balance as a working mom? What tips would you give to other working mothers who are struggling to manage their work and personal life?

I am passionate about life and the work that I do, and hence, I have come to believe that I have a sense of purpose carved out for myself and that guides me in all that I do. Once you have this purpose in mind, your work, family, child and everything that you deal with, become your way of life and a part of your journey and contribute to your purpose of existence.

Every mother has her own unique journey and struggles. Hence, I would refrain from advising them. However, I would like to share some insights, such as asking for help when needed. Moreover, having a good ecosystem especially in the form of your family, and workplace who are more flexible and sensitive towards new parents is equally crucial, and lastly, choose your battles wisely. 

How do you deal with “mommy guilt” while working and how do you balance your personal and professional life while being a mother? Can you share some personal experiences?

I have been a provider and a nurturer for my child, and the biggest way a parent can show love towards their child is by being responsible for their physiological, psychological and financial well-being. With these priorities in mind, I make a conscious effort to ensure that my actions align with my child’s needs. Once you know that your actions are as per your child’s needs, I don’t think there should be any guilt. You are answerable to yourself and you do not need any external validation on conduct of motherhood. 

Could you share your experience of returning to work after maternity leave? What challenges did you face and how did you overcome them? What changes would you like to see in the workplace to support working mothers?

I did not have a maternity leave as such, due to my personal circumstances I had to be back to work. I had and still have a great ecosystem as my family and my mother played a huge role in supporting me, especially in the initial years after child birth. One of the key challenges I faced was regaining my physical strength and learning to calm my mind. I realised that life will always be a mystery, and its best to live it, and enjoy it, rather than trying to solve it.

How has being a mother impacted your leadership style and decision-making as a woman leader? Have you noticed any positive changes in your leadership skills since becoming a mother?

Being a mother has impacted me as human being in a positive way. One of the most significant realisations I have had is that my body, as a woman, is capable of producing life, and how strong I am. I have also realised that, as a woman I am different than a man, but definitely not unequal. These realisations have impacted the way I look at the world. It has shaped up my EQ and now empathy comes at the core of my leadership style.

What steps has your company taken to support and empower working mothers, and how do you ensure that mothers are not discriminated against in the workplace?

RSH global is a home-grown company and owner-driven and the best part of it is that everything that we initiate here for empowerment of women is not for the sake of corporate governance. The senior management imbibes and believes in this culture and hence, it steadily flows in the culture of the organization. We offer generous leave policies and flexible working hours, and our functional leaders are enthusiastic about attracting and retaining female talent, and are empathetic towards new mothers. We truly believe in this culture and it is not something that is imposed upon us.

How can other companies follow suit to create a more inclusive workplace for working mothers? What are the best global practices you have come across in this regard?

While there are many ways to create a more inclusive workplace for working mothers, a simple and effective practice would be to introduce proper childcare facilities in the workplace. This would allow working mothers to have peace of mind while they are at work, knowing that their children are being taken care of. It would also encourage a larger segment of women to return to work, helping to bridge the gender gap in the workforce. Ultimately, investing in the well-being of working mothers benefits both the employees and the company, leading to a more productive and engaged workforce.