Mumbai: On this International Women’s Day 2025, we celebrate the strength, resilience, and brilliance of women across the world. From breaking barriers to leading change, women continue to redefine possibilities and shape a future that is inclusive, diverse, and full of opportunity.
This year, let’s not just acknowledge their contributions but actively champion their voices, aspirations, and rights. Because when women rise, the world rises with them. Here’s to progress, equality, and an unstoppable future—driven by women, for everyone.
Sanjana Jain, with over 15 years of experience shaping impactful narratives, is the Co-CEO of Collective Creative Labs (CCL) , the full-service marketing and creative vertical of Collective Artists Network . She plays a pivotal role in driving culturally resonant brand storytelling at the intersection of pop culture and commerce.
A seasoned filmmaker, Sanjana has directed and produced compelling films for industry giants such as Piramal, PRI, and HP, bringing stories to life with her creative depth and precision. Her ability to seamlessly blend artistic vision with operational excellence has earned her widespread recognition in the industry.
At CCL, she leads end-to-end creative execution, integrating strategy, production, and talent to craft high-impact brand campaigns with a digital-first approach. Her expertise in managing large-scale productions, combined with her deep understanding of consumer engagement, ensures that brands not only capture attention but also leave a lasting cultural imprint.
With a track record of successful collaborations and an unwavering passion for storytelling, Sanjana continues to redefine modern content production and brand marketing, making her a dynamic force in the media landscape.
MadeInMedia.in’s Kalpana Ravi in conversation with Sanjana Jain – Co-CEO, Collective Creative Labs this Woman’s Day on the challenges faced even today and much more…..
What are some of the biggest challenges women still face in leadership roles, and how can organizations foster real change?
You know, we talk about progress, and yes, things have changed, but let’s be real—women in leadership still face a silent, exhausting battle. It’s not just about breaking the glass ceiling; it’s about constantly proving you belong there. People still assume you’re less decisive, less ambitious, or—my favorite—too “emotional.”
I’ve been in rooms where my ideas were overlooked, only to be repeated by a male colleague and suddenly taken seriously. It happens. And when you add motherhood into the mix? The assumptions double.
Change won’t come from just talking about “diversity”; it has to come from real structural shifts—Give women actual power, not just a seat at the table.
With evolving work environments, how can companies better support women in achieving a healthy work-life balance?
Balance? That’s a tricky one. As a mother and a professional, I can tell you—work-life balance doesn’t just happen. You have to fight for it. And workplaces need to stop treating it like a “women’s issue.”
First, let’s move away from this hustle-culture obsession. Being overworked isn’t a badge of honour. Productivity should be measured by impact, not hours clocked in. I’ve done some of my best work after putting my child to bed, in moments when I felt inspired—why shouldn’t workplaces allow for that flexibility?
Also, the burden of home shouldn’t fall only on women. I’d love to see more men taking paternity leave, stepping up, and being encouraged to share responsibilities at home. The real change will come when balance is expected for everyone, not just women trying to “have it all.”
How can media and advertising play a stronger role in shaping positive and empowering narratives for women?
This one is personal to me because I’ve spent years telling stories. And let me tell you—stories shape culture. When you keep showing women in the same predictable roles—supportive wife, self-sacrificing mother, or the “strong” woman who must fight endlessly just to exist—it limits what people believe is possible.
We need to show women in leadership, in ambition, in conflict, in complexity. Let’s stop making every woman’s story about “overcoming” something. What if she’s just brilliant at what she does? What if she’s messy and flawed, but still powerful?
And brands? Brands need to stop using empowerment as a marketing gimmick. If a company says it stands for women, let’s ask: How many women do you employ in leadership? What are you doing beyond ads?
If we want true impact, the industry has to stop just “talking” about change and actually be the change.
As more women enter STEM and digital fields, what initiatives can help bridge the gender gap in these industries?
I’ll be honest—this isn’t my world. I didn’t grow up seeing women around me in tech or engineering, and I didn’t have exposure to that path myself. But I know one thing: representation matters.
Girls need to see other women doing it, excelling in it, making waves. If you grow up in a small town like I did, your world is shaped by what you see. If all you see are men in tech and science, then that’s what you believe is “normal.”
So, if we want more women in STEM, we need to start much earlier—in schools, in local communities, in stories. And once they’re in these industries? Mentorship is everything. Because walking into a male-dominated field can be isolating, and if you don’t have support, you won’t last.
It’s the same lesson across industries—give women access, visibility, and a real network to grow. The rest will follow.
What steps can individuals and businesses take to empower women towards greater financial literacy and independence?
Financial independence is everything. No matter what your career is—knowing how to manage money is what truly gives you freedom.
But here’s the thing—women are still raised to be “good at saving” but not at growing wealth. How many of us were taught about investments, about negotiation, about asking for what we’re worth? I wasn’t. I had to learn it the hard way, and I wish I had started earlier.
Businesses need to actively teach financial literacy—not just for junior employees, but across the board. Every woman should know how to negotiate her salary, invest her money, and build long-term security.
And for individuals? Talk about money. Talk to your friends, your colleagues, your daughters. Normalize the conversation. Because when women understand money, they stop waiting for permission—they start taking control.