International Women’s Day may have come and gone, but recognizing the impact of women—in our industry and beyond—deserves more than a single day.
That’s why we’re continuing the conversation with industry leaders whose perspectives, achievements, and leadership leave a lasting mark.
As part of our ongoing series, we catch up for a talk with Manisha Seewal, Group President of Redhill Communications.
When we asked Manisha what first drew her to the industry, she recalled the launch of India’s New Economic Policy in 1991, when the country opened its doors to international trade and investment.
“Suddenly, I was exposed to the marketing and advertisements of brands like Coke, Pepsi, Adidas, and Nike,” said Manisha. “As an impressionable teenager, I became deeply curious about consumer behavior and what makes people tick.”
The theme for International Women’s Day 2025 is “For ALL Women and Girls: Rights. Equality. Empowerment.” What does that mean to you professionally and personally?
It means creating opportunities that foster Equality and Fair Representation
At a professional level, we need to take action on gender equality in leadership roles, address the gender wage gap, and ensure equal access to education and mentorship. More women are needed in top positions across all fields (e.g., STEM, politics, business), and they should be paid as much as their male counterparts.
Personally, I am often the only woman in senior leadership teams, and sometimes the only person of color. Whether it was during my time at Carro (a Singaporean tech marketplace now a unicorn) or at eBay, where I was the Chief Marketing Officer for three Australian brands in Sydney.
To support my journey, I look up to role models who share similar backgrounds, grew up in a comparable cultural environment, and worked their way up with grit and resilience in multinational corporations. One such role model is Indra Nooyi, the former CEO of PepsiCo, whom I had the pleasure of meeting at an alumni event in Singapore.
I look up to role models who share similar backgrounds, grew up in a comparable cultural environment, and worked their way up with grit and resilience in multinational corporations.
What first drew you to the industry? Was there a defining moment or experience that shaped your path?
A defining moment for me was the launch of India’s New Economic Policy in 1991, when India opened its doors to international trade and investment, encouraging foreign companies to enter the Indian market. Suddenly, I was exposed to the marketing and advertisements of brands like Coke, Pepsi, Adidas, and Nike.
As an impressionable teenager, I became deeply curious about consumer behavior and what makes people tick. This curiosity led me to pursue an MBA with a major in Marketing from the prestigious Indian Institute of Management, Bangalore. I gravitated toward what I was good at—Marketing.
As an impressionable teenager, I became deeply curious about consumer behavior and what makes people tick.
Is there a person or persons who inspired you professionally on your career journey?
Indra Nooyi’s journey has deeply inspired me, and I encourage you to read her book My Life in Full.
What’s a key lesson you’ve learned in your career that has shaped how you work today?
A key lesson is that it’s important to take risks and make yourself uncomfortable. For example, when I joined Carro, I left my comfortable job at Tokio Marine. Joining Carro meant taking a significant pay cut and stepping into the unknown—a risk that none of my peers were willing to take.
I even sold my Rolex watch, as it felt uncomfortable to wear one in a Series A company where funds were tight. Eventually, the risk paid off, and Carro became a unicorn within three years of my joining its Senior Leadership Team as the Group Chief Marketing Officer. I am still a shareholder at Carro.
A key lesson is that it’s important to take risks and make yourself uncomfortable.
The next risk was leaving Singapore and relocating to eBay Australia to head marketing for three portfolio companies: Gumtree, Carsguide, and Autotrader. It was tough, but the international exposure was worth it.
It’s important to be aware of when we stop learning in a role. The moment I stop learning, I know I’m stagnating, and that’s when I move on to something else.
How has mentorship played a role in your career – both as someone receiving guidance and as a mentor to others? What have been your most meaningful takeaways from these relationships?
Mentorship has been critical to my career growth. However, before I had mentors, I used to think that my hard work would be recognized and that I would be offered the big role on a platter simply because “I am deserving.” Life doesn’t work that way. We need to be intentional about where we want to go. Without that clarity, mentors can’t help us either.
This is what Indra Nooyi refers to as the “Tiara Syndrome” in her book: the experience of (usually) female employees diligently doing their work and excelling in their positions, but not taking an active role in self-promotion, as if they are waiting for management to recognize their efforts by placing a tiara on their heads.
We need to be intentional about where we want to go.
I have mentored women from India’s underprivileged communities who aspire to be entrepreneurs. As a certified ACLP trainer, I have also upskilled over 1,000 Singaporeans in digital and social media marketing via SkillsFuture to help them stay in the workforce.
How can organizations effectively champion diversity, equity, and inclusion (DEI), especially in the face of current challenges? What specific strategies have you found effective?
To champion these causes, it’s important to walk the talk. For example, at Redhill, we launched the Employee Stock Ownership Program (ESOP), which distributes equity to all full-time employees, regardless of rank. The plan was introduced on May 1, 2024, and is open to all current employees who have been with the firm for at least three years. This is a great example of walking the talk to promote equity within the firm.
Over 70% of senior leadership roles at Redhill are held by women. In 2021, we overhauled our salary structure to focus on pay parity based on skill and experience, rather than an individual’s last drawn salary. These efforts contributed to the agency’s inclusion in the Adland Diversity and Inclusion Index 2021.
This is how Redhill truly walks the talk.
Is there a project or initiative you’ve worked on that you’re particularly proud of? What made it meaningful to you?
I am most proud of my work as a trainer under Singapore’s SkillsFuture program – a government initiative aimed at upskilling the workforce to ensure they stay relevant and employed.
I have trained over 1,000 Singaporeans, particularly SME owners impacted by COVID-19, helping them pivot quickly from traditional to digital marketing.
Quick Hits:
A trend you are (excited or not excited) about:
I am excited about the AI Granny that confounds scammers. I can’t wait to see more creativity in this space.
I am not excited about Gen Z’s micro-retirement trend.
Favorite creative campaign that has most inspired you:
My favorite campaign is “Generations” by Patek Philippe.
It shifts consumer behavior from viewing the watch as just a timepiece to seeing it as an heirloom to pass down to the next generation.
It is powerful, timeless, and elegantly communicates the longevity of the timepiece.
A quote that guides you:
“Empowered women empower the world.” – Unknown.
This quote highlights the impact of women supporting and uplifting one another, making it a great fit for the occasion!
