Kakul Misra - Director, Strategic Capacity Building, ISDM | Published: 09 March, 2025

Thanks to AI and big brother on the watch, my first-hand experience with perimenopausal symptoms opened the floodgates of information across channels. The overload of facts, myths, and hacks left me bedazzled! But it was one line from my gynaecologist that set me thinking:

"Kakul, don’t give up on your A-game. Don’t let your brain say slow down; keep up the learning curve and try the latest technology, tools, and books."

Hmmm… I went back to check the facts, myths, and hacks—only to find little about how perimenopause affects women in leadership or how many fall off the ladder due to the hormonal changes and career impact of this phase. Instead, I was hit with alarming statistics:

• A significant number of women in India leave the workforce after the age of 40, often due to eldercare responsibilities, career stagnation, or hitting the glass ceiling.
• Women’s representation in leadership sharply declines as they climb the corporate ladder: from 27-29% at entry level to 20.1% at director level, 17.4% at vice president level, 15.3% in C-suite positions, and just 15% on boards.

Is Perimenopause the Elephant in the Boardroom?

As we analyse the narratives, data studies, and policies driving female leadership and representation, are we overlooking the role of perimenopause? The chatter in leadership circles and community groups reinforced a critical question: Does perimenopause affect women in leadership, and are we doing enough to address it?

There is no shortage of discussions on the unique challenges women face in leadership. However, perimenopause—which typically occurs in women in their 40s and 50s—coincides with their peak career years, adding another layer of complexity.

As I navigated fluctuating hormone levels and their symptoms—brain fog, hot flashes, mood swings, sleep disturbances, and cognitive changes—I experienced firsthand how mental health in women’s leadership is affected. Terms like ‘imposter syndrome’ and ‘acceptance’ took on deeper meaning. The inadequacy of the medical support system amplified the situation—one doctor even recommended a neurological exam when I mentioned brain fog!

For women in high-stakes leadership roles, these symptoms can complicate professional and personal lives to the extent that they feel forced to exit the workforce altogether. As my gynaecologist advised, “Don’t exit; it’s difficult to get back.”

Shattering the Stigma of Menopause in Corporate Leadership

Initially, I hesitated to discuss my health, fearing vulnerability would be perceived as weakness. But I soon realized that acknowledging and addressing these challenges openly not only helped me manage them better but also empowered others in my organization to do the same. Transparency and self-care became my guiding principles.

Coco Chanel once said, "The most courageous act is still to think for yourself. Aloud."

Confidence and self-expression are critical in professional life, especially during this phase. I found my personal armour in my red lipstick and my yellow dress, symbolic reminders of my resilience. More importantly, I built a structured support system:

• Implementing self-care strategies: Regular exercise, mindfulness, and setting realistic boundaries helped me manage menopause symptoms at work.
• Building a network: Surrounding myself with trusted colleagues, mentors, and progressive male allies fostered a culture of understanding.
• Engaging in leadership communities: Groups like ‘Women on Boards’ provided invaluable camaraderie and professional support.

Redefining Strength in Leadership

Sheryl Sandberg once said, "You will be defined not just by what you achieve, but by how you survive."

Perimenopause redefined my perception of strength. It’s not just about powering through challenges but also about adapting, embracing vulnerability, and showing compassion to oneself and others. It is also an opportunity for growth and self-discovery. It’s about keeping your A-game strong, taking on challenges, being resilient, finding your purpose, and, most importantly, loving yourself.

By embracing this journey with openness and resilience, we can continue to lead effectively and inspire others to do the same. If you’re a woman leader navigating perimenopause, I encourage you to share your story and seek support. Let’s break the stigma, redefine leadership, and work for more women on boards!

About author:

Kakul Misra Director, Strategic Capacity Building

Kakul has over 20 years of experience in general management, strategy, business development, and organisation scale-up.

She has led impact-driven skilling initiatives across Education, Telecom, Aviation, Financial Services, and Healthcare. Notably, she established the Centre for Digital Governance under the Ministry of Housing & Urban Affairs and introduced global healthcare skill standards in India.

An IIM Bangalore alumnus and certified assessor from the Australian Institute of Management, Kakul enjoys reading and swimming.

Data science is a field that is reshaping industries, influencing decision-making, and revolutionizing the way we approach problems. Despite its transformative nature, one glaring issue persists-women remain significantly underrepresented in data science. This lack of gender diversity not only limits opportunities for women but also restricts the innovative potential of the field itself.

It’s time to reflect on the gender gap in data science, celebrate the strides women have made, and explore how we can collectively encourage more women to thrive in this critical domain.

The Current State of Women in Data Science

Globally, women comprise only 15-22% of data scientists, according to reports by the World Economic Forum and Boston Consulting Group. While India fares slightly better, with women making up 30% of the analytics workforce (Analytics India Magazine, 2022), there’s still a long road ahead to achieving gender parity.

Key challenges contributing to this disparity include:

Stereotypes and Biases: Societal norms often discourage girls from pursuing STEM fields, including data science.

Access to Opportunities: Women face barriers such as limited mentorship, fewer networking opportunities, and unequal access to education.

Workplace Dynamics: The tech industry’s traditionally male-dominated culture can deter women from joining or staying in the workforce.

Inspiring stories of women in Data Science

While the challenges are real, many women have broken barriers to excel in data science, inspiring the next generation to follow suit:

1. Fei-Fei Li

Fei-Fei Li’s contributions to computer vision through ImageNet revolutionized artificial intelligence. As an advocate for diversity in tech, she emphasizes the importance of ethical and inclusive AI practices.

2. Raji Arasu

An Indian-origin data leader and the CTO of Autodesk, Raji Arasu has been a driving force in using data to solve complex problems in engineering and design.

3. Ruchi Bhatia

In India, Ruchi Bhatia has emerged as a leading voice in HR analytics, demonstrating how data-driven strategies can transform workplace decision-making.

Why women in Data Science matter

The underrepresentation of women in data science is more than a gender issue-it’s a business and innovation problem. Diverse teams bring varied perspectives, which are crucial for designing inclusive, unbiased solutions.

1. Building Better Algorithms

A diverse workforce helps identify and mitigate biases in datasets and algorithms, ensuring AI solutions are equitable and fair.

2. Solving Real-World Problems

Women in data science bring unique insights to pressing global issues, from improving healthcare accessibility to developing climate change models.

3. Driving Economic Growth

According to a McKinsey report, bridging the gender gap in STEM could add $12 trillion to global GDP. Empowering women in data science is an investment in the future.

Initiatives Empowering Women in Data Science

Efforts to address the gender gap are gaining momentum, thanks to programs and initiatives aimed at creating opportunities for women:

1. Women in Data (WID)

This global community provides mentorship, skill-building workshops, and networking opportunities to support women entering and excelling in data science.

2. Women in Machine Learning and Data Science (WiMLDS)

WiMLDS focuses on increasing representation in machine learning and data science by organizing meetups, hackathons, and educational sessions.

3. Google Women Techmakers Scholarship

This program supports women pursuing technical degrees and helps them transition into data science careers.

4. India-Specific Programs

WiDS India (Women in Data Science): This annual conference brings together aspiring and established women in data science to share knowledge and network.

AI for All by Intel: Aims to introduce girls and women to AI and data science concepts, bridging the digital divide in underserved communities.

Corporate contributions through CSR

Corporate social responsibility (CSR) initiatives are playing a vital role in empowering women in data science. Some noteworthy programs include:

1. IBM STEM for Girls

This program focuses on equipping girls in secondary schools with digital skills and data science training, preparing them for tech careers.

2. P&G Shiksha

Though initially aimed at improving education infrastructure, this initiative has expanded to include digital literacy and coding skills for girls in rural areas.

3. Microsoft DigiGirlz

Microsoft’s program inspires high school girls to explore careers in technology by providing access to workshops, mentorship, and data science bootcamps.

4. TCS Ignite

Tata Consultancy Services’ Ignite program offers scholarships, internships, and training for women to enter data science roles in the tech industry.

Steps to Bridge the Gender Gap in Data Science

To see more women thrive in data science, we need a holistic approach:

1. Start Early

Introduce data science concepts in school curricula and run coding bootcamps specifically for girls. Programs like Girls Who Code have shown significant success in building early interest.

2. Mentorship and Role Models

Highlighting stories of women leaders in data science can inspire young girls. Structured mentorship programs can help women navigate challenges in the industry.

3. Inclusive Work Cultures

Organizations should focus on building supportive environments with policies like flexible work hours, maternity benefits, and mentorship programs for women re-entering the workforce.

4. Scholarships and Financial Support

Providing scholarships and grants for women to pursue data science degrees and certifications can make education more accessible.

5. Community Building

Encouraging women to join professional networks like WiDS or attend data science conferences fosters peer learning and collaboration.

Achievements by Indian Women in Data Science

Indian women are making significant strides in data science:

Shubha Nabar: A senior leader in AI at Salesforce, Shubha’s work has been pivotal in driving innovation in machine learning.

Manisha Raisinghani: Co-founder of LogiNext, she uses data science to revolutionize supply chain management and logistics in India.

Meghna Suryakumar: Founder of Crediwatch, Meghna leverages AI and data analytics to provide real-time credit insights for businesses.

These trailblazers serve as powerful examples of what women can achieve when given the opportunity and support to excel.

The Road Ahead

The gender gap in data science is a challenge, but it’s also an opportunity. By breaking barriers and creating inclusive ecosystems, we can not only empower women but also unlock the full potential of the field.

Women bring unique perspectives and insights to data science, driving innovation and solving real-world problems. By addressing systemic issues and fostering a culture of inclusion, we can ensure that more women take their rightful place at the forefront of data science, shaping a brighter, more equitable future.

The question isn’t whether women can succeed in data science-it’s how quickly we can create the conditions for them to thrive. The time to act is now.

Reference Links

1. https://wbcollaborative.org/insights/the-importance-of-women-in-data-science-and-analytics

The dream of achieving gender equality in education isn’t just an ambitious goal—it’s essential for building a just and thriving society. Yet, for millions of girls in India, even the basic right to attend school feels like a distant dream. Cultural norms, financial hardships, and deep-seated biases keep countless girls from stepping into a classroom. For every girl who overcomes these challenges, there are many more whose aspirations remain unfulfilled.

The United Nations’ Sustainable Development Goal 4—ensuring inclusive and equitable quality education for all by 2030—sets an inspiring benchmark. But here’s the tough question: Are we doing enough to make it a reality?

The Reality for Girls in India

India has made noteworthy progress in girls’ education over the years. Initiatives like the Right to Education Act (2009) and Beti Bachao Beti Padhao (BBBP) have significantly improved enrollment numbers. According to the Annual Status of Education Report (ASER) 2022, several states now report near-equal enrollment rates for boys and girls in primary schools—a commendable achievement.

However, the road ahead remains riddled with challenges.

• High Dropout Rates: Around 40% of rural girls drop out before completing secondary school.
  • Take the case of Pooja from Rajasthan, who had to leave school at 14 because her family prioritized her brother’s education. Thanks to intervention by a local NGO, Pooja is now back in school and excelling.
• Child Marriages: About 27% of Indian girls are married before the age of 18, cutting their education short.
  • Anita, from Bihar, was married off at 16, forcing her to abandon her studies. Organizations like Girls Not Brides are tirelessly working to change this narrative, but shifting ingrained cultural practices is a slow process.
• The Digital Divide: The pandemic highlighted glaring inequalities, with nearly 47% of rural girls unable to access online learning due to a lack of smartphones or internet connectivity.
  • Rekha, a tribal girl from Madhya Pradesh, missed two years of school during the pandemic for this very reason. Thankfully, a local NGO set up a community learning center, enabling her to continue her education.

In urban areas, the outlook is somewhat better, but for girls in rural and tribal communities, barriers such as poor infrastructure, unsafe roads, and regressive social norms persist.

Barriers Hindering Progress

1. Cultural Norms and Safety Concerns

For many families, educating a boy is seen as an investment, while educating a girl is still viewed as unnecessary. Safety concerns, such as long commutes to schools, often force parents to withdraw their daughters.

• In parts of Uttar Pradesh, for example, parents stopped sending their daughters to school because the nearest school was 8 kilometers away and unsafe to access. Programs like UNICEF’s Transport for Education aim to address this, but change is slow.

2. Financial Pressures

In low-income households, girls are often pulled out of school to contribute to household chores or earn a living.

• Asha, from Maharashtra, had to quit school to work as a domestic helper. Thanks to evening classes provided by Pratham, she’s now balancing education and her responsibilities.

3. Policy Implementation Gaps

While India has several robust policies, like the Kasturba Gandhi Balika Vidyalaya (KGBV) scheme, poor execution limits their effectiveness.

• For instance, in Odisha, a KGBV school faced severe teacher shortages, leaving students without lessons for weeks. Media coverage eventually prompted action, but these systemic gaps shouldn’t exist in the first place.

4. Transitioning to Higher Education

Even when girls complete primary schooling, advancing to secondary or higher education is often a challenge due to inadequate infrastructure or safety concerns.

• Farida, a gifted student from Assam, couldn’t pursue college because there were no hostels nearby. Initiatives like Tata Trusts’ residential schools are making strides, but the demand far exceeds the supply.

Ongoing Efforts to Empower Girls

The government, non-profits, and corporate entities are taking active steps to improve the situation:

Government Initiatives

• Beti Bachao Beti Padhao (BBBP): This campaign has helped shift societal mindsets and increase girl enrollment rates, particularly in states like Haryana.
• Kasturba Gandhi Balika Vidyalaya (KGBV): These residential schools enable marginalized girls to access education safely.
• Samagra Shiksha Abhiyan: By focusing on infrastructure and digital tools, this program is bridging gaps in remote areas.

Corporate Social Responsibility (CSR) Programs

• Project Nanhi Kali (Mahindra Group): Supporting over 500,000 girls, this initiative provides school supplies and remedial classes.
• Tata Steel’s Thousand Schools Program: Targeting tribal regions, it has brought education to over 200,000 children, many of them girls.
• IBM STEM for Girls: Teaching digital and STEM skills, this program inspires girls to pursue careers in technology.

The Road to 2030: What Needs to Change?

To achieve gender parity in education by 2030, we must address the root causes of inequality with urgency and innovation.

1. Enforce Policies Effectively:

• Ensure proper funding and monitoring of initiatives like BBBP and KGBV.
• Empower local authorities to implement policies effectively.

2. Close the Digital Gap:

• Provide affordable smartphones and internet access in rural areas.
• Launch grassroots digital literacy programs to include entire communities.

3. Improve Infrastructure:

• Build more schools with clean sanitation facilities for girls.
• Offer safe transportation options for students in remote areas.

4. Shift Social Norms:

• Train local women as teachers to serve as role models.
• Conduct community campaigns to challenge traditional gender roles.

5. Incentivize Education:

• Offer scholarships, menstrual hygiene kits, and vocational training to make education more accessible.

A Brighter Future Is Possible

So, can India achieve gender parity in education by 2030? The answer is a resounding yes - but only if we treat it as a national priority. Stories like those of Pooja, Anita, and Rekha prove that while the barriers are real, they are not insurmountable.

The key lies in channeling resources where they’re needed most - into villages, schools, and local communities. Educating girls isn’t just about them; it’s about uplifting families, transforming societies, and shaping the nation’s future.

This isn’t just a question of whether we can achieve gender parity. It’s a matter of commitment. Because every girl deserves the chance to learn, grow, and thrive - and the world is a better place when she does.