As Chief Human Resources Officer (CHRO), Seema Nair is at the forefront of driving meaningful change, ensuring that women and underrepresented groups have the opportunities and support they need to thrive. From structured leadership programs like Catalyze to inclusive hiring initiatives, Flipkart is actively shaping a future where talent rises based on merit, not bias. On this International Women’s Day, Seema shares insights on accelerating gender equality, the role of mentorship in leadership, and the key initiatives Flipkart is implementing to foster a truly inclusive workplace.
Growth happens when individuals are empowered, supported, and given the right opportunities to lead. At Flipkart, this commitment extends beyond policies, it is ingrained in its culture, leadership, and daily operations. Flipkart has taken concrete steps to ensure women not only enter the workforce but also rise to leadership positions and champion others.
Over the years, the company has implemented structured mentorship programs, leadership accelerators, and hiring initiatives aimed at closing the gender gap and fostering a diverse talent pipeline. As we celebrate International Women’s Day 2025, we focus on action — accelerating progress toward gender equality and workplace inclusion. In this Q&A, Seema Nair, Chief Human Resources Officer (CHRO), delves into the company’s DEI strategies, her vision for an inclusive future, and what every individual can do to accelerate diversity in the workplace.
Flipkart has been a pioneer in many ways, including diversity in leadership. What steps has the company taken to ensure more women rise to leadership roles?
At Flipkart, leadership is driven by capability, not hierarchy. We are committed to building strong platforms enabling current and emerging leaders to excel while shaping business and culture. Women at Flipkart have taken on challenging roles and made a significant impact within the organization, and across the industry. To further accelerate their growth, we have structured initiatives that provide targeted support, mentorship, and opportunities.
Our flagship Catalyze program is a six-month leadership journey designed specifically for women. It includes assessments, introspection, leadership workshops, and one-on-one coaching. The program addresses career advancement challenges by fostering self-reflection, storytelling, and strong peer networks. In three years, nearly 100 women leaders have completed it, with over 50% moving into expanded roles and high-impact positions.
We also have structured mentorship programs that connect aspiring women leaders with senior executives, creating direct learning opportunities, collaboration, and sponsorship for career growth. Additionally, Flipkart’s non-hierarchical, open-door culture empowers women in leadership roles to take on critical business challenges with the autonomy and support they need to drive success.
Beyond professional development, we recognize the importance of work-life integration. Our flexible work environment ensures that women returning from maternity leave receive the necessary support to balance their careers with caregiving responsibilities. This holistic approach ensures that more women not only step into leadership roles but also thrive in them, shaping the future of Flipkart and the industry at large.
As CHRO, what key initiatives do you plan to implement in the coming months and years to empower women and strengthen diversity within the organization?
Building an inclusive organization requires intent, investment, and sustained commitment. While Flipkart has always been a merit-driven, equal-opportunity employer, our structured DEI journey began with the launch of our DEI chapter in 2017. By 2021, inclusion became a core value, making it an expected behavior across all levels. Our focus now is on scaling and deepening the impact of existing initiatives.
Inclusive Hiring is central to our diversity agenda. A strong, unbiased top-of-funnel ensures a more diverse workforce. We have made significant strides in this direction through:
- Democratizing Campus Hiring: Our flagship programs, GRiD and WiRED, now reach campuses nationwide, widening our talent pool across genders, backgrounds, and experiences.
- Focused Programs for Women: We provide structured development journeys at every career stage, from student programs like Runway, Vidyarthini, and Girls Wanna Code to branding and accelerated hiring initiatives such as Inspired and Make Your Mark for lateral talent.
We also have the business resource group (BRG) that fosters gender diversity within OneTech, creating a platform for women to connect, grow, and lead. It focuses on inclusion, work-life integration, career progression, mentoring, and networking. A gender-agnostic core committee of business leaders drives this initiative, ensuring sustainable impact.
We are also developing a dedicated employee resource group (ERG) for parents — a space for employees to connect, share experiences, and navigate work-life balance. By legitimizing conversations around parenting and caregiving, backed by company policies, we aim to strengthen diversity across multiple dimensions.
These initiatives reflect our long-term commitment to fostering a diverse and inclusive workplace where talent thrives, irrespective of gender or background.
This year’s IWD theme is all about #AccelerateAction. If you could ask every Flipkart employee, regardless of gender, to take one action today that supports gender equality, what would it be?
True inclusivity requires conscious effort from each of us. Instead of just one action, I urge every employee to commit to three key actions that can drive meaningful change.
First, challenge your biases. As individuals, we all carry conscious and unconscious biases. Acknowledging them is the first step toward change. Every employee should actively learn about their own biases, call them out when they see them, and work toward enabling equal opportunities for all. Flipkart offers several training programs on this, and I encourage everyone to participate.
Second, role model inclusive behaviors. Inclusion isn’t just a leadership responsibility — it’s a collective effort. Each of us has the power to create a culture of inclusion by demonstrating the right behaviors. Don’t wait for a safe space to be built, take the initiative to create one.
Finally, be an active ally. Allyship comes in many forms, but real change happens when it is action-oriented. Have meaningful conversations, provide tangible support, and call out non-inclusive behaviors whenever you see them. Change isn’t passive, it requires deliberate, consistent action from all of us.
What does being a leader mean to you, especially in the context of shaping an inclusive workplace? Was there a defining moment in your career or life that shaped your perspective on gender equality and inclusion?
Leadership, to me, is about breaking barriers, be it personal, societal, or systemic, to create opportunities for all. Growing up in a community where boys were preferred and women were discouraged from speaking up, I experienced firsthand how deeply ingrained biases limit potential. These experiences shaped my perspective and fueled my commitment to challenging limitations, both my own and those embedded in workplaces.
My leadership journey has been about ensuring no one is held back by outdated norms, self-doubt, or systemic barriers. Inclusion isn’t just a principle; it’s an active responsibility to create environments where merit, not gender, determines success. As a mother, I feel this even more strongly, I strive to be a role model for my daughters, showing them that their voices, ambitions, and aspirations matter. My goal is to shape workplaces where every individual, regardless of gender, has the confidence and opportunity to lead.
Given your rich experience, what lessons have you learned about advocating for women at work? And what’s one piece of advice you’d give to young women aspiring to lead on IWD?
Throughout my career, I’ve had the opportunity to work in inclusive cultures and learn from strong allies who have supported my growth. One of the key lessons I’ve learned is that the journey of inclusion starts early—it begins at home, extends into communities, continues through education, and finally shapes workplace environments. Each of these stages plays a crucial role in fostering and protecting inclusive practices.
For women navigating their careers, my advice is to own your ambition. As I said previously, don’t wait for permission to lead, speak up, take on challenges, and believe in your perspective. If you encounter bias or disrespect, question the mindset of others, not your worth. Surround yourself with a strong network of mentors, sponsors, allies, and peers who push you forward and create opportunities. And as you rise, give back, advocate for other women, open doors, and drive inclusion in every space you occupy. True progress comes when each of us lifts others along the way.
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