The W-Suite | Glass ceiling for women does exist: Anshu Sarin

With a rapidly evolving business and economic landscape there is a dire requirement of fresh thinking, new skill sets, greater flexibility & adaptability, more collaboration as well as the ability to think on one’s feet. 

Diversity in the workforce has become a necessity today, and more so in the leadership positions. It can’t be denied that women bring a high level of creativity and empathy while solving problems and handling crises. Women leaders bring to the table a different level of dexterity. 

AdGully’s ‘The W-Suite’ series features interactions with influential women leaders in India, who share some deep insights on what being a woman leader means in India’s business landscape, the mantras to succeed, achieving work-life balance, pay parity and much more. 

Anshu Sarin, CEO, Berggruen Hotels, has extensive experience in setting strategic direction and commercial operations in the Aviation and Hospitality industries, including handling responsibilities of driving revenue streams, crisis management and operational excellence. Sarin is known for her strategic planning and unmatched expertise in driving revenues. 

What defines a woman leader in today’s ecosystem?
I choose to believe that answer to this is gender agnostic for most part. This is what I think is important for today’s leader:

• Clarity of thought
• Self-belief – Needed in abundance for a woman, not arrogance but belief. Self-doubt creeps into the best of us; to make it worse our imbalanced eco-system is tougher on a woman. It is one thing to step back, introspect, learn, adapt and forge but totally another when it slips into realms of self-doubt. This is where belief in self has to hold fort, no matter what.
• Risk tolerance
• Versatility
• Collegiality
• Good mentors

Why do you think a smaller percentage of women than men reach the top of their professions?
It could be because of the choices a woman makes in her life. Pursuing a priority over professional hierarchy is just fine. Now, assuming that a woman wants to achieve the highest level of hierarchical success, it is on her to make the transition from one level to another. You have to shift from doing the role of ‘good girl behind the scenes’ to owning the scene gracefully and collegially. Secondly, the organisation has to respect, recognise and reward this transition. Only then will one see diversity at the top rung of companies. 

Do you think women leaders are still scrutinised as much for style as for substance?
Globally, albeit in different proportions, sections of society often sexualise and objectify women. Hence, it won’t be just her work ethic, leadership skills, performance that are highlighted, but all other aspects are. Many a time, style supersedes people’s perception of the woman leader. When that happens, it is unnerving, frustrating and deeply disappointing. During such hollow moments, self-belief and great mentors are the perfect antidote. 

That said, paradoxically it remains that an individual is a sum substance of style, matter and attitude. 

Do you think the leadership effectiveness of women is higher than men? Why?
No, there are facets where a woman leader may be a lot better than a man and vice versa. It all comes down to one thing – if you enjoy the space you are in, if you are inherently confident about yourself and your capabilities, mindful of your constraints, you will do what it takes to make it work. Don’t judge yourself by anyone’s yardstick, but yours. You will be effective. 

Having said that, this question comes around often because most men don’t over-invest in the question ‘Do I belong here?’  

Women leaders in the 80’s and 90’s and women leaders today - what are the key differences? And what are the things that haven’t changed much?
Women leaders of the 80’s and 90’s certainly paved the way for us! Kudos to them for truly breaking through many a mindset-based barriers and achieve what they did. 

I would imagine that these glorious, accomplished women sought self-validation a few times. ‘Do I belong here’ may have popped in by force or design. I strongly believe that today’s woman does not need to question that. Own the room if you wish to because it is yours to take. 

How do you maintain a balance between career goals and family responsibilities? How frequently do you have to sacrifice one for the other?
Well, I would say it has been a trade-off and not sacrifice and this happens on more days than not. One needs to be mindful and clear of what really matters and what is in your control. So, the one word answer is – prioritise. 

Do you think pay parity exists in our corporates today across levels? What about pay parity at the leadership levels?
Does a glass ceiling exist? Yes, I am sure it does. There is still a mixed bag out there and this should change. Till it does, manifestation of this gap will be viewed in some shape and form, remuneration difference perhaps is just one such.  

What would be your advice to women aiming for the C-suite?
Insecurity and self-consciousness don’t feature in the recipe for success. Confidence, passion, self-belief and awesome mentors most definitely do!