On this International Women’s Day, Tech Achieve Media had the privilege of speaking with Jaya Vaidyanathan, CEO of BCT Digital, a trailblazing leader who exemplifies resilience, innovation, and a commitment to breaking barriers. Jaya shared her insights on the importance of equity in the workplace, the role of technology in eliminating biases, and the power of stepping out of comfort zones to achieve one’s fullest potential.
From her journey as an unconventional investment banker to her rise as a successful entrepreneur, Jaya’s story inspires women to embrace challenges and pursue their dreams with unwavering focus. Through her leadership and advocacy, she continues to champion initiatives that empower women to thrive in leadership roles and contribute significantly to a rapidly evolving world.
In this conversation, Jaya shares what Women’s Day means to her, the systemic changes required for true workplace equity, and her powerful message for women everywhere: “Break the barriers. Embrace being comfortable with discomfort.”
TAM: What does Women’s Day mean to you personally, and how do you believe it contributes to advancing the conversation on gender equality in the workplace?
Jaya Vaidyanathan: I believe Women’s Day serves as a vital acknowledgment of the ongoing need for equity in the workplace. It also highlights the significant strides we’ve made over time to reach where we are today. In many ways, it acts as a checkpoint—a bridge connecting the past to the future.
However, we still have a long way to go. While the tech industry fares better than many other sectors in terms of equity, it is far from perfect. The sector benefits from innovation, which has encouraged more women to join the workforce. Yet, the “leaky pipeline” phenomenon remains a challenge. Although many women are recruited at entry levels, they tend to drop out over their career lifecycle, leaving fewer women represented in leadership and senior management roles.
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Addressing this issue requires action on multiple fronts. From regulatory interventions to corporate policies, we need a concerted effort to create a truly equitable environment. Back-to-work programs, skilling initiatives, and systemic changes are all essential. Society must also recognize that we’re still not comparing apples to apples when it comes to workplace equity. Progress demands both individual and collective action to drive meaningful change.
TAM: What specific actions or initiatives do you think organizations can take to better support women in leadership roles?
Jaya Vaidyanathan: First of all, we’re talking about 50% of the world’s GDP. A career shouldn’t just be seen as a choice; it’s something we must actively contribute to, especially when it comes to taking India from where we are now to becoming a truly developed nation—Viksit Bharat. How can we achieve this vision if half of the population isn’t contributing equally to the workforce?
In some developed countries, where economic freedom has already been achieved, a career might be a choice. But in a country like ours, where that freedom hasn’t yet been fully realized, it’s more of a necessity than a choice. While we can talk about how important it is, we also need to acknowledge the barriers women face in the workforce.
Thirty years ago, when we entered the workforce, we didn’t have role models who could show us that it was possible to balance a career and home life. There was no one who had “done it all” and achieved work-life balance. Today, the next generation has more examples of women succeeding without falling into the “superwoman syndrome,” where they feel the need to excel in everything simultaneously.
It’s important to recognize that there will be days when family takes priority, and organizations need to understand this—whether it’s for men or women. Everyone has personal commitments, and that should be respected. I know it’s trendy these days to glorify 90-hour workweeks, but I firmly don’t believe in them. Work-life balance is crucial, not just for mental well-being but also for sustained growth and meaningful contributions at work. Taking breaks is essential for staying productive and effective.
Yes, men have their challenges too, but women face unique demands, especially as primary caregivers and as the ones who give birth. Recognizing this doesn’t mean giving anyone a free pass, but organizations need to consider these realities. Governments also play a role, through initiatives like period leave, maternity leave, and back-to-work programs. Academia can contribute with continuous reskilling initiatives.
At the same time, individuals need to take ownership. Women must focus on excelling in their roles and ensuring their contributions are recognized equally. Equity isn’t just about equal opportunity; it’s also about being valued for the work you do. That means staying committed to upskilling, even during breaks, and coming back stronger. Your contributions should be so vital that the organization eagerly awaits your return.
Ultimately, it’s a combination of organizational support, government policies, academic initiatives, and personal determination that will pave the way for true equity.
TAM: What role do you think technology can play in addressing conscious and subconscious biases, and how can leaders like you influence this change?
Jaya Vaidyanathan: I believe bias is a natural part of life, even for AI. Current research is focused on addressing both conditional and unconditional bias in AI systems. The challenge lies in the fact that bias is often influenced by where the system is developed and the data it uses.
For instance, if you adopt large language models created in the West, the results will likely reflect Western perspectives. For example, if you ask about a “woman,” it might show a Caucasian woman with certain characteristics. Similarly, if large language models are created in China, like those used in systems such as DeepSeek, the results will reflect a Chinese context.
India, being one of the largest and most diverse populations in the world, needs its own large language models to address its unique demographics and remove inherent biases. These biases go beyond just gender—they include cultural and regional factors as well.
However, building these models isn’t just about technological capability; it requires a robust ecosystem. This includes infrastructure like data centers with the computing power to support AI models at scale, which in turn requires enormous energy resources and uninterrupted power supplies. To achieve this, we need investments in alternative energy sources, such as renewables, and a strong push from both government and corporate sectors to create sustainable ecosystems.
Global companies like Microsoft are already setting an example by building power plants with renewable energy sources to support their data centers. India needs similar interventions to develop the infrastructure required for AI innovation. Without this, we’ll remain dependent on Western-developed models, which inherently carry biases that may not align with our cultural and societal context.
Moreover, products made in the West often reflect a completely different mindset and set of cultural nuances compared to what is needed in India. Addressing these gaps is critical for ensuring that AI systems and large language models are truly useful and relevant for us, beyond the surface-level use cases they might initially provide.
TAM: As a woman leader, what challenges have you faced in your journey, and how have they shaped your leadership style?
Jaya Vaidyanathan: For me, it has always been about taking the less-traveled path—that’s what makes all the difference in life. I’ve never believed in staying within my comfort zone. Starting with an engineering career at a time when there weren’t many women engineers, to pursuing an unconventional path as an investment banker in the U.S. without any connections, my journey has always been about embracing challenges.
Investment banking, back then, was dominated by a certain type of professional, and I was the odd one out. I’ve often found myself walking into rooms where I was either the only woman or one of very few, but I grew comfortable with discomfort. That mindset has shaped many of the decisions I’ve made and the unconventional choices I’ve pursued.
After investment banking, where 20-hour workdays were the norm, I transitioned to management consulting. At Accenture, where I served as a managing partner, my role required extensive travel and a willingness to take on unconventional assignments. For example, I volunteered to work in South Africa and had professional stints in the UK. I never let discomfort or unfamiliarity hold me back. I was always ready to adapt to new environments, which significantly shaped my outlook and career trajectory.
That same mindset carried over into my entrepreneurial journey. Becoming an entrepreneur isn’t something you see a large percentage of women pursuing, especially striking out on their own, seeking funding, building a marketplace, and setting everything up from scratch. It’s a path filled with uncertainty, but I was always comfortable taking risks and navigating the unknown.
I’ve learned to remain calm and composed even when things don’t go as planned, reminding myself that challenges are temporary and perseverance will ultimately lead to success. This approach has been a defining trait in my life and continues to shape me.
I believe my best is yet to come, and I’m excited to keep growing, learning, and embracing the unconventional.
TAM: If you could share one message with women around the world on this Women’s Day, what would it be?
Jaya Vaidyanathan: I would say, break the barriers. Embrace being comfortable with discomfort Unless you challenge yourself and step out of your comfort zone, you won’t be able to shape the world or even reach your full potential. It’s essential to strive to be the best version of yourself, and that starts with letting go of the familiar and taking on new challenges. So, dream big, break free from limitations, and stay focused on your goals.
