Industrial Economist (IE): What does empowerment mean to you?
Rajani Seshadri (RS): The very first thought that comes to mind is, I don’t like the word. I consider women are already empowered. It is the enablement we should work on. Be it any decision making like giving advance to domestic help, running the family, kind of food each family member eats, she is the driving force. This applies to all the women regardless of the socio – economic status.
IE: How can enablement translate to real action?
RS: Empowering women begins with giving them the choice to work outside the home, if they wish. It will not only enable her but will also improve the family’s quality of life. To make this possible, jobs must be supported by safe, affordable commutes and reliable childcare including pre-care and after-school services, ideally government-regulated and quality-certified. At home, families should share responsibilities instead of labelling them as women’s chores. Businesses and society must recognise women as an untapped talent pool. Flexibility, including work-from-home options, can further enable participation. Celebrating women’s success reinforces that career and family can coexist.
IE: What kind of work does IndePenn do?
RS: At IndePenn it starts with building self-confidence. We provide consultations and individualised coaching for women re-entering the workforce, teaching about negotiating salaries, helping with resume building to make CVs recruiter-ready, identifying women’s skills and giving guidance on what to learn and refresh. Returnship programmes, which are basically internships for women re- entering the workforce, also provide on-the-job support even after placements.
IE: Barriers that stop women from restarting their careers?
RS: Upbringing and cultural expectations remain major barriers. In India, women are often raised to prioritise roles such as wife, mother, or daughter-in-law over personal amibtion. Women must feel empowered to make independent choices and move beyond limiting traditional mindset to pursue self – actualitsition. Professional commitment, including dedicated work hours, should be respected. Another challenge is lack of structure after a career break. Women may need to upskill and organisations must provide time, space and a supportive framework to help them grow.
IE: What are some policy initiatives that can be bring more women into the workforce?
RS: My co-founder often highlights that tax exemptions on women’s salaries, especially across mid-level roles are rarely discussed. The 20-30 per cent saved can be channelled into career rebuilding, children’s education, extra curricular activities, or domestic support. This financial cushion can ease household pressures, enable shared responsibilites and help women stay connected to their careers and mobility.