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 Manika Mittal, Group Head of Corporate Communications & PR at Balancehero India.
In our conversation, Manika reflects on what this year’s IWD theme means to her, how financial inclusion through digital lending connects to women’s agency, and how her understanding of fairness has evolved with seniority.
She also discusses the responsibility senior leaders carry in shaping equitable workplace cultures, and the structural changes she would like to see for the next generation of women professionals.
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?
To me, the progression from rights to justice to action captures the journey we are collectively on. Rights open doors. Justice ensures those doors are not symbolic. But action is what ultimately changes lives. Working in digital lending, I see this play out in very real ways. Financial access is not just about a loan being approved or a credit score improving. It is about agency the ability to make choices. When a woman in a Tier-2 town can access credit through her phone, manage an unexpected expense, support her family, or invest in something she believes in, it quietly shifts the balance of power in her life.
Personally, the theme is also a reminder that progress cannot remain limited to boardrooms or urban conversations. The real measure of change is whether opportunity reaches women who have historically been outside formal systems.
What first drew you to your industry, and was there a defining moment that set your career in motion?
What drew me first was storytelling. Communications sit at an unusual intersection between business, public perception, policy, and human behaviour. I was always fascinated by how narratives shape the way organisations are understood.
But the defining moment came later, when I began working with regulated sectors like financial services and fintech. In these industries, communication is not cosmetic. It directly influences trust. Customers rely on it. Regulators evaluate it. Investors read between the lines of it. That is when I realised that communications, at its best, is not about messaging alone. It is about helping institutions build credibility and clarity in moments that matter.
How has your understanding of fairness changed as you’ve gained experience and seniority?
Early in one’s career, fairness often feels very straightforward — everyone being treated the same. Over time, you realise that fairness is rarely that simple. People do not start from identical circumstances. Some carry invisible responsibilities. Some have different access to networks or opportunities. Some navigate expectations outside the workplace that others never have to consider.
As leaders, that perspective changes how you think about fairness. It becomes less about identical rules and more about ensuring people have a fair chance to succeed. In many ways, fairness becomes an exercise in thoughtful leadership judgement.
As conversations around women and work have evolved, what do you think has genuinely improved—and where do we still need attention? One meaningful shift has been visibility.
Today, women are far more present in leadership discussions, industry forums, policy conversations, and boardrooms than they were even a decade ago. Visibility matters because it expands what younger professionals believe is possible. At the same time, the deeper structural questions are still evolving. The mid-career phase remains particularly challenging for many women.
Visibility matters because it expands what younger professionals believe is possible.
Career momentum often slows during years when personal responsibilities intensify. The next phase of progress, in my view, will come from organisations designing workplaces where women can sustain leadership trajectories without disproportionate trade-offs.
Is there a project or initiative you’ve worked on related to women’s empowerment that you’re particularly proud of?
One of the privileges of working in fintech is witnessing how financial inclusion changes everyday realities. At Balancehero India, a significant share of our borrowers come from Tier-2 and Tier-3 cities, and many are women who were previously outside formal credit systems. Digital underwriting and alternate data models allow us to extend credit to individuals who may never have had a conventional financial footprint.
Seeing women access formal financial tools sometimes for the first time and gradually become more confident financial participants is incredibly meaningful. It reinforces the belief that technology, when used responsibly, can widen opportunity in powerful ways.
What responsibility do senior leaders have in shaping equitable workplaces?
Leadership responsibility really begins where policy frameworks end. Senior leaders shape culture through everyday decisions who gets visibility, who is trusted with responsibility, whose voice is heard in critical conversations. These signals travel quickly within organisations. Equitable workplaces are rarely created by statements alone. They are built through consistent behaviour and thoughtful leadership choices over time. Culture compounds, and leaders play a central role in determining what that culture ultimately becomes.
Leadership responsibility really begins where policy frameworks end. Senior leaders shape culture through everyday decisions who gets visibility, who is trusted with responsibility, whose voice is heard in critical conversations.
What is one change you would like to see in workplaces for the next generation of women?
I would like to see workplaces move away from treating women’s careers as something that needs special accommodation. Instead, organisations could acknowledge a simple reality: most professionals regardless of gender will move through different life stages and responsibilities over time. Designing workplaces with that understanding would not only support women better, but it would also create healthier and more resilient organisations for everyone.
Quick Hits
A trend you are excited about
The growing role of AI in financial inclusion. Responsible use of data and technology is making it possible to evaluate creditworthiness in ways that were simply not possible earlier, opening the door to millions who were invisible to the traditional financial system.
A creative campaign that inspired you
Nike’s Dream Crazier. It reframed emotional expression in women — something often dismissed as weakness — as a source of strength and ambition.
A piece of advice that stayed with you longer than expected
“Clarity builds trust.”
In leadership roles, people rarely expect perfection. What they value deeply is clarity, consistency, and honesty in how decisions and messages are communicated.
