Climate Crisis Calls for Collaboration and Creative Leadership of Bold Women

This blog piece comes at a very critical juncture, where, as a sustainability professional and as a woman, I -along with many others are faced with Crisis of Climate and Crisis of Diversity and Inclusion. Throughout my childhood, I was always instilled with the spirit of merit, that it will always be my knowledge, skills that will lead me to success. Yet, I was also taught to voice out for my rights as woman.  Ironically, contrary to the popular narrative, it was not in India but within Western power structures, that I faced hidden patriarchy. For the first time, I truly faced what it actually meant to be excluded. I also had an aim to have a meaningful purpose of bringing  impact through my work on sustainability. With both the aspects being contested in the past months, it has indeed been a period of crisis, so do I crib, or  choose to defy this ongoing narrative, I choose the latter - by collaborating with a fellow creative leader.

When I was asked to do the blog as a Full-time MBA alumna of Maastricht School of Management and to select a fellow women leader, I paused to reflect.  Should I follow the cliché’ practice of interviewing a women with high-ranking position or a fancy title? No. For those who who knows me well knows that I will never take the conventional route. Also, I strongly feel crisis call for creative leadership which, in my opinion, never comes from fancy titles or ranks but is inherent in oneself, and is defined by courage, commitment and a collaborative spirit to drive change. Therefore, I reached out to Ann Sokalski, a power packed woman of courage and change, in the United States, yes, a creative leader, driving sustainability with full passion and commitment. She too has been unconventional in her choices like me, took the risks when sustainability in U.S., as I fondly recall someone told me is still “fluffy”, and is driving it with full zeal in this tough terrain.

As two passionate women in sustainability, we understand what it means to break traditional systemic barriers, especially at a time when both DEI and sustainability are under scrutiny. This International Women’s Day, we come together, not just as cheerleaders of each other, proving that collaboration is our greatest strength in times of crisis—whether it be the climate emergency or the ongoing challenges to diversity and inclusion in the U.S. and Europe.

As two passionate women in sustainability, we understand what it means to break traditional systemic barriers.

We’ve never met in person, yet from across the globe, from the U.S. to Europe and India we have stood as strong allies for one another. Our response to these challenges has never been to simply lament them; instead, it is during these challenging times that we need more voices of millennials like us, continue to drive meaningful purpose in difficult times, regions to influence change through our work and shared experiences.

As Kiran Bedi, India’s first female IPS officer, once said: “When you have a dream, you’ve got to grab it and never let go.” Our journeys as sustainability leaders have been fueled by this relentless spirit—defying patriarchal norms, embracing leadership, and ensuring that women needs to be cheerleaders for each other more than ever.

In this blog, in a very interesting manner we share our experiences, the lessons we’ve learned, - two women, two continents and two key perspectives that showcases our solidarity for systemic transformation. I interview Ann on core questions and for me, question number three is my favorite, as we both answer it collectively. At the end, I provide my summation of key characteristics required for women leaders based on a question asked by Ann. We would love to hear your views and insights on these questions too, and I am sure you will relate to Ann’s experiences, insights and her take on these critical issues through her answers below.

Every year on 8 March International Women’s Day is. What does empowerment truly signify? What has been one experience in your life where you considered yourself to be truly empowered?

Ann - Empowerment is about more than just breaking barriers. It’s about having the confidence, resources, and voice to shape your own path, free from limitations imposed by gender, tradition, or societal expectations. It is about agency, access, and the ability to create meaningful impact.

For much of my career, I felt the need to check every qualification box before believing my voice was valid in a discussion. One defining moment of empowerment for me was when I made the decision to transition fully into a leadership role in Sustainability, a field that is both technical and strategic, yet constantly evolving. No one in this field has 100% of the answers, and I realised that my passion and ability to drive change were just as valuable as any credential. Rather than hesitating because I didn’t “check every box,” I focused on leveraging my experience, continuous learning, and vision to build something from the ground up. Nothing is more empowering than realising that leadership isn’t about having all the answers. It’s about having the courage to find them.

But empowerment has taken on an even deeper meaning since becoming a mother to my daughter. It’s no longer just about breaking barriers for myself; it’s about ensuring she grows up in a world where she never doubts her potential. Every step I take is, in part, for her future and for the example I want to set for my three sons, too, so they grow up as allies in the fight for gender equity.

Gender roles are shaped by tradition and perception. Has your personal and professional experience in different global settings broken any gender stereotypes, particularly about women’s status in Western society

Ann - Absolutely. There’s a common perception that Western societies have fully achieved gender equality, yet the data tells a different story. Industries like engineering, transportation, and logistics remain overwhelmingly male-dominated. A 2024 study revealed that men outnumber women 7:1 in U.S. engineering programmes, and Forbes reports that 40% to 50% of women in STEM fields leave within five to seven years due to discrimination, lack of support, and barriers to advancement. The "leaky pipeline" isn’t about a lack of talent, it’s about workplaces failing to retain and uplift women.

I’ve often been the only woman in the room, expected to "prove" my expertise. But instead of trying to fit into existing norms, I’ve embraced what sets me apart, bringing a different perspective, challenging assumptions, and demonstrating that leadership isn’t about gender, but about vision, resilience, and results.

Beyond Western society, my work with global teams has reinforced that gender equity isn’t a "Western" issue—it’s a universal one. Each culture has different challenges, but the solution remains the same: systemic change paired with individual action. We need to move beyond teaching women how to "fit in" and instead focus on changing the systems that exclude them.

I’ve often been the only woman in the room, expected to "prove" my expertise.

Powerful women often evoke strong reactions. Some find allies, while others face resistance. Have you experienced men as collaborators, challengers, or barriers in your journey? Can you share a defining moment that shaped your view on their role in women’s empowerment?

Ann - I’ve encountered all three Men who championed my growth, those who questioned my place, and some who remained indifferent.

One defining moment was when a male colleague, instead of speaking on my behalf in a meeting, redirected the conversation back to me, ensuring my voice was heard. It was a small but powerful act, recognizing that allyship isn’t about granting permission, but about making space.

I’ve also had male mentors and champions who actively advocated for me. Mentioning my name for high-visibility projects, pushing for me to be in decision-making spaces, and ensuring my work was recognised. Research supports the importance of sponsorship: A Harvard Business Review study found that women with strong sponsors are more likely to be promoted, yet men are still more likely to receive this kind of career advocacy.

That said, empowerment doesn’t come solely from male allies. I’ve had incredible female mentors, champions, and colleagues who have played pivotal roles in my success. But it’s important to recognize who holds the influence in an organisation—because those are the people who determine which opportunities are given to future leaders. Gender equity requires everyone at the table to be part of the solution.

Powerful women often evoke strong reactions. Some find allies, while others face resistance.

Radhika – I completely concur with you Ann. In fact, just a few days ago I came across a very interesting study stating around 76% of high performing women receive negative feedback compared to only 2% of high achieving men. One of the prime reason is the “unconscious bias” - strong women are evaluated based on their personality traits in their performance reviews instead of their performance at work. In fact, I too have faced this, along with many of my counterparts, in sustainability we are engaged in change management, which is never easy. The resistance we face is tremendous. On top of that if you are strong, persistent and hold your opinion firmly, you are simply given labels, such as being  “too aggressive”, “very upfront”, or told that you “need to tone down your communication” etc. etc. Now let’s turn the tables. If it was a man -  his strong communication is not termed as aggressive, or abrasive, but he is viewed as dominant, and that the business needs this firm stance and so on. This bias doesn’t necessarily come from men but even women, it is reflection of our societal values too.

I was raised in an unconventional Indian family, strong sense of independence to select my choices, live the life to the fullest, travel extensively, and so on. Ironically, it was not India that I had to face the bias but interestingly in Europe, I am often perceived as more direct than a Dutch, or too upfront or too strong etc. while being a strong performer.

I had incidents where credit for my work was not given, my inputs were shunned down but this has never discouraged me, why? I continue to have the opportunity to be in company of strongest men in my personal and professional life. They are my safety net, I don’t need any validation, they accept me for who I am. In fact, my biggest cheerleaders in my journey to MSM were the men in my life, my school friends, my uncles, my cousins, my colleagues, and most of all my father for my upbringing. They supported by crowd funding at a time when I was doubting myself, my school friend told me – Just pack your bags and go! The men (only strong ones) have been one of my powerful allies, both professionally and personally. Of course there were many who are insecure, what do you do with them. My advice simply walk out. They are waste of your energy and time. Choose wisely. 

In fact, my biggest cheerleaders in my journey to MSM were the men in my life, my school friends, my uncles, my cousins, my colleagues, and most of all my father for my upbringing.

As sustainability leaders and advocates of SDG 5, what defines your notion of feminism or women’s right to equality? Can you highlight one incident, action, or practice that you implemented resonating with your principles of feminism?

Ann - For me, feminism is about equity, not just opening doors, but ensuring they remain open for others. It’s about recognising that sustainability and gender equality are deeply connected: When women are empowered, communities thrive, economies strengthen, and solutions become more inclusive. The UN has found that closing gender gaps in the workforce could add $28 trillion to global GDP. The benefits of gender equality aren’t just moral; they’re economic and structural.

Feminism is about equity, not just opening doors, but ensuring they remain open for others.

One key area where we can drive change is by getting more women into the workforce, particularly in fields where they are underrepresented. I’ve been fortunate to work with local Girl Scout troops, helping them earn their “Think Like an Engineer” badge. I start each session by asking them to draw what an engineer looks like, mirroring the famous "Draw-A-Scientist" study, which found that children overwhelmingly picture men in these roles. By the end of our session, they can see themselves in those careers.

Representation matters, and so does visibility. If young girls can’t see themselves in certain roles, they’re less likely to pursue them. The work we do today isn’t just about policy and initiatives, it’s about shifting mindsets from an early age.

I also view feminism through the lens of parenting. The way I model leadership, resilience, and ambition isn’t just for my daughter, it’s for my three sons, too. They are watching, learning, and internalising what equality looks like. Feminism isn’t just about empowering women; it’s about creating a world where fairness is the standard for everyone.

The 2025 theme for International Women’s Day "For ALL women and girls: Rights. Equality. Empowerment" calls for collective action. As sustainability women leaders, what advice would you give to aspiring young women professionals to seek equality but also redefine it for future generations?

My advice? Redefine success on your own terms. True equality isn’t about mirroring traditional power structures. It’s about reimagining them in ways that are more inclusive, sustainable, and just.

Seek out mentors, build networks, and never be afraid to challenge outdated norms. But most importantly, bring others along with you. We must reject the "seat at the table" scarcity mindset and instead focus on expanding the table.

And as a mother, I see this through a long-term lens. The work we do today isn’t just for us. It’s for the young girls who will inherit the workplaces, boardrooms, and communities we shape. Let’s make sure we leave them with something better.

Ann to Radhika – Why do we need more women leaders and what characteristics are most important?

Radhika – Absolutely, it is the mother who is a strongest role model, leader in our lives, mine has been a pillar of strength.  In my case, my mother continues to be the strongest foundation of my leadership ethos, she is the boldest leader in my life. She is a warrior and she has raised me like one! For me this is the most vital characteristics for all women leaders the young girls – yes grow them like Cinderella – have courage, be kind but also grow them as Warrior Princess! Strong, resilient and continue to battle.

I am thankful to women like Ann who full of positivity and energy continue to hold their ground in times of crisis, courage yet be creative and that defines true leadership. She will pass on and instill similar characteristics to her children as leaders for tomorrow.

As the iconic artist my favorite, Frida Kahlo: “At the end of the day, we can endure much more than we think we can.” Women across the world have embodied this resilience, challenging injustice while fostering collaboration. To all the women out there striving for change, just break the barriers, realise your inherent strength, unleash your hidden powers. You will always be judged, but just go for it, take your chances, take your risks, and whether you are in the West or East, North our South, climate crisis and gender inequality is a global problem. It will only be mitigated through strong commitment, persistence and collaboration. Most of all be creative and don’t comprise on your dream. Put yourself first, apart from Sustainability professional we both are Fashionistas (Ann is more than me ;)) and we love to bring glamour, and hence leave you with my favorite inspiring Coco Chanel - The most courageous act is still to think for yourself. Aloud."  Be unapologetic in putting put yourself first, develop the courage and take the risks in your life and live it to the fullest.

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The MSM Full-time MBA is an experience in the essence of sustainable organisational leadership and  entrepreneurial management in a fast-changing, multicultural and global business environment. Immersing yourself in the one-year Full-time MBA experience will challenge you to develop your management skills in a diverse, international and multicultural environment. The next intake starts in September 2025!
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Do you know MSM offers a 5-day Short Executive Programme on Gender Equality and Women Empowerment?
This training programme aims to address these critical gaps by equipping participants with the knowledge, skills, and tools necessary to promote gender-responsive policies, programmes, projects and leadership. By focusing on economic empowerment, political representation, gender-based violence, climate action, and sexual and reproductive health, the programme will empower stakeholders to accelerate progress toward a more inclusive, equal and sustainable world. The next programme will take place from 19 – 23 May 2025. Click here for more info.