Reshma Homan, holds the esteemed position of VP of Sales at Reverside, a dedicated association of 12 fruitful years. Her journey has been marked by an unwavering commitment to growth, both personally and professionally.

As an eternal student, she is presently engaged in the pursuit of a Business Administration degree. Her voyage commenced in sales within the logistics arena and seamlessly transitioned into the dynamic realm of IT at Reverside. With a career spanning over two decades, She brings forth extensive expertise in sales, adept customer relationship cultivation, retention strategies, and impressive IT acumen.

Her accomplishments have been recognized through the prestigious Dedicated Service Award at Reverside, complemented by the attainment of APSO and PM certifications across the years. She have been a pivotal force in augmenting Reverside’s customer base and spearheaded the expansion of Discovery into a prominent client.

Her forte lies in the art of relationship-building, which has been instrumental in nurturing and retaining a robust client portfolio within the organization. Her zeal for mentorship and growth has manifested through the empowerment of numerous colleagues within the company, marked by her reliable and steadfast support for any task.

Her dedication extends to delivering optimal IT consultancy solutions to clients, propelling their triumphs in the business arena. This, in turn, catalyzes Reverside’s growth and opens pathways for varied career opportunities.

Her participation in the inception of #SkillsRevolution stands as a testament to her alignment with transformative initiatives. Beyond her professional endeavors, She is impassioned by the well-being of both people and animals. With a heart brimming with compassion, her life’s purpose is to contribute value to others and care for the world around me, as exemplified by her role as a devoted parent to six cherished canine companions.

In your role, how do you actively foster an environment that supports and promotes the growth of women in IT?

I work closely with the fulfilment and HR team to ensure that the recruitment and hiring processes are unbiased and equitable. Actively seek out women candidates through diverse recruitment channels. Provide resources to help women in IT enhance their skills, acquire new knowledge, and stay up-to-date with industry trends. creating specific leadership development programs for high-potential women. Lead by example in promoting an inclusive culture that values diversity. Recognize their accomplishments through awards, spotlights, and internal communications.

Can you share a specific example of a program or initiative you’ve championed that has resulted in the advancement or development of women?

I have been fortunate to be involved with #SkillsRevoution since its inception and was part of the initial successful implementation of the model at various clients.

As a leader, how do you ensure that women’s voices and perspectives are heard and valued in decision-making processes?

Encourage open dialogue and assure everyone that their contributions are valued. Include women at all levels of decision-making, from junior staff to leadership positions. Actively listen to women’s voices in meetings and discussions. Rotate leadership roles within teams to provide opportunities for different voices to lead and make decisions. Encourage concise and clear communication, ensuring that everyone has the chance to speak up. Ensure that credit is properly attributed when decisions lead to positive outcomes.

What strategies have you employed to mentor and guide emerging women leaders within our organization or in general, helping them navigate their career paths effectively?

By investing time and expertise. Create an open and safe space for them to discuss their aspirations, challenges, and concerns. Work with each mentee to define clear and achievable short-term and long-term goals. Tailor the mentoring approach to their individual needs. Offer specific, actionable feedback that helps them identify areas for improvement and growth. Provide opportunities for your mentees to gain exposure within the organization. Encourage them to attend industry events, conferences, and seminars where they can expand their network. Encourage your mentees to step outside their comfort zones and take calculated risks. Help them develop leadership skills by recommending leadership training programs, books, and workshops. recommend them for promotions, leadership roles, or high-visibility projects. Share strategies for managing difficult situations and building resilience.

In what ways do you collaborate with other departments to promote a culture of gender
equality and empower women across different aspects of our organization?

Collaborate with fulfilment and HR on revising job descriptions and requirements to ensure they are gender-neutral and inclusive. Collaborate with L&D on workshops that address gender-related challenges and provide tools to create an inclusive work environment. Collaborate on organization-wide events or campaigns for International Women’s Day, Women’s History Month, or other relevant occasions. Collaborate with marketing on content that showcases the organization’s commitment to gender equality, both internally and externally. Collaborate with senior leadership to integrate gender equality goals into the organization’s overall strategy and objectives. Collaborate to incorporate gender equality initiatives into the organization’s sustainability and corporate social responsibility efforts.

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