Finding strength in empathy and purpose: A conversation with Malavika Gupta
After more than two decades in clinical research and healthcare project management, Malavika Gupta recently stepped into retirement. Before joining the healthcare industry, she spent ten years in software training and Japanese translation, a skill that later shaped her career. “I actually got my job in clinical research because of my Japanese language proficiency,” she recalls. “My clients were all Japanese, and I learned a lot from them.”
From translating technical documents to developing business regions for clinical data management, Malavika’s story is one of continuous learning. When asked who inspired her, she does not hesitate to credit the women around her. “I cannot just say one person,” she says. “There have been many people, many incidents that inspired me to go out of my comfort zone and learn new things.”
She speaks fondly of her mother and sister as her first examples of discipline and compassion. “They were such hard workers and so organized,” she says. “The empathy and emotional intelligence I have, I get it from my mother. She always thought of others first.” That way of seeing people stayed with Malavika. It shaped how she led her teams later on: by valuing kindness and understanding just as much as results. She also draws inspiration from women who do it all. “Some of the girls I worked with had young children, families to care for, and still they were so good at their jobs. I thought they were superwomen.”
Breaking Barriers and Redefining Leadership
That belief in women’s strength also sharpened her awareness of inequality at work. In one of her leadership roles, she developed the Japanese market for her company, yet often felt overlooked. “I felt that I was not given equal opportunity as my peers,” she says. “My boss thought I did not need the money because my husband was at a senior position, and that I was, or should be, fine with the status quo and didn’t need to expand my horizon.”
Rather than letting bias silence her, Malavika chose persistence. “I always felt my work should speak for me and nothing else should matter,” she says. Her cross-cultural communication skills became her strength, helping her connect with teams across Asia, Europe, and the United States.
For her, leadership is not about status or control. “Leadership is not about a title,” she says. “It is about bringing the best out of people.” Her belief has stayed consistent: every individual has potential that can be nurtured. She also sees change beginning with mindset. “Women are always riddled with self-doubt,” she observes. “We need to stop doing that.” She points out how easily women apologize, even when there is no need. “If I miss a shot, I say sorry. I have never seen a man saying sorry for missing a shot.”
“Like Warren Buffett says, if you do not give opportunities to women, you are losing out on 50 percent of the talent,” she reminds. Her message is clear: “We have to stop making decisions for women. Women have to make them for themselves.” If she could speak to her younger self, she would say: “Be assertive. Say things that you think you have to say. We worry about being liked, but you cannot lead if you are only trying to please everyone.”
Building Safe and Inclusive Workplaces
Her message to younger women is equally clear. “Do not give up. Giving up is the easiest thing. Just hang in there. Your time will come.” Through years of leading multicultural teams, Malavika has learned that psychological safety grows from empathy and understanding. “If you are not judgmental, people open up and feel safe sharing their problems,” she says. “You need to first understand people and not be judgmental. That is how you create that safety net.”
She believes today’s leaders must build workplaces where everyone feels valued. “We need to be gender agnostic, religion agnostic, race agnostic. Treat individuals for their merit and who they are,” she says. “If people do not feel safe or appreciated, there will be no innovation.” What she hopes to see change most is how organizations develop leaders. “We do not invest enough in grooming leaders,” she says. “A succession plan is on paper, but true learning happens like in a teaching hospital, where a student watches and assists. That kind of mentoring should happen in organizations too.”
For Malavika, safe workplaces start with leaders who care enough to guide others and make space for them to learn. “If I had a mentor who had taken me under their wings, my growth would have been different,” she says. To her, leadership and empathy go hand in hand. Real change happens when people listen, lift each other up, and believe in one another’s potential.
At Silatha, we believe that empathy and purpose are the foundation of strong leadership. Our Female Leadership Program empowers women to grow with confidence, build inclusive teams, and lead with authenticity. Book a call with us today to learn how Silatha’s programs can help you strengthen your teams, reduce turnover, and build an inclusive culture where everyone can thrive.
Written by Tudor Marinca