Alisha Shirodkar, an accomplished professional with a strong background in marketing and strategy, has recently rejoined Tamarind Global as Vice President – Strategy. Armed with a degree in Finance and Marketing from NYU Stern, she brings a wealth of experience from her roles at Hindustan Unilever, The Belgian Waffle Co., and Hotchaa, a gourmet retail startup she co-founded.
During her earlier tenure at Tamarind Global, Alisha played a key role in marketing and event planning, and now, in her second innings, she is set to drive the company’s growth strategy, enhance business prospects, and elevate marketing engagement across all channels. Passionate about innovation and immersive brand-building, Alisha aims to strengthen Tamarind Global’s position as a premier luxury service provider in travel, hospitality, and events.
With her dynamic leadership and expertise, she is poised to propel Tamarind Global into its next phase of expansion, tapping into new markets and ensuring sustained success.
Tourism India’s editorial team interacted with Ms. Alisha in connection with International Women’s Day 2025. Here are excerpts from the responses by Alisha Shirodkar, Vice President – Strategy, Tamarind Global.
Can you share your journey in the travel and hospitality industry? What challenges did you face as a woman or in supporting women in leadership roles?
My journey in this sector has been dynamic and deeply fulfilling. I started my career in marketing before venturing into entrepreneurship, and later, I found my way back to Tamarind Global in a leadership role. Along the way, I have worked in both corporate and startup ecosystems, learning the nuances of brand building and customer engagement.
Of course! Travel and Hospitality has traditionally been a male-dominated space, especially in leadership roles. But I’ve seen that change in recent years, with more women taking on strategic and operational roles. I have always believed in leading by example through mentoring, advocating for inclusivity and ensuring that women in the industry get the visibility and opportunities they deserve.
Have you seen a significant shift in gender inclusivity in hotel management over the years? What key changes stand out?
Absolutely. There has been a notable shift in how women are represented in leadership and operational positions. Hotels and hospitality businesses are no longer just hiring women for front-facing roles as they are making room for them in finance, logistics and executive roles. The real change has been in mindset. Organizations are now recognizing the value of diversity and that’s creating more structured opportunities for women to lead.
In your experience, what are the main barriers preventing women from advancing into senior management roles in hospitality?
It has to be the demanding nature of hospitality! The long hours, frequent travel, the operational challenges… For many women, balancing personal and professional commitments can be tough. There’s also the issue of unconscious bias, where women are sometimes overlooked for leadership roles in favour of their male contemporaries. The key to overcoming this is flexible work environments, leadership training and more visible representation of women in top-tier roles.
How does your organization support women in leadership positions? Are there mentorship or sponsorship programs available?
Tamarind Global encourages leadership through mentorship and training. We ensure that women across various roles have access to the guidance and opportunities needed to progress in their careers. Initiatives like internal mentoring, open forums for discussion, leadership development programmes, help our female employees gain confidence and move up the ladder. We have also introduced Flexi working hours and WFH for our female employees to be most productive under, and also work fearlessly,
Do you believe the hospitality industry offers equal opportunities for men and women in terms of promotions, pay, and leadership roles? What steps can be taken to improve this?
Progress is happening, but we still have a long way to go. Pay gaps and leadership representation are still challenges in many organizations. The best way to change this is to have clear policies on pay transparency, structured career growth plans, diversity-driven hiring and promotion practices. Companies need to actively push for these changes instead of just talking about them. We @tamarind global believe and practice equal pay for equal work program.
What initiatives does your company have in place to ensure gender equality and empowerment for women employees?
We’ve built a workplace where women feel empowered to take on leadership roles. Our hiring policies prioritize diversity and we provide leadership mentoring, to ensure that women are driving our workforce. We also support Women employees with their needs for support sand advancement on their roles.
We have partnered with @Padacare to drive initiatives for the health and well-being of female employees at the workplace.
Are there specific policies to support work-life balance for women in hospitality, such as flexible work hours, maternity benefits, or childcare support?
We recognize that flexibility is key. Tamarind Global offers flexible work arrangements, maternity benefits, and support systems to help women transition back to work post-maternity leave. We also encourage work-from-home options where possible, ensuring that employees can maintain a healthy balance between work and personal commitments.
Have you implemented any anti-harassment or safety measures to create a secure work environment for women employees?
Yes. We have strict anti-harassment policies in place, including a zero-tolerance policy for workplace misconduct. Training sessions on workplace safety and an internal committee dedicated to handling such concerns ensure that we maintain a safe and inclusive environment.
How does your company support skill development and career growth for women employees at different levels?
We focus on continuous learning. Whether it’s training in leadership, negotiation or operational management, we provide resources to help women grow in their roles. We also encourage cross-functional learning, where employees can explore different departments and gain a broader skill set.
Are there any training programmes specifically designed to upskill and empower women in hospitality?
Yes, we regularly conduct workshops and leadership training sessions. These programmes are designed to focus on financial acumen, managerial decision-making and confidence-building, equipping women with the skills they need to take on senior roles in hospitality. We also promote the awareness of the PoSH policy at the workplace to encourage diversity of employment.
Do you think the hospitality industry adequately represents women in executive leadership roles? If not, what more can be done?
Representation is improving, but we still have a lot of work to do. There are more women in middle management now than there were before, but the challenge is ensuring they make it to the top. To bridge this gap, companies must actively promote female leadership and provide structured career growth opportunities.
How does your company ensure diverse hiring practices and inclusive work environments?
Diversity is part of our hiring philosophy. We focus on hiring based on skill and merit while actively working to maintain a balanced workforce. We also believe in fostering an inclusive work culture, where ideas from everyone are valued, so that every team member, regardless of gender, feels heard and empowered.
Has your company introduced any special initiatives or services catering to women travellers, such as women-only floors, safety measures, or special concierge services?
We understand that safety and comfort are priorities for women travellers. We collaborate with hospitality partners to ensure secure accommodations, female-friendly amenities and personalized concierge services that enhance the travel experience for women.
What feedback have you received from women guests regarding their experiences, and how have you adapted to their needs?
Guests appreciate thoughtful touches like personalized safety measures and staff trained to cater to female travellers’ unique needs. Feedback helps us continuously refine our approach to ensure women feel secure and comfortable, wherever they go.
What advice would you give to young women aspiring to build careers in the hospitality industry?
Be fearless and proactive. This industry offers incredible opportunities, but you need to take initiative. Network, learn continuously and don’t hesitate to take on challenging roles. Build strong professional relationships and always advocate for yourself.
What role do male allies play in fostering gender equality in hospitality workplaces?
Male allies are crucial in breaking down biases and creating an environment where women feel supported. Be it mentorship or policy advocacy, men in leadership positions must actively contribute to gender inclusivity.
Looking ahead, what are the key changes you would like to see in the industry to make it more inclusive and empowering for women?
I’d like to see more women in boardrooms and a stronger push for equal pay. But beyond policies, what’s truly needed is a cultural shift, one where gender is never a barrier to leadership, opportunities are awarded solely on merit and inclusivity is the norm, not an exception.
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