Breaking Barriers: Raina Gandhi on Navigating Gender Bias and Elevating Women in the Workplace

In today’s world, conversations around gender bias in the workplace are more relevant than ever, and leaders like Raina Gandhi are at the forefront of this change. As the founder and CEO of Rising Tide Consulting, Raina draws from a wealth of experience in investment banking, consulting, nonprofits, and higher education to empower women professionally and personally. Her journey, which included relaunching her career after an 11-year hiatus, has uniquely equipped her to address the real, systemic challenges that women face daily in the workplace. Through executive coaching, workshops, and speaking engagements, Raina is committed to creating a world where women can excel on their own terms, free from the barriers that have historically held them back.

In this interview, Raina speaks candidly about the pervasive nature of gender bias, the structural obstacles women encounter, and the transformative power of allyship and advocacy. With practical insights and empowering strategies, she outlines how women can navigate these challenges, build their confidence, and find support in each other. Raina’s vision goes beyond individual success; she emphasizes the importance of collective growth and solidarity, challenging stereotypes and opening doors for future generations. Her advice is a powerful reminder that by lifting each other up, women can create an inclusive, thriving workplace for all.

Thank you so much for joining us, Raina! Our readers would love to get to know you a bit better. Can you tell us a bit about your backstory?

Thank you, Stacey. It’s such a pleasure to be here! My journey has been anything but traditional, and that’s something I’ve come to value. I started my career in investment banking and consulting, navigating high-stakes roles, but I later transitioned into nonprofit work and higher education. Then, at a pivotal moment, I chose to step away for 11 years to raise my daughters. When I returned, I was able to see the workplace with fresh eyes. That journey shaped my perspective on resilience, career relaunching, and personal empowerment, which eventually led me to create Rising Tide Consulting. My mission is to help women not only navigate their careers but thrive within them by creating spaces where they can achieve success on their own terms.

That’s such a fascinating journey! So, let’s dive into our main topic. How would you define gender bias in the workplace?

Gender bias is often an invisible barrier that affects women every day. It’s usually unconscious, shaping how people view each other’s capabilities, intelligence, and even leadership potential. What’s tough is that it can be subtle—assumptions about who’s best for a leadership role or who might excel at a certain project, often not based on merit but on stereotypes. When women are overlooked, it doesn’t just limit them individually; it limits the entire organization, which misses out on the diverse insights and innovation women bring.

It’s unfortunate but true. What are some common forms of gender bias you’ve observed?

Gender bias shows up in different ways, some more visible than others. Take hiring, for instance—many qualified women are overlooked in favor of male candidates, even when their qualifications are similar. This happens again when it’s time for promotions. Women are often expected to exceed the standard, while male colleagues might only need to meet it. Then there’s the wage gap—women still earn, on average, 84 cents to a man’s dollar. These inequalities create a sense of exclusion and can make it harder for women to feel they genuinely belong or can advance in their careers.

Given these obstacles, do you find women feel pressured to take on more to prove their worth?

Yes, absolutely. Many women feel they need to go above and beyond to stand out, often taking on tasks outside their roles, hoping to get recognized. But this unrecognized labor doesn’t necessarily translate into advancement. Instead, it can lead to burnout, creating a cycle where women give more without necessarily receiving acknowledgment or reward. It’s a frustrating paradox where women feel they have to prove themselves more, yet the payoff isn’t always there.

What are some practical steps women can take to address gender bias in their careers?

One effective approach is speaking up for yourself and others in the workplace. If you notice a woman’s idea being overlooked or she’s being interrupted, make it a point to bring the conversation back to her. This subtle, supportive intervention sends a clear message: all voices are valued here. While it may feel uncomfortable initially, it can help shift workplace dynamics over time, fostering a culture of inclusivity and respect for diverse perspectives.

That’s powerful. How do you help women overcome confidence barriers?

Confidence often stems from self-advocacy, which can be challenging for many women due to deeply ingrained self-doubt. I encourage women to start small—acknowledge their achievements openly and without minimizing them. Another way to build confidence is by joining supportive groups. Communities of like-minded women provide validation and encouragement, helping women feel less isolated and more empowered in their unique journeys.

Surrounding yourself with the right people can be transformative. Do you recommend women join groups to support each other?

Absolutely. Women’s groups are invaluable, not only for mentorship but for solidarity. They create a safe space to share experiences, learn from one another, and build each other up. Such networks become essential for women to practice self-advocacy and feel a sense of belonging. These groups also serve as a reminder that we’re not alone in our challenges.

Let’s talk about mentorship. How important is it in overcoming workplace challenges?

Mentorship is foundational, but sponsorship can be even more transformative. While mentors provide guidance and support, a sponsor actively advocates for you when you’re not in the room. Sponsors might push for your promotion, recommend you for key projects, or endorse you for leadership roles. This type of advocacy is vital because it opens doors and creates visibility, allowing women to progress in ways they might not achieve through mentorship alone.

That’s such a critical distinction. Why is it beneficial to seek feedback from sources outside of close friends and family?

Friends and family are supportive, but they’re not always objective. Constructive feedback from colleagues, mentors, or coaches can offer an unbiased perspective that highlights areas for growth. This outside input helps you see blind spots that might go unnoticed in familiar circles, allowing you to improve and grow professionally in ways you might not if only relying on close friends or family.

And feedback is vital for growth. What are some challenges women face in receiving constructive feedback?

Unfortunately, feedback for women often lacks specificity. Comments like “good job” or “well done” don’t provide actionable insights. Women frequently receive feedback on their communication style rather than the actual outcomes of their work. This vague, sometimes gendered feedback can be a major barrier, as it doesn’t allow women to develop the specific skills needed for advancement. Constructive, detailed feedback is essential for women to refine their abilities and excel.

It’s interesting that feedback is so gendered. What common mistakes do you see women make in their careers due to these biases?

One of the biggest mistakes is succumbing to self-doubt. Many women hesitate to put themselves forward for leadership roles or high-profile projects, questioning if they’re “ready” or “good enough.” This hesitation often stems from societal messages that imply women must prove themselves more than their male counterparts. Recognizing this pattern is the first step toward overcoming it and embracing one’s full potential.

How can women find the courage to advocate for themselves?

Treat yourself as you would a close friend. Advocate for yourself with the same warmth, enthusiasm, and confidence that you’d use for someone you deeply care about. At first, it might feel challenging, but over time, self-advocacy becomes more comfortable. Eventually, it will feel natural, allowing you to step fully into your strengths.

That’s a great strategy. What role does allyship play in this conversation?

Allyship is essential. When allies—both men and women—amplify women’s voices and address biases, they create a more inclusive environment. Allies play a crucial role by acknowledging these biases, calling out stereotypes, and fostering a culture of equity. This type of support can make a profound difference in shaping a workplace that respects and values women.

Absolutely. How can women become better allies for each other?

Supporting each other’s accomplishments is key. Instead of competing, women can lift one another up, celebrate each other’s achievements, and promote each other’s strengths. This sense of collective support disrupts the myth that women are in competition, creating a positive atmosphere where everyone thrives and feels valued.

Let’s talk about the services you offer. How do you help organizations and individuals support women’s professional growth?

I work with organizations to provide targeted professional development for women, especially in industries where career advancement can feel like an uphill battle. My services include one-on-one executive coaching, keynote speaking, group workshops, and retreats. By investing in women’s growth, organizations not only empower individuals but also foster a motivated, productive workforce that drives meaningful change.

That sounds impactful. What outcomes do you see when organizations invest in women’s development?

When organizations are intentional about supporting women, they see improved morale, increased productivity, and greater retention rates. Women who feel valued and engaged are less likely to leave, and they’re more likely to focus their energy on achieving professional goals. This investment benefits not only the women themselves but the entire organization, as it leads to a more inclusive and high-performing culture.

It’s clear that the ripple effects are powerful. As we wrap up, is there anything else you’d like to add?

Yes, I encourage women to lean on each other, advocate for one another, and cultivate a positive support system. Together, we’re stronger, and this collective strength helps us move forward in dismantling biases. By lifting each other up, we’re not only advancing ourselves but also setting a powerful example for the next generation of women.

Thank you, Raina. How can our readers further follow your work online?

Readers can connect with me on LinkedIn, where I regularly share insights and updates. My website, www.risingtideconsultingllc.com, is another great resource, though it’s currently undergoing a rebranding process. Anyone interested can reach out to me directly via email at [email protected].

Thank you so much for your time and insights, Raina. This conversation has been both empowering and enlightening.

Raina Gandhi is a seasoned executive coach and leadership consultant dedicated to empowering women in the workplace through her firm, Rising Tide Consulting. With extensive experience spanning investment banking, consulting, nonprofits, and higher education, she brings a holistic understanding of the challenges women face in various industries. Her approach combines practical strategies with a focus on authentic leadership, helping women overcome self-limiting beliefs, build confidence, and advance professionally. Raina’s commitment to creating inclusive and supportive environments is evident in her work with individuals and organizations, fostering a culture where women can thrive and achieve their career goals.