Markets Media spoke with Prateebha Narayan, Head of Operations Control and Transaction Reporting (Asia ex-Japan), Nomura Singapore, who won Excellence in Diversity & Inclusion at the 2025 Women in Finance Asia Awards.

Congrats on winning the Award. What does this recognition mean to you, and what does it reflect about Nomura’s culture?

Thank you! I would see the recognition as both, an honor and a responsibility. The honor comes from knowing that efforts to create a more inclusive environment made a meaningful difference in people’s lives. I also view it as a responsibility to keep doing the hard work, since recognition isn’t an endpoint, rather a milestone. True inclusion requires constant self-reflection, listening, learning, and taking action to address inequities as they arise.

Nomura believes that our diversity makes us stronger. When people with diverse backgrounds and values respect each other and work together, it creates a positive environment to take on new challenges. We have therefore, made tangible commitments for a truly inclusive workplace culture. For instance, we’ve established clear directives with our recruitment partners to ensure gender-balanced candidate pools. We’ve made unconscious bias training mandatory, particularly before key decisions about career advancement and performance evaluations. We monitor our progress through regular employee feedback mechanisms and surveys, using these insights to shape our ongoing DEI journey. These combined efforts have helped foster a workplace where diversity is valued, and every employee feels they belong.

What have been some of the most impactful D&I initiatives you’ve led or supported at Nomura Singapore that helped drive real change?

Building an inclusive workplace is a step-by-step process, through sustained efforts over time.

My approach as the Co-Lead of the Women in Nomura (WIN) Network, has been to implement targeted programs that address current needs in my organization. Two notable examples that stand out: (i) During the pandemic, I organized domestic violence awareness workshops, equipping our employees and their managers with tools to identify warning signs and access support. (ii) I also launched a series of comprehensive Impostor Syndrome workshops, initially created for high school students from an International School (in partnership with an expert on the topic). Recognizing its universal relevance across age groups and genders, the speaker and I adapted this program for our workforce. These initiatives, among others, have contributed to our firm’s ongoing journey toward greater equity and inclusion.

How do you create environments where people truly feel heard, valued, and able to contribute fully?

Building an inclusive workplace starts with concrete actions that show that diverse perspectives are valued. This also means creating a safe space where people feel confident speaking up and sharing their honest thoughts.

Regular feedback opportunities and mentoring programs ensure that everyone has a platform to contribute their ideas and insights.

It’s crucial to showcase real examples where employee suggestions have led to meaningful changes. When people see their colleagues’ ideas being implemented and credited, it builds trust and encourages more participation.

The end goal is cultivating an environment where authenticity thrives – where everyone knows their unique viewpoint isn’t just accepted, but actively sought after and valued as essential to our combined success.

What role do mentorship and allyship play in fostering diversity at senior levels, and how have you helped champion these practices?

Effective mentorship provides a mentee with guidance, visibility, and access to opportunities that might otherwise be missed. It helps talented individuals navigate organizational dynamics and prepare for senior roles.

Strong allies actively advocate for diverse talent in key moments – like promotion discussions, and leadership opportunities. They use their influence to open doors and challenge biases.

We have been actively engaging in external partnerships for gender-focused mentoring initiatives, where senior executives from Nomura serve as mentors to industry professionals, while Nomura employees receive mentorship from external leaders. We have established structured programs within the firm, where our senior leadership team demonstrate their commitment through active involvement in internal mentoring and allyship.

What experiences have shaped your passion for equity and inclusion, and how do they guide your leadership today?

Throughout my career, I’ve been blessed with managers who went beyond mentoring to become true allies, actively championing my growth and helping create more inclusive leadership opportunities. While I also encountered managers lacking empathy, at the start of my career – particularly regarding my needs as a new mother – these experiences taught me valuable lessons about the kind of leader I didn’t want to become.

On a personal level, despite being born into a society with traditional gender constraints, my parents instilled in me the belief that one’s capabilities and skills, not gender, should determine their limits. My husband made the significant decision to step back from his successful career to care for our children, allowing me to focus on my professional growth. My girls continue to inspire and motivate me each day, driving me to create a positive change in those around me.

Though I’ve faced negative experiences in my early career, the positive influence of supportive managers and my family has shaped me into a leader who focuses on people’s strengths rather than their limitations, recognizing and leveraging the diverse capabilities each team member brings to the table.

What advice would you give to emerging leaders — particularly women and underrepresented professionals — who want to be change agents in their organizations?

Success comes from building robust professional relationships, both within and outside your organization. Having a supportive network is particularly vital for women’s career advancement. Actively seek mentorship regardless of your career stage – mentors provide invaluable guidance and perspective.

Be clear and confident in expressing your professional goals and thoughts, while staying aligned to your organization’s goals and values. Effective communication of your ambitions demonstrates intelligence and purpose. Present your ideas with confidence while remaining receptive to discussion and feedback.

Prioritize your wellbeing and mental health. Develop reliable support systems and professional communities you can rely on during challenges. Remember that creating meaningful change in organizations requires sustained effort, persistence and patience.