Though International Women’s Day is behind us, we are continuing to spotlight voices from across the industry as part of our IWD Voices series, with leaders sharing their journeys, experiences, insights, and the lessons that have shaped them.
Next up, we speak with Manisha Khadge, CMO at Mindbowser Inc.
Manisha reflects on what the IWD 2026 theme means to her personally and professionally, and traces how her career moved from a technical foundation into marketing as the intersection of technology, strategy, and communication.
She also discusses the responsibility senior leaders carry in shaping equitable workplaces beyond policies, and the change she most wants to see for the next generation of women.
The theme for International Women’s Day 2026 is “Rights. Justice. Action. For ALL Women and Girls.” What does this mean to you professionally and personally?
For me, this theme is a reminder that fairness cannot remain an idea we support once a year. It has to be visible in the choices organisations make every day. In a workplace, it means ensuring women have the same access to opportunities, recognition and leadership pathways as anyone else.
Personally, it points out the importance of speaking up and encouraging other women to do the same. Many competent women still undervalue their opinions or are reluctant to speak up. Real change happens when workplaces actively remove those barriers and when women feel confident stepping into roles where their perspectives shape decisions.
What first drew you to your industry, and was there a defining moment that set your career in motion? Was there a role model who influenced you early on?
Starting my career in the IT industry around 2003 was both exciting and transformative. It was a time when software and technology were rapidly reshaping how businesses operated, and the sheer possibilities of innovation were fascinating to me. With a technical academic background, I naturally gravitated toward the technology space. However, I also realized early on that my strength in communication and storytelling gave me a unique opportunity to bridge the gap between complex technology and the people and businesses it serves. That realization led me to marketing, which became the perfect intersection of technology, strategy, and communication.
One defining realization early in my career was that technology marketing is not just about promoting products, it’s about translating innovation into real-world impact. Helping organizations understand how technology can solve problems, drive growth, and transform industries became something I was deeply passionate about.
I didn’t have a single role model who shaped my path, but I’ve always been inspired by leaders who combine strategic thinking with curiosity and adaptability. The technology industry evolves constantly, and watching how visionary leaders anticipate change and turn it into opportunity has been incredibly motivating for me throughout my journey.
How has your understanding of fairness changed as you’ve gained experience and seniority?
Fairness often seems simple when you first start your career. You believe that if everyone is subject to the same rules, the results will always be fair. Working with various groups and individuals over time reveals the complexity of reality. Individuals bring varying degrees of exposure, self-assurance and support to the workplace.
Leaders need to be aware of who is receiving opportunities and who may be mistakenly overlooked.
I’ve discovered through experience that fairness requires awareness and focus. Leaders need to be aware of who is receiving opportunities and who may be mistakenly overlooked. It involves encouraging an environment where everyone feels at ease sharing their thoughts and where development is determined by aptitude and hard work. The duty to ensure that opportunity is not entirely reliant on visibility comes with seniority.
As conversations around women and work have evolved, what do you think has genuinely improved—and where do you think more attention and action are still needed?
One encouraging growth in recent years has been the increasing acknowledgement of women’s contributions in various industries, particularly in fields like technology, leadership and entrepreneurship. Nowadays, organisations are more aware of the importance of developing inclusive policies, empowering women to assume leadership positions and creating work environments that support women at all stages of their careers. Undoubtedly, the discussion has become more visible and transparent.
However, there is still more to be done in order to convert these discussions into regular action. In many industries, particularly in areas such as finance, revenue management and strategic roles, women are still underrepresented in senior decision-making positions. These roles have traditionally been seen as male-dominated, with a common perception that men are better suited to handle financial or revenue responsibilities. As a result, women often receive fewer opportunities to grow in these areas.
Creating stronger support networks that allow women to advance, remain and lead confidently throughout their careers is equally important.
Is there a project or initiative you’ve worked on related to women’s empowerment that you’re particularly proud of? What made it meaningful to you?
One initiative I’m particularly proud of is contributing to conversations around diversity, equity, and inclusion through DEI-focused podcasts and community platforms. These forums create space for honest dialogue about the challenges women face in technology and leadership, while also highlighting the progress and opportunities that exist today.
I’ve also been actively involved with professional communities such as Women in Data Science (WiDS), Women in Tech, and similar groups that work toward empowering women through mentorship, knowledge sharing, and networking. Being part of these communities allows me to both learn from and support other women navigating their careers in technology.
At Mindbowser, we also strongly believe in creating an environment where women can grow and lead. We actively support women through inclusive hiring practices, leadership opportunities, and initiatives that encourage women to take on strategic roles across marketing, technology, and operations.
What makes these efforts meaningful to me is the power of representation and shared experiences. When women see others leading, innovating, and shaping the industry, it builds confidence and opens doors for the next generation of women in technology.
What responsibility do senior leaders have in shaping more equitable workplaces, beyond statements or policies?
Decisions made by senior leaders have a major impact on the culture of the workplace. It is much more than just releasing guidelines or making statements about inclusivity. The real accountability is in the distribution of opportunities, the consideration of ideas and the long-term identification and development of talent.
Leaders must be aware of the changes in their teams. Are the same voices heard every time? Are growth opportunities reaching a wider group of people? Leaders have to stay aware of these conditions and take consistent action in order to create a more equitable workplace. An atmosphere where people feel appreciated, respected and able to develop is progressively created when leaders set an example through their daily actions.
Leaders must be aware of the changes in their teams. Are the same voices heard every time? Are growth opportunities reaching a wider group of people?
It is also important for leaders to look beyond formal policies and pay attention to everyday workplace dynamics. Often, visibility and opportunities come through unofficial networks, conversations and recommendations that happen behind the scenes.
Being mindful of these patterns and making a conscious effort to widen access to mentorship, exposure and leadership opportunities can help ensure that talent across the organisation gets a fair chance to grow.
What is one change you would like to see in workplaces for the next generation of women?
One change I would like to see is for workplaces to become a space where women don’t feel like they have to prove themselves all the time. A stronger sense of validation and trust in women’s capabilities should exist from the beginning, rather than being something they have to earn repeatedly. Many talented women still believe that in order to gain the same degree of authority or trust, they must put in twice as much effort. Instead of overcoming unnecessary skepticism, the next generation should be able to concentrate on learning, creating and leading.
I would also like to see more women boldly take on decision-making responsibilities at an earlier stage of their careers. When workplaces actively encourage this and treat leadership potential in women as normal rather than surprising, it creates a healthier environment for everyone and strengthens the talent pipeline for the future.
Quick Hits
A trend you are excited about, or not excited about
I’m particularly excited about how AI is enabling more women to participate and lead in technology. The barriers to entry in areas like data, product innovation, and entrepreneurship are lowering because tools are becoming more accessible. What I’m less excited about is when AI adoption moves faster than responsible governance, especially in areas related to bias and representation. As the industry evolves, it’s important that diverse voices, including women, are involved in shaping these technologies.
A creative campaign or representation of women that inspired you or made you feel seen
One campaign that stood out to me was #LikeAGirl by Always. It challenged a phrase that was often used negatively and turned it into a powerful message of confidence for girls and women. The campaign resonated globally because it addressed stereotypes in a simple yet impactful way.
A piece of advice that stayed with you longer than expected
Early in my career, my father told me: “Don’t wait to be perfectly ready, growth often happens when you step into opportunities slightly before you feel fully prepared.”
That advice stayed with me because many women tend to underestimate their readiness. Over time, I’ve realized that taking on challenges, even when you’re still learning, is often what accelerates both confidence and leadership.
