Women's Day 2025: Females Need Equal Backing, Not Separate Fund, Says Rukam Capital's Archana Jahagirdar | Interview

Balancing career and personal life has never been about achieving a perfect equilibrium, it’s about making intentional choices. For me, this meant setting clear priorities, being present in the moment, and learning to delegate. The key is to build a strong support system both professionally and personally that allows you to focus on what truly matters. My advice to women professionals is to embrace flexibility, define success on their own terms, and be unapologetic about the choices that align with their long-term vision.

Despite progress, systemic challenges persist unconscious bias, limited mentorship opportunities, and the expectation that women should "prove" their leadership ability more than their male counterparts. The drop in numbers is concerning, but it reinforces the need for workplaces to actively support women’s career trajectories through sponsorship programs, leadership training, and flexible work policies. We need to move from performative inclusivity to real structural change that fosters long-term participation.

Start-ups thrive on agility and innovation, but that should not come at the cost of a sustainable and inclusive work environment. The intensity of start-up culture long hours, relentless pressure can disproportionately affect women, especially those juggling multiple roles. However, I see a shift where founders are increasingly recognising that a diverse and well-supported workforce is key to long-term success. The conversation needs to go beyond hiring women; it must focus on creating environments where they can lead and thrive.

Women don’t have to wait for space on the table of opportunities, they are competent enough to build high table-tops that are brimming with opportunities. Start-ups, by nature, are disruptors—so why not disrupt outdated workplace policies? Flexible return-to-work programs, remote leadership roles, and structured re-entry plans can ensure that maternity doesn’t translate into a career derailment. At Rukam, we encourage portfolio companies to adopt progressive policies that not only retain but actively empower women post-maternity. The key is to normalise career gaps, not always striving for perfection and focusing on long-term value rather than short-term absences. Another aspect that helps tackling day-to-day challenges is to work towards prioritisation, look at Pereto’s principle of the 80-20 rule that suggests that tackle 20% of the causes that aids in bringing 80% of the outcome.

More women are entering entrepreneurship, especially in consumer brands, health, wellness, and sustainability-driven businesses. Women founders often bring a deep understanding of consumer behavior, empathy-led leadership, and a commitment to long-term impact. We have seen a strong trend of women building brands that are not just commercially successful but also community-driven and purpose-led.

Women founders often face a credibility gap in fundraising, not a capability gap. My advice—own your numbers, articulate your vision with confidence, and surround yourself with the right advisors. While women-focused funds are a great initiative, the real shift will come when mainstream funds make a conscious effort to back female entrepreneurs without needing a separate category. At Rukam, we focus on backing strong businesses, and we have seen that women-led ventures are some of the most resilient and customer-focused in our portfolio. Something that is also visible in our portfolio, we have Raksha, Co-Founder of Go-Desi, Madhumita Co-Founder of The Indus Valley and Kashmeera who is the Founder of Food Strong.

Representation in investment roles matters because capital allocation shapes the future of entrepreneurship. Encouraging more women in VC and angel investing starts with mentorship, structured entry programs, and visibility of female investors as role models. We need to build a pipeline where women professionals see venture capital as a viable, rewarding career—whether through internships, leadership training, or networks that actively bring women into the fold.

That said, there’s a growing interest in female-led startups, especially in sectors where women are the primary consumers. Investors are recognising that diversity isn’t just good ethics—it’s good business. Female entrepreneurs bring fresh perspectives and often tap into markets that are underserved but highly profitable.

We have seen strong momentum in health & wellness, sustainable consumer products, and fintech solutions tailored for women. These sectors align with both market demand and the strengths that women entrepreneurs bring—deep consumer insights, community-building, and long-term strategic thinking.

We also recently announced a partnership with DPIIT to create dedicated programs and initiatives that empower product start-ups, innovators, and entrepreneurs across the country. Our IP, Start-up Table with AJ also spotlights very early-stage startups in an era where unicorns and soonicorns receive the most attention.

This platform also helps in extending a networking and knowledge-sharing opportunity for the start-up profiled and other entrepreneurs who are already or starting their quest in the start-up ecosystem. Understanding that mentorship also plays a pivotal role in furthering fempreneurs in the ecosystem, I also participate and hold the role of a mentor/guide in women entrepreneurs-focused cohorts such as Encubay.

Success in entrepreneurship is not about fitting into existing structures—it’s about redefining them. The path may not always be linear, but every step you take helps widen the road for those who come after you. My message to aspiring women leaders is this: own your ambitions, seek allies, and never underestimate the power of persistence. The landscape is changing, and you have every right to shape it.