Once past the peak of the COVID-19 pandemic, many companies brought employees back into offices in the name of collaboration and mentorship. But Himani Kapadia, managing director of Oliver+, has continued to foster culture while fully remote and across international borders. 

“The fact that we’ve been able to build a team that’s pretty well tied together, and it’s got a really strong culture, is very hard to achieve remotely with people who have never worked together [in person],” Kapadia said. 

To facilitate cohesion among her employees, Kapadia implemented professional development initiatives, work-from-home allowances and employee assistance programs, as well as anti-racism policies. She also established the Employee Equity Forum in South Africa. 

With a team based across India, Kuala Lumpur, South Africa and Latin American, employee diversity is itself the best education for those at the agency. “You can’t get any modules that’ll teach you interaction with people in different parts of the world,” Kapadia said. 

The result is a tight-knit, successful agency that completes projects efficiently by passing them across time zones. Oliver+ achieved revenue growth of 49% in 2022, overall headcount growth of 24% and an attrition rate below 15%.
 

What advice would you give your younger self?  

Always trust your gut and embrace uncertainty.

What’s the biggest risk you’ve ever taken?  

Completed my Chartered Accountancy and chose a completely different career path. I meandered, learned and grew along the way until I discovered what I enjoy doing. The journey has been fantastic and the risk has more than paid off.

If you weren’t doing your current job, what would you be doing and why?  

Probably running a school for young children with alternative methods of learning. I love kids and the feeling is usually mutual.

What should the industry do to encourage more women and people of color into its ranks?  

The industry first needs to recognize and acknowledge that diversity unlocks innovation and greater success. I believe it all starts from the top. Having a diverse leadership team ensures that diversity is encouraged at every level of a business. As an industry, we need to ensure that we are creating a safe environment that gives diverse voices equal recognition, opportunities and airtime. We need to actively check for and squash bias, microaggressions and double standards through various initiatives.

How do you expect emerging tech like Web3 and AI to impact your job in the future?  

Emerging tech will almost commoditize and automate the data-driven aspect of leadership and help flag potential issues through predictive analytics before we see them. The AI age, therefore, will push leadership in a new direction where softer elements and social competencies like adaptability, vision, humility, constant engagement and creating a collaborative workplace culture will assume greater relevance. As leaders, we will need to expand our skills and be constantly learning. And finally, technology coupled with other factors will allow us to welcome and engage a more diverse team.