Amrita is a pioneering leader in India’s real estate sector, passionate about sustainable design and gender inclusivity. With expertise in green architecture and a vision for equity, she drives industry transformation through impactful initiatives, including vertical gardens and empowering women across multiple states.
In an insightful interaction with Women Entrepreneurs Review Magazine, Amrita shares her insights on how resilient women leaders are reshaping the real estate industry, the power of diverse decision-making teams, and effective strategies to advance women’s leadership across traditionally male-dominated roles.
In today’s evolving real estate and hospitality landscape, how do you see resilient and visionary women leaders uniquely reshaping the industry while overcoming deep-rooted stereotypes?
Women in leadership are changing how these industries work by bringing in a more grounded, people-first approach. Their decisions are shaped not just by numbers but by lived experience and practical understanding. In real estate and hospitality, this often means better-designed spaces, stronger team culture, and long-term planning that considers both business and community. I have seen women take charge in roles once seen as off-limits, from construction sites to deal negotiations and handle them with sharp thinking and steady leadership. The more visible women become in these spaces, the more they help shift old assumptions and create space for others to grow.
With increasing calls for inclusive development, how can diverse decision-making teams accelerate innovation and foster more sustainable, community-centric residential and hospitality projects?
Diversity in leadership naturally pushes teams to ask better questions and avoid one-size-fits-all solutions. When people with different experiences work together, the results tend to be more relevant to how people actually live, work, and travel. At Manglam Group, our most thoughtful and efficient projects have come out of discussions where women, young professionals, and technical experts all had a seat at the table. You cannot build for the community if the community is not part of the planning process. True innovation often starts with listening, something diverse teams do more consistently, and that’s what leads to more practical, inclusive projects.
What strategies have proven most effective in enabling women’s leadership across sales, architecture, engineering, and field operations in traditionally male-dominated sectors?
Giving women fundamental roles and trusting them with responsibility is where it starts. At CREDAI Rajasthan Women's Wing, we focus on mentorship, skill-building, and getting women directly involved in running projects. When women see others like them leading a site meeting or handling client negotiations, it changes what they think is possible. It also helps to create work environments where they are respected and their ideas are taken seriously. At Manglam, we have made it a point to hire across departments, including technical ones, and back that up with regular support, not just tokenism. Progress comes from access and action.
In light of your work with CREDAI Rajasthan’s Women Wing and other mentorship initiatives, how can organizations truly advance women’s careers and catalyze gender-balanced leadership?
Good programs don't just train; they open doors. The most helpful ones I have seen focus on real-world experience. We involve women in all stages of the project lifecycle, from design to delivery. This gives them the confidence to speak up and the tools to back it up. Organizations need to stop thinking of mentorship as an extra and start making it part of how they work. It is also essential to check in often and adjust along the way. Career growth is not one-size-fits-all. By giving women the space to learn, try, and lead, we give them a fair shot at rising.
Amid ongoing challenges what practical measures should companies prioritize now to ensure equal growth opportunities and a safer environment for women employees?
Start with the basics: fair pay and a transparent process for raising concerns. This should not be complicated or kept quiet. Regular audits, transparent salary bands, and open conversations go a long way. At Manglam, we have also focused on making our sites and offices safer with good lighting, secure transport, and zero tolerance for harassment. It is not enough to offer equal jobs; women also need equal support. Respect at work is not just about policies; it is about culture. When women feel safe and valued, they stay longer, perform better, and help others do the same. It is suitable for people and good for business.
What empowering message or mindset would you share with emerging women leaders in competitive industries like real estate and hospitality?
Know your worth, and don’t wait for permission to speak up. Negotiation doesn’t have to be aggressive; it is about being prepared and knowing what you bring to the table. You will often be the only woman in the room. That can feel intimidating at first, but it also gives you a chance to stand out and lead differently. Build strong relationships, ask for help when you need it, and keep learning on the job. Success doesn’t have one formula. What matters is showing up with honesty, clarity, and the confidence to keep going even when it’s hard.
