Breaking barriers and building legacies through female leadership

Medical LaboratoryWomen's health presents untapped investment opportunities

byHeather Henyon, Barbara Baumgartner

Content4 Min Read

Reenita Das

Reenita began her career not with a desire for leadership, but with a mission to make a meaningful difference. She was motivated by the goal of creating positive change, not by climbing the corporate ladder or achieving a position of leadership. Initially starting in consulting, she was drawn to problem-solving. Later, she transitioned to healthcare, where her passion for people’s well-being and focus on care for the mind, body, and soul became the foundation of her mission.

Facing the challenges of a female leader

Reenita’s journey has been shaped by the challenges many women face in leadership. As one of the few women of colour in her early work environments, she faced biases and had to prove her capabilities repeatedly. She had to work twice as hard as her colleagues, which is a testament to her drive and passion.

Despite these obstacles, her determination grew stronger. She believes women in leadership are often driven by passion, and she was particularly drawn to topics like menopause, which were rarely discussed in leadership circles. Around 15 years ago, she began advocating for corporates to better understand and support women experiencing menopause. We see many companies embracing this empathetic thought, with some now allowing employees menopause leave, and this is something Reenita takes great pride in.

Her diverse experiences have significantly influenced her leadership style. Although more women are entering healthcare, there are still disproportionately few in leadership roles, particularly at the C-suite level where the proportion stands at just 10 to 15 per cent. The gender bias and cultural attitudes she faced were not unique to healthcare but common across all industries. Today, promoting diversity, equality, and inclusion is her key objective.

A key takeaway from her global experiences is the importance of cultural context. Working internationally, Reenita learned how gender stereotypes and cultural views on women can vary widely, influencing leadership dynamics in different regions.

Shattering stereotypes: the power of mentorship and support

Reenita emphasises the vital role of mentorship in breaking down stereotypes about women in leadership. At Frost & Sullivan, she helped establish a mentorship and leadership training programme for women called “Growth and Leadership of Women” across different departments. She believes mentorship should start early – ideally in high school – to help young women navigate their educational and career paths.

Finding respect in male-dominated spaces

Navigating male-dominated industries has been one of the most significant challenges of Reenita’s career. She quickly realised that she had to speak up to gain respect and authority and support her peers. She learned to challenge unequal treatment, advocating for change and diversity. Over time, her willingness to use her voice helped her gain respect and influence workplace culture.

Reenita also observed that women often struggle with networking, especially due to family responsibilities or discomfort in unfamiliar spaces. Recognising that women are not ‘natural networkers’, she made it a priority to encourage the creation of spaces where women could unite, share ideas, and support each other. This wasn’t just about professional connections – it was about building a reliable community for women as they navigated their careers.

Balancing leadership and life and promoting equality

Like many women in leadership, Reenita found it difficult to maintain a work-life balance. Over time and with the flexibility offered by Frost & Sullivan, she learned the importance of self-care. Prioritising both mental and physical health became crucial to maintaining resilience. She also became more selective about where she spent her time, focusing on relationships and activities that brought her joy. This practice of self-reflection and time management helped her avoid burnout and sustain her overall well-being.

Reenita believes that for women to succeed in leadership roles, companies must implement policies that promote equality. One policy she strongly supports is pay parity. She advocates for public disclosure of gender pay gaps and for addressing them to ensure fair compensation for women. She believes this change must be mandated, with government policies supporting companies in closing the gender pay gap. Reenita also recognises that women are motivated by different factors compared to men, such as alignment with personal values, impact, empathy, with inclusiveness, and this should be accounted for when creating opportunities for women.

Reflecting on the journey

Looking back, Reenita has no regrets. She has been able to speak her mind, advocate for change, and ensure her voice is heard. However, she recognises there were times when she could have supported others more effectively. These lessons have shaped her leadership approach, reinforcing the importance of empathy and mentorship in driving meaningful change.

Leaving a legacy for future generations

As she looks to the future, Reenita hopes to leave a lasting legacy in healthcare by shifting the focus from not only physical health but to also prioritising mental well-being. She also envisions a future where women’s health is a primary focus, and the barriers women face in leadership roles today no longer exist for future generations.

Above all, Reenita believes leadership should not be defined by gender. True leadership should empower individuals to lead in ways that align with their values and passions. Through mentorship, advocacy, and a commitment to change, she hopes to help create a world where women’s leadership is celebrated, paving the way for a more inclusive and equitable future.