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For Shreyasi Jha, gender equality is not simply a professional agenda—it is deeply personal.
“Gender equality is not just my work. It is part of who I am,” she says. “If fairness and equality do not exist in our homes and workplaces, they cannot exist in the wider world.”
That belief has shaped both her career and her life. Whether advocating for better workplace policies or raising a family, her guiding principle has always been the same: fairness begins with the everyday decisions we make and the environments we create.
When conversations about workplace policies arise, family-friendly benefits are often viewed as optional extras rather than business essentials. Yet across Asia, where demographic shifts, ageing populations and changing workforce expectations are reshaping the future of work, that mindset is becoming increasingly outdated.
For Shreyasi, family-friendly policies are far more than a collection of HR benefits. They represent the foundation of healthier organisations and more compassionate societies.
“Family-friendly policies are fundamental,” she explains. “It’s the scaffolding that is needed in order for us to be a more caring society.”
Importantly, care extends well beyond supporting parents with young children. It includes caring for elderly parents, family members facing illness and, in many modern households, even pets. At its heart, the conversation is about recognising that employees bring their whole lives to work.
Care is Central to Gender Equality
The discussion around care cannot be separated from gender equality. For generations, caregiving responsibilities have fallen disproportionately on women, often forcing them to reduce their working hours or step away from their careers entirely.
Without supportive workplace policies, many talented professionals continue to face impossible choices between work and family.
As Shreyasi points out, “Care is linked to gender parity in the workplace.”
Organisations that actively support caregiving are not simply demonstrating compassion—they are making smart business decisions.
Employees who feel supported are more likely to stay with their employers, experience less burnout and contribute more effectively. Lower staff turnover, stronger engagement and higher productivity are all outcomes of workplaces that recognise care as a normal part of life.
Personal Experiences Shaped Her Mission
Sometimes the importance of policy becomes most visible through personal experience.
After becoming a mother, Shreyasi was fortunate to have a private office where she could pump breast milk. Many of her colleagues were not as fortunate and had to use bathrooms because no dedicated space was available.
The difference may appear small, but it speaks volumes about whether organisations truly respect working parents.
Providing a clean, private room is not simply about convenience. It sends a powerful message that caregiving deserves dignity and that parents do not have to choose between their responsibilities at home and their professional ambitions.
Her commitment to equality stretches back much further. Growing up in India, she experienced a culture where expectations of women’s roles were far more rigid. Education, exposure to global perspectives and early activism strengthened her determination to challenge those norms.
She is especially inspired by people who quietly stand by their principles.
“I am deeply moved by people who stay principled even when it is inconvenient,” she reflects. “I have people in my own family who are deeply principled. It doesn’t need to be loud or public, but small acts of bravery—showing up and speaking out.”
Those everyday acts of courage continue to influence how she approaches leadership and advocacy today.
Turning Policy into Practice
While many organisations recognise the value of family-friendly workplaces, implementation often feels overwhelming, especially for small and medium-sized businesses.
Fortunately, businesses do not have to begin from scratch.
UNICEF has developed a Family-Friendly Workplaces Toolkit that organisations can adapt according to their size, industry and local context.
Rather than prescribing a single solution, it offers practical guidance for organisations at different stages of their journey.
Among the essential policies are parental leave, flexible working arrangements, bereavement leave and broader caregiving support.
Bereavement leave, in particular, reflects how workplace expectations have evolved.
As Shreyasi notes, employees once had to use annual leave when coping with the death of a loved one. Formal bereavement leave acknowledges grief as part of life and demonstrates compassion when people need it most.
These policies should not be viewed as premium benefits available only to large multinational corporations. They represent the minimum framework needed for employees to navigate life’s realities while continuing to contribute meaningfully at work.
Small Businesses Can Make a Meaningful Start
One misconception is that family-friendly policies are prohibitively expensive. Shreyasi believes otherwise.
Implementation does not require a massive organisational overhaul. It starts with understanding costs, measuring the return through stronger retention and productivity, and committing to steady progress.
Leadership also matters. While HR teams often develop and administer policies, lasting change depends on visible support from senior management. Leaders who champion these initiatives send a clear signal that care is embedded within the organisation’s values rather than existing as a standalone HR programme.
Equally important is ensuring policies are inclusive. Rather than benefiting only one group, they should recognise the many caregiving responsibilities employees experience throughout different stages of life.
A Better Vision for Asia
Family-friendly policies ultimately contribute to something much larger than workplace satisfaction.
Across Southeast Asia, declining birth rates, ageing populations and changing workforce expectations present growing economic challenges. Organisations that create supportive, caring workplaces will be better positioned to attract and retain talented people.
Despite occasional resistance to conversations about gender equality, Shreyasi remains optimistic.
She believes younger generations are helping accelerate change.
Gen Z’s willingness to question outdated assumptions gives her hope that workplaces will become more equitable in the years ahead. At the same time, she recognises that lasting progress requires resilience, persistence and the willingness to keep moving forward even when change feels slow.
Beyond Policy: Creating Culture of Fairness
Outside of work, Shreyasi finds inspiration in stories that reflect diverse experiences. She almost exclusively reads female authors from the Global South because she connects deeply with their voices and perspectives. Among her recent favourites are Mother Mary Comes to Me by Arundhati Roy and The Art of Stillness by Pico Iyer.
Her interests are equally eclectic in music. She laughs that she was in Spotify’s top one percent of Taylor Swift listeners last year—not so much because of the melodies, but because of Swift’s storytelling and lyrics. Alongside contemporary music, she also enjoys Chopin, Indian classical music and Sufi traditions.
These influences reinforce her appreciation for stories that explore humanity, resilience and justice.
Looking back, Shreyasi is proud that she has tried to make fairness tangible in both her personal and professional life.
“In my life, I’ve raised children who are thoughtful, capable and socially and politically engaged,” she says. “Professionally, I am proud of using my voice and position to help make organisations more just and fair for girls and women.”
Perhaps that is the most powerful message of all.
Care begins at home, but it should not end there. When workplaces recognise that employees have responsibilities beyond the office, they create cultures built on trust, empathy and respect.
Asia has an opportunity to become a leader in this space. By sharing successful examples, learning from one another and scaling what works, organisations across the region can redefine what the future of work looks like.
Every family-friendly policy adopted is more than an HR initiative. It is a step towards workplaces—and societies—that are fairer, kinder and better equipped to help everyone thrive.
This episode is sponsored by Redbox Studio.
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