UnHerd with Jo Aggarwal: Improving access to mental healthcare with AI

Hosted by ACT, UnHerd brings you the unheard stories of individuals who are challenging conventional principles to disrupt the social impact landscape. From social entrepreneurs to venture philanthropists, dive into real-world conversations on what they’ve experienced and learned about changing the status quo.

Our fifth episode welcomes Jo Aggarwal (Co-Founder, Wysa) who, in conversation with Krisha Mathur (Director, ACT For Health), shares her experience of building a vernacular AI-powered digital solution that aims to make mental healthcare easily accessible and affordable for Bharat.

Listen to this episode on our Spotify channel or watch the conversation on YouTube.

Krisha: Hello folks and welcome to the fifth episode of Unheard, a podcast hosted by ACT that delves into the extraordinary stories of individuals who are challenging conventional principles to disrupt India’s social impact landscape. 

Being a health-tech entrepreneur in India is a little bit like being Sisyphus who rolls the boulder uphill every day. It needs hard work, motivation, lots and lots of patience – only to begin all over again the next day. COVID has also taught us that while this is a hard space, there are many challenges that are lurking beneath the surface that we have barely begun to scratch. 

One such issue in India is the mental health challenge, affecting almost 1 in 5 Indians and with extreme social and cultural stigma. But while the scale and complexity of this issue may be a challenge, we also have determined entrepreneurs driving innovative tech, showing our shoots of green. Our guest today is one such entrepreneur, a pioneer in this space with a personal journey working ground up in the corporate sector. After spending 6 years in the Middle East trying to help young people thrive in a post-conflict environment, she and her partner realised that it didn’t take big money or big names to make impact, but it takes commitment to build a strong product, perseverance to work on the ground, and above all, to keep the user always first. Today, she and her partner are trying to solve the mental health issue through their AI-first venture, Wysa, supporting almost 6 million users globally.

Welcome to UnHerd, Jo. So lovely to have you here!

Jo: Lovely to be here.

The spark that lit the fire: Overcoming personal battles to help others  

Krisha: I want to start by going back to where it all began. Your journey has been so non-linear and so interesting. In your own words, can you describe your story to us and what helped you build Wysa?

Jo: So, I went through life always wanting to be an entrepreneur, a social entrepreneur rather. We were just born a little too early when entrepreneurship wasn’t as accessible to people without that background and neither was social entrepreneurship to people who wanted to have a good life as well. It was all non-profit, so one became a part of the most ‘happening’ thing – putting India on the map at that moment – which was the IT sector. I was one of the first batches of Infosys. And at each point, I asked – how do I actually do this with a little more meaning? So I moved from tech to e-learning, because it felt like it could actually solve a real problem. Then I moved from that to skilling and jobs and employability because it felt like it was the main thing that everybody really needed to solve for young people, especially in this part of the world and in the Middle East and North Africa. My aspiration was always to become something like a Wikipedia, because I was in e-learning and then Wikipedia came along and solved the problem I wanted to solve for e-learning. But if you run a business to business, a sort of B2B business, then you’re always limited by your clients’ needs. So, could I do something that was more B2C, more direct to the consumer? Could I do something that wasn’t hampered by grants and the grant cycle and which started by proving itself in the hands of a user first?

That was the idea. We started out trying to do elder care for some reason. Elder care was a very personal reason for my partner. We came back to India to parents who were in a much different life stage than we had left them and said we need to do something for remote care. But that product kept getting used by people to track their teenagers! I went into depression because I was like, this is my first entrepreneurial adventure. I can’t close it down, but I can’t let it become this either. 

And so we started on that “depression journey”. I came out of it learning about Cognitive Behavioral Therapy, experimenting with Artificial Intelligence as a way of feeling heard for the first time with a bot called ‘Eliza’ and thinking that I want to make something like Eliza, but only wiser, and that’s where the name Wysa came from.

But just the power of CBT, the power of reframing one negative thought, and for me that negative thought was that no matter what I do, I’m going to fail, that I’m an imposter, that every success I’ve had, has been me telling stories to the world – which I’m good at – but in real impact, I’m going to fail no matter what I do. That was the core thought I was able to identify through CBT underneath my depression and anxiety. And from that thought, it was reframed into a thought to say that, okay, even if that’s true, even if that’s valid, I still have to do something, so what am I willing to fail at doing? And I found that I was willing to fail at doing something really big. When that thought comes, you don’t want to fail at small things. You don’t want to fail at doing a startup, you want to fail at solving climate change. So for me, it was wanting to fail at solving global mental health. 

It’s very miraculous how overturning a single thought can change your emotional and your behavioural reactions. So we started out by just repurposing what we’d built and we had a little chatbot that was associated with it, because I had this keeda that maybe it’ll work. So I built a little chatbot, which was just multiple choice, no AI alongside it. But we just repurposed our tracking of where an elderly person was. By tracking depression and anxiety, we were able to see where the people were.

There was one lady who came with her husband in a burkha and took a PHQ-9 GAD-7 and did not show any depression signs, while our passive sensing was showing that she should be depressed. We were able to ask the doctor, “What happened? This person should be depressed. Why are you saying she’s not?” and we found out that she needs to be called again individually, that she was severely depressed and suicidal. So these kinds of things were happening, but nobody was getting therapy. And we thought, yes, we might detect that somebody has depression, but if there’s no support available, what’s the point? We’re not solving anything here.

But the people who were using the chatbot were actually showing markedly reduced depression signs. That made us really think this is possible. But you still don’t feel like you have the permission to do something in a space that you know nothing about. I thought, I’m not a doctor, I’m not a psychologist. So, we went to Dr. Vikram Patel, who now is at Harvard Medical College. We showed him our data and we said, “What’s happening?” And he said, “Even asking a person how they are is therapeutic. What you’re doing is therapeutic. And this is the future of how access is going to be created. Keep doing this.” That gave us a lot of faith. If the people at the top of this wheel believe that this can happen, and if it’s a skill that can be built, then I know how to do skilling for people! So I think I just went back to the core of what I knew how to do, which was skilling, and then started building Wysa from there.

Traversing tough roads: The three pivots every entrepreneur must think through

Krisha: This is such a fascinating story, Jo, and thank you for also sharing the personal story behind it. I think we keep hearing that being a founder is about failing fast, learning fast, pivoting fast. Your journey clearly has a lot of pivots along the way. What have been these big pivots (for you) and what has driven them?

Jo: You talked about Sisyphus; sometimes I feel like it is more like the Ship of Theseus. You keep taking away parts and putting them back in (and wonder) if it’s even the same company anymore. I think it’s important for you to pivot a product if it’s not finding product market fit. And those pivots are happening till date. 

The (first) pivot started when we were doing an elder care product and pivoted thrice within the elder care product, which finally ended up from a hardware device to an app. And so they were varied product pivots mainly because of either the ability to differentiate yourself in the market or raise funding and so on and so forth. There’s some pivots that you’re doing at a seed stage just because you need product market fit with investors. The second type of pivot is in the hands of the user. The hardware was a great product market fit in the hands of the user. But no investor wanted to fund it. And what investors wanted to fund, was a really leaky bucket. Get x number of downloads and they then send it to other people; for those other people, it’s too new a concept and so, they don’t download it. So there was no PMF. And when you don’t get PMF, it’s really important to pivot fast because it can really drain your energy. The more effort you put in, the less rewards you get. And that really makes you question everything about yourself.

So from there, we went into solving a tech problem, which was passive sensing, and that would have had a good investor tracking, but for us that was not going to solve the problem. So there was a mission pivot. Are we even doing something that is mission-aligned, because we said we’re willing to fail at solving global mental health. Now, if it’s not going to solve global mental health, that hypothesis has failed, even if you’ve got investors backing it. This is the pivot that I feel we did because we were committed to solving the problem. And that makes all the difference. So over the years, walking away from certain investors, walking away from people who said you have to focus only on the US or the UK and not the rest of the world, walking away from big brand investors, and all of that just so that you can have a shot at solving this problem. 

So in India, Wysa is not mental health. In India, Wysa is now Mann Ka Coach, Jo Badle Soch. It’s skilling because there are budgets for skilling. India spends 100 million dollars on mental health of which 80 million goes to NIMHANS. But there isn’t really a budget for early stage preventative mental health. Everybody understands the need, that the reason you’ll succeed or fail is mental resilience. So I’ve come back into that skilling space and a lot of the work that we’re doing with ACT, with adolescent girls, young mothers, with gig workers, all of that is coming from a skilling space and that is really scaling.

Krisha: That’s so interesting to hear and you know, listening to you, I’m also sort of recalibrating what an amazing journey we’ve had with you over the last year or so, just taking Wysa to India [Bharat] – seeing firsthand how difficult it is to take a tech-first solution to the last mile. Jo, while you’ve talked about challenges on the ground and early failures, there have also been early wins which have helped you figure out this journey along the way. I know there’s many many anecdotes from the ground. Would you like to share with us what these user journeys have been, what has given you early validation that you’re on the right track?

Jo: Absolutely. The first one was six months after launching Wysa. I always wanted to be an entrepreneur. He (Jo’s partner – Ramakant Vempati) didn’t. He could walk into a job and earn more money than we were trying to raise in our seed funding. But he said he would stay if we were able to, you know, prove that this actually worked.

And so we were reaching the end of our six months that he’d given us to prove it. And we got this mail from a girl, from the US, where we never did any marketing. We had no idea that people in the US were using us. And this girl said, “I’m 13. I tried suicide and you’re helping me hold on to myself. Thank you.” And it just broke our hearts. At that point, my partner and I, we just hugged and we said, “Okay, this has a real shot at solving the problem. And you know that you found that product market fit on solving global mental health when somebody who doesn’t know anything about you, who you’ve never tried to reach and who absolutely needs this, finds it useful.

And the second big milestone was meeting Emma. I met Emma, who was a nurse in the NHS. She said, “You guys don’t know, but you’re a legend here.” She’d been one of our early users and had been using Wysa for over a year already when she met us. She said, “Look, I have all these young people who come in and we have long waiting lists; we can’t give them anything. So,  I’ve been looking for what to give them. I’ve been trying all the different apps out there, and I started giving them the free version of Wysa. A third of them didn’t need anything else. Especially people with learning disabilities, people who are on the spectrum, they actually preferred this because they don’t like talking to other people.” And then she of course said, “But you guys have to also do this, this, this, and this, and make sure that I can actually prescribe this properly.” So she had actually found a scholarship and was working part-time for free with us for the next year on that scholarship. Just to help us sort all of it out, she became a Clinical Safety Officer and helped us break into the clinical world. We began to understand what it takes to become a digital therapeutic. 

I think with India now, we have a number of these stories come out. We had done the first study of type 1 diabetes patients in Aurangabad. These patients come from the semi-rural areas around Aurangabad as well, it was one access point that we had. And we gave our Hindi app to them. They’re young people who are also struggling with diabetes. And one of the toughest things that happens, especially to adolescent girls there, is that their form of rebellion tends to become not taking insulin. So any issue, from a relationship or mental health perspective, turns into them not taking insulin and they land up in an ICU. So it’s a really vulnerable population. And one of the girls said this to her mother. Now, the mother came back to us and said, “Can I also use the app?” We said, “Why?” And she said, “We always thought my daughter was mentally weak, she’s always very quiet, but since she’s been using this app, she talks to it every day. She comes and tells me, look, why can’t you talk the way this one [the app] talks? Look, it tells me I’m OK as I am, that I’m quiet and I’m alone, and that it’s OK to be like that.” The girl was feeling the sense of validation and self-concept, which is so rare in India. She was able to communicate that, using the app, to her mother and her mother was agreeing to change how she thinks about her daughter. And I just felt that if we can make a change at that most intractable space, if we can reach there, then we can change the world. And that’s really where my mission is now stemming from – to get 10 million people in India to use this every day. 

First principle lens: Self-efficacy as a lens to find the right collaborators

Krisha: That is so incredibly moving, Jo, and thank you for sharing that. These stories are what keep us going everyday. Being an entrepreneur can sometimes be very lonely, but if you had to reach out and share your learnings with fellow entrepreneurs who are on the same path as you, what would you say?

Jo: Well, one is a rule I’d already learned before we set up Wysa. And I think it’s stood us in good stead. There is a concept that I live by called self-efficacy, which is defined as my confidence in my ability to achieve my goals. So that can apply to fitness self-efficacy or entrepreneurship self-efficacy, whatever your goal might be, but it has the highest correlation versus any other kind of resource you might have. If you have self-efficacy, then you’re more likely to achieve your goal than any other resource, money, power, anything. 

And so no matter what people offered us, especially in the earlier stages but even today, no matter how close they were, no matter how big a brand they were, we had just one rule, which was did they increase their self-efficacy or not? And if somebody made us feel more confident that we would achieve our goal, then we’d bring them in. If not, no. And there are plenty of people on this journey who will make you feel like you can do nothing without them. But if they’re with you, you’d be amazing. If they’re not, then you’re just the same as any college kid trying to do something. They’re not increasing your self-efficacy, they’re increasing their own. So it’s really, really important to bring in partners who can do that in this journey.  

Krisha: I think listening to you, I’m once again convinced that running a startup in India is not a solo sport. It’s a team activity. And I think founders have to deal with everything from building the product, then clinical validation, then figuring out the path to market. And it’s all relentless all the time. What do founders need to do differently to build better, faster, while being kind to themselves?  

Jo: The one thing I always tell founders to do is not to seek validation from others, only to seek validation from revenue and users. So know where your product market fit lies. That investor product market fit is a very fickle thing. If it can dissuade you from doing something, it should. But don’t do something just because they [investors] are interested in it. Don’t use the investors as a way of saying, okay, if the investors are not interested, I won’t do it. Then you shouldn’t be doing it anyway. But if you absolutely want to do something, and the users like it and you can figure out a way to get the money, actually forget about the investors. Move fast, go B2C first if you’re trying to change the world because the users will actually teach you everything you need to know.

Because if you’re changing the world, then everything is either B2C or B2B2C. At the end of the day, your end person is a consumer. And if you’re a mission-driven startup, don’t lose that sense. If you do end up going B2B in a mission-driven startup, it’s very, very easy to start forgetting that you set this up for the user, not your client. And even within Wysa, we’re sort of reattaching ourselves to the users within our clients, because the clients can get you into so many different things that they care about, which have nothing to do with the user.

Almost every year you have to go back and remember why you set this up. Almost every year you have to found the company that you wanted to found originally. You have to find it again within the company that you founded.  

Krisha: I mean there’s also the other side. B2C in India for digital products is actually not very easy. It’s actually a very expensive play. And while B2B may be easier, there’s also the cost side that you talked about. There’s financial sustainability. How do you think as a digital health founder, you can balance the two? Because it’s also not an easy journey – you do have investors to answer to, but you want to do good. So what does that balance look like between the two?

Jo:  Think of it as three different product market fits. So you have your mission fit, you have your user fit, and you have your budget fit. There has to be a budget somewhere. A consumer might hold a budget. So consumers do pay. Look at the typical household budget. If you’re an education startup, you might be able to fit into their budget. But for mental health, that wasn’t an option because people who have mental health issues just do not have the money.

So for us, that became consumers only, but you still need product market fit for the consumer. Because everybody else will pay you because that consumer is actually deciding to use you and changing their behaviour, their thinking, creating that trusted space with you quickly. All of that is with the consumer. So you still have to start B2C because the more you intermediate yourself and the consumer, the less you learn.

And at the end of the day, what’s your theory of change? How are you actually going to solve the problem? Because that’s also a very easy one to get distracted from, between trying to do what the people with the money want you to do and do what the user wants you to do. Maybe you do both and still don’t solve the problem. So when you can get all three, then magic happens.

Future Forward: The Archimedian lever and GenAI for mental healthcare 

Krisha: So if I got that right, you have to learn fast and learn first and then build for the customer – I think it’s a long journey by any standards, right? And the fact that you’ve gotten there and are getting there every day is what keeps us at ACT really, really excited. The mental health challenge globally and in India is what clearly is what’s driving you, is what you want to solve for. But helping people while balancing investors, helping people while doing good for the organisation is not easy. What do the next 4-5 years look like for you and what do you think it looks like for the sector, both globally and in India?

Jo: I think we are at that inflection point where we are poised to grow. We’re at the right place. We’re the world’s largest mental health chatbot. We’re making the most revenue of any chatbot in mental health and we have the most evidence, the most safety, the most privacy, all accredited internationally. And now we are well positioned with the advent of GenAI. Working with you, we’ve been able to bring it in low resource languages and redesign it, figure out our story, figure out a go-to-market, find partners within the government who are willing to support us. So find that sustainability path and figure out how it’s going to go to scale. I feel like in the next 5 years, it’s like Archimedes used to say, if we’re doing all these Greek metaphors – “give me a lever long enough and I’ll move the world.” And I think we’ve identified that lever.

Today, we are at 6.5 million across the world using it off their own volition. But that’s still not every day. That’s people who’ve downloaded the app and used it. So if we can get it to a level where people are just actively using this, changing how they think, then we truly can move the world. In the next five years, I want 10 million people using it every day. By 2035, we want to get to 60 [million].  

Krisha: We know you’re really excited about where Gen AI comes in all of this. Do you want to tell us a little bit more about what you’re seeing in the offing and what about AI and mental health is getting you excited?

Jo: Everything. I feel like AI is finally delivering on the promise of computing. The original promise of computing, when those of us who were first introduced to computers, we imagined that computers would do what GenAI is doing today. We imagined that you could talk to a computer about things that nobody else would hear and that it would talk back to you. And a lot of the world for kids who are coming in today, when they look at GenAI, that’s the first thing they do. They talk to it about things that they can’t talk to their family about.  

But now I’m seeing this everywhere. We had to explain to people why AI and mental health. And now almost every college has a dozen kids who are setting up a mental health chatbot with GenAI right? Because that’s just the most obvious use case. That’s what they’re talking to them about. So yes, AI, mental health. 

But the big thing is that you really need something which is a good coach. And it’s like everybody can teach. So, Chat GPT can teach technically, but is everybody a great coach? Is everybody going to change your mind, build that therapeutic relationship? For that, you need that time, evidence, patience that we have spent over the last eight years. And you need that credibility of having published evidence, having had large partnerships, having done that with the safety and security. And that’s what we now bring in this post Chat GPT world to say, we figured out how to do it in a way that protects the user, that delivers the outcomes, that makes sure that there are humans in the loop, that there’s evidence against everything.

And I think it’s really important to have players like us because otherwise it’s just as easy for people to get disenamored by mental health and AI. It just takes one incident for everybody to just ban it. Right now, everybody understands the potential, but everybody’s a little scared about the fallout if something doesn’t go right. And we are here to show that you can actually reduce mental health risk with GenAI. So everything that goes out of Wysa has to demonstrate our legitimate use of AI, lowering mental health risk. And I think we’re paving the way there and setting up those standards that then hopefully will build an industry.

Krisha: This has been absolutely amazing, Jo. Thank you so much for joining us in this conversation. 

This brings us to the end of our fifth episode of UnHerd – a podcast presented by team ACT. If you enjoyed this episode, subscribe to our Spotify and YouTube channels where we’ll bring you more unheard stories of people who are passionate about creating impact at scale in different ways. People who truly stand apart from the herd.

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ACT For Environment welcomes altM to its portfolio

India generates approximately 500 million metric tons of agricultural waste annually, with 150 million metric tons left over even after biofuel processing. Around 100 million metric tons of this waste is burned, causing significant air pollution with pollutants like PM 2.5, CO, and CO2. This practice not only harms the environment but also misses the opportunity to transform this waste into valuable industrial inputs.

Launched in 2022, altM addresses this challenge by transforming agricultural waste into bio-materials like cellulose and silica for industrial use. Their innovative approach aims to not only turn agricultural waste into industrial value but also reduce industrial reliance on petrochemical-derived input materials by offering sustainable alternatives.

altM is now looking to focus on developing lignin from agricultural waste—a high-value input that has the potential to replace petrochemicals in adhesives, surfactants, construction materials and more. From an environmental standpoint, altM’s process provides significant climate advantages by using 30% less energy, 70% less water, and 75% fewer chemicals compared to traditional wood-based lignin manufacturing processes. Additionally, agri-derived lignin as a product has a 22% lower Global Warming Potential (GWP) than petrochemical inputs, potentially reducing around 1500 metric tons of CO2 emissions by 2030.

However despite its abundance, both in its natural form as well as a by-product of certain industrial processes, lignin is often discarded or burned because it is a complex polymer that is tough to standardise. Its molecular structure contains organic and inorganic impurities, making it unsuitable for industrial use without significant cost-intensive purification. This complexity has led to minimal innovation on lignin in India, which is essential for its large-scale adoption. altM aims to leverage its technology to conduct an application-led study that would address this innovation whitespace by identifying the best crop waste for high-quality lignin extraction as well as determining the right purification and characterization values needed to enable the commercial adoption of lignin as a viable industrial input.

From an industrial use-case POV, if we were only to consider the bio-adhesives segment, lignin-based adhesives offer superior water resistance and bonding strength compared to traditional phenolic resins, along with cost advantages. Adopting lignin as a sustainable alternative in other industries like construction, automotive, and aerospace could drive substantial reductions in industrial carbon emissions.

ACT For Environment is supporting altM in conducting an intensive application-led study with a highly acclaimed global research entity and leveraging their technology to develop pilot-ready prototypes for agri-waste derived lignin. This grant will help altM advance from a Technology Readiness Level (TRL) of 3 to TRL 7, potentially facilitating the commercialization of lignin-based products by optimising purification costs and ensuring consistent product quality.

We’re thrilled to catalyse their journey as a first-mover in the agri-lignin space in a bid to enable a more sustainable and decarbonized industrial future for India!

Rucha Phadke: My journey from being an architect to becoming an ACT For Environment Fellow

I’m Rucha, and I recently completed the ACT Fellowship program as an ACT For Environment Fellow. My journey to learn more about sustainable food systems is what led me to this program and has been anything but typical! After six years as an architect and a regenerative landscape designer, my perspectives shifted by almost 360° when I joined ACT. Suddenly, I had to zoom out to look at climate challenges on a national scale and think BIG!

At ACT, I had to shift from focusing on the intricate details required for program/project design and implementation to viewing climate-resilient agriculture at a macro level and the journey was equal parts a rollercoaster ride and equal parts rewarding. Contributing towards reimagining ACT For Environment’s investment thesis within the agriculture domain was crucial in this journey because up until last year, the investment focus had broadly been on land rejuvenation, water security, waste management, energy transition and air quality. When the 2nd cohort of Fellows came on board, the two of us tagged to the environment vertical realized that we’d soon be working on realigning this thesis to the larger northstar of decarbonisation – with agriculture and food systems being one of the key focus areas within the framework.

And I took on the challenge! Before scouting the solutions landscape to ensure the thesis was relevant to an Indian context, I knew of limited solutions in the agriculture and food sector. Upon extensively exploring the ecosystem, I was exposed to many different kinds of innovative solutions – I had the opportunity to speak with founders, policymakers, investors, and other stakeholders to understand the challenges within the sector, identify their roles, and contributions, and figure out where ACT’s capital could be truly catalytic. These conversations just reinforced in my mind the need for collaboration in the development sector, where multiple stakeholders worked together to solve complex problems.

This process also allowed me to pursue my passion for food systems while leveraging my on-ground knowledge from working with NGOs. I realized how complex fixing Indian food systems is compared to other climate tech interventional areas. It requires balancing climate impact, food security, groundwater recharge, biodiversity, and farmer incomes. Developing an investment thesis helps in prioritizing problems and making informed decisions. Knowing that this thesis will guide ACT’s investments towards ‘fixing’ the Indian food systems in the next couple of years was incredibly fulfilling!

Overall, my journey from architecture to tackling food systems at ACT has been quite transformative. It was like going from sculpting a masterpiece to managing an entire art gallery—both require meticulous attention to detail, but one also needs to see the grander vision to succeed!

Applications for the 2024-25 cohort of the ACT Fellowship are now open! Click here to apply before the deadline of 13th August, 2024.

Lakshay Talwar: My journey from being a social entrepreneur to becoming an ACT For Health Fellow

I’m someone who is very passionate about enabling livelihoods and at the time I applied for the ACT Fellowship Program, I was channelling my own social entrepreneurial energies as the co-founder of AeSha Foundation – a grassroots lab for increasing women’s proactive participation in public life through income-generating work, civic engagement, and meaningful social life in low-income settlements.

I was looking for perspective at the time; being a social entrepreneur is a challenging body of work and I felt the need to look at it from a different set of eyes in order to be able to build better, faster and stronger. During my time as an ACT For Health Fellow, I had the opportunity to spearhead the Implementer’s Network – a key strategic initiative that aims to facilitate the deployment of market ready health-tech innovations at the last mile through partnerships with grassroots NGOs, state governments and ecosystem partners. Simply put, it provides a testing ground for tech innovations to find product-market fit within some of India’s most rural, remote and underserved regions.

The network comprises over 20 organisations actively engaged in high-impact work at the last mile. Forging collaborations with these organisations helps achieve several objectives:
Generate evidence on the effectiveness of tech-solutions in improving critical health outcomes at the last mile
Provide startups with real world feedback and pathways to scale sustainably with government and NGO partners
Enable implementation partners to enhance programmatic outcomes by piloting and integrating innovative tech solutions

Working on the Implementer’s Network turned out to be a highly enriching experience for me. My responsibilities included onboarding partner organisations, fostering strategic collaborations between like-minded startups and partners, and co-designing and monitoring pilots to ensure sustained outcomes. My first task as part of this project was to organise a tech-showcase for two of our potential grantees and network partners. The tech-showcase is meant to introduce and demonstrate new, innovative solutions to all our network partners, gather feedback on the feasibility and relevance of the solution, and potentially explore collaborative opportunities for pilots. In this showcase, we demonstrated two innovations – one in mental health and an AI-based oral cancer screening solution – which garnered interest from 8 partners. By the end of the process, we were able to propose 3 pilots for the large-scale deployment of the oral cancer screening technology!

Over the following months, I saw the impact of these efforts firsthand as we successfully onboarded Atom360, an oral cancer screening innovation, as a grantee—something I had the privilege to lead and oversee. The opportunity to engage deeply in pilot design and monitoring was a highly enriching experience. In the last year, we activated a total of 9 pilots and committed close to 5 crores cumulatively for deployments. An illustrative example of this would be the cervical cancer screening pilots we had initiated with our grantee Periwinkle in collaboration with PATH, our implementation partner. I thoroughly enjoyed being involved in getting this initiative off the ground in 20+ primary health care centres across 3 states. My personal engagement spanned from co-designing the Monitoring and Evaluation framework to ensuring regular cadences to monitor progress, and of course, the occasional (or rather, more than just occasional) crisis calls are always the fun part of working on field deployment projects.

If I were to encapsulate my learnings as an ACT For Health Fellow, the following key takeaways come to mind:
Ensuring that we are “Partners” and not “Funders”: If I may take this opportunity to sprinkle some grains of honesty – for those who are tuned into the social sector, most funders tend to fall prey to the saviour complex. I genuinely believe this is one area where ACT truly distinguishes itself by being extremely founder-centric and grounded in its approach.

Holding the fort for the implementers as much as for innovators: This is a difficult one and requires a fine balance. While our core work demands us to be more startup and founder-centric, ACT as a platform requires us to display high-levels of empathy for the needs of the implementation partners. Ensuring that support is extended where needed, listening carefully to what they need to generate mutually beneficial outcomes and mobilising resources accordingly.

Patience (of all kinds) is the key: Can’t emphasise enough on how big a learning this has been for me. From patient capital to patience during setbacks and toward outcomes is a massive skill and value to embody in this journey.

Being close to the field: That’s where it all plays out and that’s from where one learns the most. A non-negotiable.

Finally, as I reflect on this journey, I take back immense learning moments with me, along with deep gratitude for all the wonderful organisations and people, including the team at ACT – for trusting me throughout, guiding my learning process, and letting me tag along in this journey filled with enrichment, challenges and tons of joy!

Applications for the 2024-25 cohort of the ACT Fellowship are now open! Click here to apply before the deadline of 13th August, 2024.

Sailee Rane: My journey from working in the startup ecosystem to becoming an ACT For Environment Fellow

Before I joined the ACT Fellowship, I had spent my career first at McKinsey and later as the Business Head at Razorpay – I was an IIT Roorkee and an IIM Ahmedabad graduate whose professional career was on a steady upward trajectory and I could have chosen to continue on that path. But as an individual, I had begun to feel a strong need to play a part in addressing one of the biggest challenges of our time – climate change.

From a lens of purpose, I knew I wanted to pivot my career towards the climate action space but wasn’t entirely sure where to start or which interventional area to prioritise, and I realised that perhaps I needed the time and the space to first learn more before planning my path ahead. The ACT Fellowship helped me do just that; as an ACT For Environment Fellow, the past 9 months have helped me garner an in-depth understanding of the various nuances of environmental challenges but also the role that innovation and collective action can play in creating sustainable impact at scale.

Apart from being a venture philanthropy fund, ACT is also a platform for collective action – the organisation truly believes in the power of bringing the ecosystem together – and one of the most rewarding experiences during my Fellowship has been seeing the value of building collectives come alive through ACT’s partnership with the Avaana-Startup India Grand Challenge to discover high-potential climate-tech innovations.

It all started with a conversation with Anjali Bansal, the founding partner of Avaana Capital, at the Avaana climate conference on a Friday evening in Mumbai in January. I had heard the team announce the challenge during the event, and while talking to Anjali, we briefly discussed the overlap with ACT For Environment’s investment focus areas. We quickly got on a call together with ACT’s leadership team to discuss the possibilities and by Monday, I was already in touch with Avaana’s team to begin planning how ACT could collaborate on this initiative as a funding partner. ACT isn’t kidding when they say they have a bias for action and interestingly, I saw how that bias has the power to spur organic partnerships within the sector at a surprisingly rapid pace!

The Avaana and ACT For Environment team seamlessly worked together on evangelising the challenge, getting the jury panels onboarded and screening the applications. We even jointly designed the selection criteria and moderated the stream-wise juries to identify 10 finalists that presented before a grand jury, comprising senior leaders from the industry and government in Delhi. The challenge saw more than 15 partners join in different capacities such as funders, jury members, industry experts and researchers and as an ACT Fellow, it was my absolute privilege being at the frontlines.

The challenge was a great success, with more than 400+ applications across the different streams like energy, agriculture, industrial decarbonisation, circular economy, carbon capture/removal/storage and climate data reporting. Collaborating with Avaana definitely helped ACT For Environment identify promising startups that could be potential grantees but most importantly, play a collaborative role alongside the ecosystem in addressing climate change.

While I’ve worked on various different aspects of venture philanthropy and grant-making during my Fellowship (I’ve even successfully taken a climate startup to the IC!) – personally, learning how to collaborate with other organisations has been the most rewarding experience.

As I conclude my Fellowship, I’m now looking forward to building my journey ahead – no matter where I choose to be or what I specifically choose to do, I know that I’ll always be a catalyst of climate impact!

Applications for the 2024-25 cohort of the ACT Fellowship are now open! Click here to apply before the deadline of 13th August, 2024.

UnHerd with Suman Gopalan: Breaking barriers for women at the workplace

Hosted by ACT, UnHerd brings you the unheard stories of individuals who are challenging conventional principles to disrupt the social impact landscape. From social entrepreneurs to venture philanthropists, dive into real-world conversations on what they’ve experienced and learned about changing the status quo.

Our fourth episode welcomes Suman Gopalan (Former CHRO at Freshworks) who, in conversation with Sowjanya Kanuri (Lead, ACT For Women), shares her philanthropic journey towards making workplaces more diverse and equitable for women. 

Listen to this episode on our Spotify channel or watch the conversation on YouTube.

Sowjanya: Hello folks and welcome to the fourth episode of UnHerd – a podcast hosted by ACT that delves into the extraordinary stories of individuals who are challenging conventional principles to disrupt India’s social impact landscape.

India ranks 5th from the bottom out of 146 countries, when it comes to women’s economic participation and opportunity. 30% of Indian women of working age are employed or looking for employment, compared to 53% globally. At the same time, there are umpteen studies that show that gender diverse companies are more successful – and that closing the employment gap between men and women, which is a whopping 58 percentage points in India, could expand our GDP by nearly $6 trillion. 

Our guest today brings over 25 years of experience in leading regional and global teams in large multinational corporations like Nielsen, Dell Technologies and Whirlpool before changing gears and moving to the startup ecosystem, where she was the Chief HR Officer at Freshworks – the first Indian SaaS company to be listed on NASDAQ – for over 5 years. A member of the CNBC Workforce Advisory Council, and our very own ACT For Women Advisory Council chair, she is a passionate advocate for women in the workplace. 

Welcome to UnHerd, Suman!

Suman: Thank you, Sowjanya. I’m really happy to be here. Thanks for having me.

The spark that lit the fire: Life experiences that gave birth to a lifelong mission 

Sowjanya: We’re thrilled to have you Suman. You’ve worn many hats through your career. You’ve been a people leader, a board member, a startup mentor, an angel investor, and also a philanthropist who advocates for increasing women’s workforce participation. So curious to know Suman, what prompted your foray into philanthropy? Can you share a little bit about that journey that really got you invested into the idea of changing the game for women at the work space?

Suman: I think most people go through various stages in life and career, and our priorities and our outlook also changes and evolves with that – so same for me. The early stage of my career was all about building a foundation, exploring opportunities fearlessly, and not having too many barriers to what I wanted to do. Then, once I figured out my area of interest, where my passion lies, I went through a growth stage and made conscious choices about the direction I wanted my career to take. Then you reach a point where it’s not just about growth, and you start defining success differently as well. It’s not about your own growth, but it really is about creating impact and building a legacy. And some of that actually naturally feeds into paying it forward in the workplace, and you extend that somewhat and then you start paying it forward in your community as well.

So that’s really how it happened for me as well. The more I started looking at “How do I create impact? How do I create a legacy? What is it that I want to be known for?” I realised that I have been really fortunate in my career to have received mentorship and sponsorship from several leaders, which has helped me become successful in my career. And today I am in a position where I can pay it forward, and that’s where it started – where I’m really passionate about paying it forward and really being able to share my experience and being able to work with young upcoming women leaders and women entrepreneurs.  

The second reason on why extend it to the community and philanthropy is slightly more personal. And this is based on my own experience in my career. I chose to take a break in my career. I’ve always been very focused – I really wanted to have lots of things I wanted to do with my career. But there also came a point in time where I made a personal choice to step aside for a bit and focus on my personal life. And that was the moment when my daughter was born. And I really just wanted to enjoy the period of motherhood, which was a vastly different experience from everything that you go through in a corporate environment. At that time, a lot of folks gave me sound advice saying it could potentially be harmful to my career. It could slow down my growth and a whole lot of stuff, but I was convinced that I should be able to have that choice, given the fact that I’ve proven myself in my career, I’ve reached leadership levels and I’ve had a history of success.

And so, I decided to take the plunge and focus on just being a mom. And when I was ready to come back, it was so very difficult. So that was the first time in my career I actually realised everything that people talked about – the glass ceiling, the barriers. And I faced all of that somehow. You know, when you generally don’t face that in your career so much and you’re suddenly faced with it, it really catches you unaware. A lot of people gave me really passionate advice about how my focus should be not on aiming for a leadership role, but probably starting somewhere lower and building my career back up – which actually felt very demotivating and it felt like I was paying some kind of a penalty for taking time off for a life reason.

So that’s what made me start to think about the barriers that women actually face and the truth and the reality behind it. So I was fortunate enough, as you all know, I took on the role as CHRO of FreshWorks. And so, one of the first things I did when I was back in a leadership role was to make sure that I’m creating an environment that allows women who make conscious choices for life reasons to be able to come back more easily into the workplace. And I had so many lessons that we learned in terms of how do we make it a more equitable place because so much of our workplace practices are built with traditionally what has been the workforce demographic, which is male. And I think now, when we are seeing more and more women come in, I think it’s about time we did something to change that practice so that it’s equal for both and not just built for the convenience of one.

So that’s really where I started passionately dedicating a lot of my time, and it evolved beyond just my organisation to the overall startup economy. And the thing that really makes me a lot more passionate about this is when I see statistics like what you just quoted, which is India is fourth or fifth from the bottom when it comes to women’s participation. And you look around us, India has one of the most educated workforces in the world, right? There is no reason why our workforce should not reflect that. So that’s my passion, and that’s really where I kind of stumbled into the area that I choose to put my energy behind, which is really bringing women back into the workforce.

Traversing tough roads: Taking diversity from a concept to tangible reality 

Sowjanya: Thank you, Suman. I mean, I know I’ve heard this story before, but it always inspires me a lot whenever you can share your own personal journey, and I think that’s really powerful to be able to hear from people who’ve gone through this journey and experienced this to be able to share this with others. Given your vantage point Suman, since you’ve been a working woman yourself and you’ve also led organisations, people, strategies – not just at Freshworks but even in other organisations – where would you say we are today when it comes to employers creating more, enabling workplaces for women?

Suman: Look, I think in general we are making progress. We are moving in the right direction. When I reflect back on my own career and look back to 25 plus years when I started, it’s way different. A couple of things. One is I think the government definitely has played a huge role in making sure that there are a lot more equitable practices and they’ve mandated it. From being very progressive with maternity leave and benefits to requiring employers to ensure it’s a safe and equitable workplace. I think the government has done its part. There’s only so much you can do in terms of creating those laws and enabling mechanisms. And I think the employers are also stepping up. I don’t think you can continue to remain the way you were 25 years ago. And so I’m seeing progress, but I don’t think it’s enough.

Every time I see statistics that say it’s gonna take three lifetimes for us to achieve parity, it tells me that’s not enough. And that’s where I think we all need to be a lot more thoughtful and purposeful about it. Because something like this where you are trying to change what has been a legacy for so many years, requires purposeful action, right? Equity just doesn’t happen by itself. And so, I do think that while employers are progressing in the right direction, I think we all have to be a lot more purposeful in terms of what we want to do and how we want to do it.

Sowjanya: That brings me to your experience at FreshWorks. In 2020, the organisation made a public commitment to gender diversity by joining the pledge for equality. So tell us a little bit about the motivation behind that – why equality and why is that so important?

Suman: At FreshWorks, we wanted to build not just a great business – we always wanted to build a great company. And that is really where it all started. From the very early stages, FreshWorks was very diverse. We didn’t give labels to the diversity, but we were diverse in every sense of the word. We hired people from various backgrounds, varied experiences. We actually threw out the playbook in terms of who we hire, what kind of pedigree we look for, all of that. So that in itself ensured that there was a certain level of diversity that actually came with it. Now, having said that, as we were growing bigger, we realised that we have to be more purposeful. We cannot let diversity happen to us. That’s one. Secondly, while we had a lot of diversity overall, the one area we weren’t really doing well on was gender diversity.

And it was very apparent because while we had a lot of women overall, we had very, very few women at leadership levels or board levels. Like you can count them in one hand. And that matters a great deal because the tone of the organisation is set at the very top. And so, if you don’t have a diverse voice at the top, you can’t do much overall – that’s one. Number two, you have to have role models, right? If you truly want women to rise, you need to have them surrounded by role models they can look up to learn from and aspire to be like. If all they are seeing are male role models, it just becomes that much harder to kind of imagine themselves being that, right? So that’s really where it started. And our conversation started with, okay, so where do we want to be? What does good look like for us? And that’s where we really took a bold stance and said, just improving a few percentage points really is nothing to talk about. 

So we said, if you truly want to be best in class, and if you really mean what you mean about equality and diversity, then there’s no reason why we shouldn’t be at 50%. Anything less than 50% is nothing to write home about. But it’s not something you can do overnight, right? You can’t go from 25% to 50% overnight. It’s a journey. But that’s where we made a public commitment and said that we will embark on a journey to equality over the next few years. And we said as a first step, we will get to at least a third of our entire organisation being women, but the place where it matters the most in terms of driving change, is at the leadership level. And that is truly where we spent a lot of our time. And we said, we are going to have at least 25% of our leadership team, including CXOs and board members being women. And fortunately we were able to really drive that very, very seriously. And that really set the tone for the rest of the organisation to follow through as well.

First principles lens: The role of leadership teams in enabling gender equity at the workplace

Sowjanya: Amazing. I mean, I think that is a very bold step for any organisation to take. So on that Suman, just because I know listeners might be interested, in terms of once you’ve made that commitment – what were some specific actions that Freshworks took to actually translate that commitment into reality?

Suman: Look, first and foremost, the thing that matters is once you have your leadership team committed to it, I think it galvanises a lot of action internally. So that’s the first thing. When we set a target, we made a pledge like this, and it came right from the top, right? It wasn’t like an initiative driven by a team, it really was our CEO being passionate about the cause, putting himself out there. And that internally just drew a lot of momentum. Every function, every leader took a hard look at their own teams and thought through what would ‘good’ look like for them, and if they had to get to parity, what would that look like? So that’s where it started in terms of just the purpose and driving some momentum and traction around it.

But there are a few things that we did as a company that helped. One is education across the board. While the intent is all great, you have to realise that there are a lot of unconscious biases that exist. We call it ‘conventional wisdom’. You have to actually work through those consciously and in a more planned manner before you can actually move past all of that. So we did a lot of work in terms of educating and really starting a conversation around unconscious biases. 

You won’t believe everything that we question – say for instance, when you make an offer to a candidate, we had instances where we were making offers to men and women for similar roles. Say, you are hiring for a sales role. For one, you’re hiring a woman, and for one, you’re hiring a man. You realise that a lot of times the conversation is based on expectations on compensation or previous compensation. If you choose to continue that, you’ll realise that bias will always be there in your compensation. So those are the kind of biases you have to question. And we had some brilliant leaders who broke through that mould and really pushed the talent acquisition team by saying, no, I want to look at every woman leader who’s being hired. I want to personally see the compensation.

 Now, there are times where women will want to take that break. That’s a personal choice they have to make. And we completely respect that, knowing that India has millions of women who’ve taken a break and just never found an opportunity to come back. So we created a returnship program that enables us to attract some really, really talented women who are sitting at home because they never found the opportunity to come back. So that was the other thing that we did that enabled us to not just bring at an entry level or a leadership level, but also at that mid-management level.

Future forward: The role startups can play in leading the way on diversity 

Sowjanya: Thanks, Suman. Hearing these examples almost makes it a lot more real and tangible in terms of the actual efforts that some of this takes. And it’s not just that you make a commitment and then you see action immediately, but some of this is long and hard. As a philanthropist and an advisor, you continue to champion gender equality in startups. And I know you’re very passionate in your belief about how startups can actually lead the way for changing the equation for women’s participation in the workforce. Where do you see the opportunity for startups to succeed where many established companies haven’t?

Suman:I love what startups are doing to disrupt businesses. Some amazingly creative ideas are really disrupting the way we do business, the way we lead our lives, the way we consume products, the way we purchase – every aspect of life. Similarly, I also think startups are rewriting the code on ways of working, where work happens, how we work, how to build teams, how we think about talent. Startups are amazingly creative places, which is why I am so gung-ho about startups leading the way for this change. I think they don’t have years of legacy to rewrite or overwrite. They’re starting afresh. And every startup founder has this vision of not only building a great business, but building a great organisation, and therefore it comes from the right place. They have the ability and the intent to actually break a few conventional norms that have existed for years and years and think differently about talent. So that’s the number one reason why I’m so bullish on startups changing the way we think about the gender equation. That’s one. I think it’s in their DNA to experiment, take risks, so I definitely think it is a great place for us to really look for a change like this. Two, I also think and I also know that startups have a younger talent profile. And this generation of employees really cares about companies having progressive workplace practices, whether it’s in terms of flexibility, benefits, or inclusion. And so, if you truly want to attract great talent, I think you have to have workplace practices that kind of support that demographic as well.

The last one, it’s a very practical one Sowjanya, which is that startups are always looking to attract great talent, right? And we always talk about this war for talent, which is really going to stop us from being successful, right? Every CEO talks about how it keeps them awake at night, but then you think about it, half of your demographic is not even working, right? Amazingly educated population that is not even working. So how about instead of fighting over the same small group of people, we go and tap into this brilliant group of people who have all the passion to work, just haven’t had the opportunity to as yet? 

Sowjanya:I think that that makes a lot of sense. And I think just looking at the flip side, I know there are a lot of exciting opportunities and reasons and ways in which startups are already doing this, but again, just given your experience what do you think are some of the challenges that are rather unique to startups that, based on your journey, anyone else who’s taking this path should really be aware of?

Suman: See, a couple of things. I’d say one is you have to have executive sponsorships for this. Diversity, equity, inclusion is not a program. It has to be a way of life. It has to be, like I said, built into everything you do, right? Not just in hiring. It’s in terms of when you are designing benefits, when you’re designing workplace practices, everything has to have this built into it. Build it into how you make decisions, build it into how you build a product, build it into all your practices – that’s truly inclusive. Two, you have to have the executive team sponsor it. Don’t palm it off to one team or one organisation or one group to do it. Then it becomes somebody’s OKR or scorecard and nobody else cares about it. 

So that’s number one. Number two, like I mentioned before, unconscious bias is everywhere. We all mean very well. Nobody has any bias that is intentional, but we are all shaped by the experiences we’ve had. And so, it is really important that when we set out to have or build an organisation that’s diverse, we’re trying to break some of that apart. The third one, and I say this with all the right intent, there’s a very thin line between advocacy and activism. So when you approach diversity and inclusion with the mindset of activism, you won’t go very far in influencing people. Because they’re always going to kind of have that barrier in terms of why they should be part of it. Whereas if you’re an influencer and you’re advocating for it, you can actually bring people along. And that’s really what I mean. You have to bring people along in this journey. It cannot be just your passion. It cannot just be your OKR that’s driving it, right? So advocacy over activism is really, really key over here.

Sowjanya:I really like the way you put that advocacy over activism. Suman, if you were to speak to a startup founder today – and obviously they’re chasing growth, yet they don’t have money, they don’t have time, they don’t have resources, so gender diversity may not be top of their mind, and understandably so. But what advice would you really give a startup founder today who may or may not be thinking about this and what are the tangible ways in which they can even start this journey? 

Suman: Look, I wouldn’t say start with diversity as an initiative. Then it just puts a lot of onus and like you rightly said Sowjanya, I have so many things, I’ve got to raise money. I’ve got to build my product, I’ve got to scale my revenue. I have so many existential things that I have to focus on. You know, if I looked at diversity, it’s probably going to be 101 on my list of things, practically speaking as a founder. So my advice is don’t view it as an initiative. Make this as a part of how you build the company. So from the word go or get go, have a point of view on the kind of company you want to build. And this has a bearing on everything. It has a bearing on your culture, it has a bearing on your brand, it has a bearing on diversity. So think about it that way. Don’t think about diversity as an initiative, then it’s exhausting. Because then you start putting scorecards and action. 

No. Start with having a point of view on what a great organisation looks like? I get this one shot at building a great company and a great product or a great business, right? So start over there and when you start to think about what that great organisation looks like, then you start to put some thoughts and actions behind it. And I would guarantee you that part of it is being inclusive. Where people from all backgrounds, all kinds of experiences, all kinds of inclinations – everything, everybody can thrive.  

Two, you are always, always going to have a war for talent. If you truly want to attract great talent, right? We all go after the same set of people. But if you truly want to have an edge over attracting talent, why your company gets spoken about, then it has to do with your culture. It has to do with your people practices, and diversity is a big part of it. The third one I would say is start with your own leadership team. If you build a diverse leadership team, it’ll cascade down in your organisation. Then you will find that naturally the tone at the top tends to be very inclusive. Then as you grow slightly bigger as a company, that’s where you have to be purposeful about it. Then I would say startup founders should really start to think about what their point of view on diversity is? What do they want it to be? What does success look like? Then you start to put goals around it. That would be my advice. I don’t think at day zero you start by saying, I’m going to be 50% diverse. You can, but I don’t think every single person can do it, because you’re really looking at how do I get my first 20, 50 people in? But just start by having a foundation that is inclusive and then you can build on it.

Sowjanya: And I think it can easily get overwhelming if you try and do everything at once. So I really like how you’ve broken it down into steps and what you do at different stages almost.  

I think my last question to you is really, if you step back and really think about what success looks like for you – personally on this journey that you’ve embarked on, but also for the ecosystem at large – what are some of the things that you’re seeing that are really giving you hope and where do you hope we really end up at?

Suman: Success for me is when we make progress in this generation and not have to wait for three generations to see success. That’s my first hope. Biggest hope is that we don’t give up saying it’s going to take a lifetime to do it, or three lifetimes to do it. Success for me is when we start to see a corporate leadership team that is a lot more diverse. And so I do think we should, and we have to, aim for at least 40%, if not more, of executive teams being comprised of women, because that’s your demographic. Two, success for me would be when women can choose to take a break and come back without the stigma attached to having taken a break and therefore losing their career progression. Success for me is when every CEO thinks about diversity as an integral part of their talent plan. Just like how they have a business plan, they should have a plan that should incorporate elements of inclusiveness and diversity. That’s my hope and my wish for corporate India and startups.

Sowjanya: Thank you so much, Suman. This has been so, so, so amazing! Thank you so much for joining us in this conversation. 

Suman: Likewise. Pleasure talking to you, Sowjanya. 

Sowjanya: This brings us to the end of our fourth episode of UnHerd – a podcast presented by team ACT. If you enjoyed this episode, subscribe to our Spotify and YouTube channels where we’ll bring you more unheard stories of people who are passionate about creating impact at scale in differential ways. People who truly stand apart from the herd.

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Why the ACT Fellowship Program is a great launchpad for early to mid-career professionals who are looking to pivot into the impact space

A chemical engineer from IIT Roorkee and an IIM Ahmedabad alumni, Sailee Rane had worked with organisations like Razorpay and McKinsey before deciding to pivot her career towards climate action. Over the past 9 months, as an ACT For Environment Fellow, she has worked closely with the vertical on finding and funding cutting edge climate-tech innovations, managing collaborative ecosystem initiatives and contributing towards the evolution of our investment thesis strategy. Armed with application-led learning, she now hopes to build her own startup as a clima-preneur.

Sailee is just one of many examples of individuals who’ve come into ACT as Fellows but walked out with a solid understanding of the social entrepreneurial ecosystem and how venture philanthropy plays a catalytic role in propelling social impact at scale. 

A nine-month apprenticeship program, the ACT Fellowship Program is an opportunity for young professionals to learn what it means to apply venture capital principles to philanthropy. Positioned at the cusp of the startup and venture capital ecosystems, it offers an experience-led insight into the nuances of impact investing and brings you face to face with inspiring social entrepreneurs who are solving some of India’s toughest social issues. The full-time intensive program is designed to build your understanding of what it takes to leverage collective action to create meaningful change and enables you to hone your own leadership skills and entrepreneurial abilities as a future change-maker for Bharat.

Each of the Fellows from the previous two cohorts have found tangible value in being at the centre of India’s social innovation landscape – across the realms of education, climate action, public healthcare and gender equity. Hailing from diverse backgrounds like law, political consulting, architecture and more, they’ve leveraged their Fellowship experience and learnings to successfully pivot their professional journeys into new and exciting arenas. 

A Masters in Sociology from Delhi School of Economics, Lakshay is the co-founder of AeSha Foundation – a non-profit organisation that works on public participation, civic engagement and livelihood opportunities for marginalised women. I gained great exposure to diverse stakeholders and truly inspiring individuals, offering invaluable lessons in leadership and ecosystem building in public healthcare,” he reflects on his journey as a 2023-24 ACT For Health Fellow. Similarly Ananya Yerra from 2022-23 cohort is now pursuing a career in impact investing while Shazib Siddique and Gulam Sarwar joined ACT as full-time fund managers on the team post their Fellowship.

Each year, we select 5-6 highly mission-driven candidates for the Fellowship Program – ambitious go-getters who can think on their feet, are hungry to learn, enjoy taking on challenges and can work both independently and as part of a team. Sharp thinkers with a bias for action who deeply believe that innovation can accelerate social impact and are abreast of the latest technology trends in the impact space. But most importantly, aspiring change-makers who are genuinely interested in the social sector and want to catalyse meaningful change.

The minimum eligibility criteria to apply for the Fellowship is to be a resident Indian citizen, a graduate of any discipline from an accredited university in or outside India, have at least 2 years of full time work experience and based in or willing to relocate to either Bombay, Delhi or Bangalore for the duration of the program. While we welcome applications from across all professional backgrounds, prior experience as a founder or in strategy consulting / investment banking / impact investing / social sector will be a strong advantage.

The ACT Fellowship is not just a program; it’s a journey that empowers young professionals to become co-founders of social change. By offering a blend of practical experience, sectoral specialisation and a best-in-class mentor network, the Fellowship has proven to be the transformative experience that could meaningfully change the trajectory of your career.

Applications for the 2024-25 cohort of the ACT Fellowship are now open! Click here to apply before the deadline of 13th August, 2024.

ACT For Environment welcomes Grassroots Energy to its portfolio

In the vast and dynamic landscape of India’s energy sector, currently responsible for 73% of total GHG emissions, the urgency for sustainable solutions is stark. As the nation strides towards renewable energy, adopting innovative technologies that can aid India’s net zero goals is paramount.

Founded in 2016, GRE is pioneering a novel bi-phasic fermentation process, using proprietary microbial cultures and a patented reactor design, that converts organic waste / biomass into Green Hydrogen. Unlike traditional methods, this solution requires no sterilisation, leaves zero residues, and is a scalable, modular and decentralised system. The process is 50% more energy-efficient and uses 30x less water than conventional water-electrolysis methods and is effectively carbon-negative by allowing for the sequestering of carbon with microalgae cultures. This technological prowess has positioned GRE as a front runner in the field, recognized by the Government of the UK for its energy efficiency and cost-effectiveness.

GRE’s innovative process also produces high-quality organic fertilisers, contributing to a circular economy. With ongoing projects and a strong pipeline, including collaborations with industry giants like Tata Power and ITC, GRE is set to accelerate adoption for bio-based solutions in the Green Hydrogen industry in India. The company targets mini grids and industries transitioning from conventional fuels to cleaner alternatives, aiming to capture a significant market share by 2030.

With substantial funding received and a strong pipeline for further investments, GRE is well-positioned for growth. Their business model, focusing on bio-methane, organic fertilisers, Green Hydrogen and carbon credits, ensures diverse revenue streams and sustainability. The team, led by experienced founders and a robust group of engineers and scientists, is committed to scaling operations and driving the adoption of Green Hydrogen.

ACT For Environment’s grant support will help accelerate the commercialization of GRE’s Green Hydrogen operations – aiming to scale production, validate the technology at scale, reduce costs, and ensure industry readiness. We are excited to support Grassroots Energy in producing cheaper and energy efficient green hydrogen with their technological solution that leverages biomass to unlock alternative pathways for clean energy adoption in the country!

ACT welcomes Karya to the collective with our first Education x Women grant

As per the UNDP’s Multidimensional Poverty Index, 15% of India’s population, i.e ~200 million people, live in poverty. This is, by far, the largest number of underprivileged people in any country. However, with the massive growth of AI across businesses, there is a huge demand for data to train AI/ML models for which tech companies spend billions of dollars each year. Karya is leveraging the opportunity that this need for regionalised data presents, by providing simplified data work to rural Indians through its microtasking platform – the Karya App. Their solution essentially democratises digital data work that has the potential to generate up to $1500 in supplementary incomes for data collectors from underserved communities within a year and accelerate their social mobility.

We’re excited to support Karya on their vision to bring 100M individuals out of poverty by building ethical ways of data collection that fairly compensates its workers, primarily from rural India. The Karya app is an innovative platform that assigns individuals simplified AI/ML data training microtasks and helps them generate income through Karya Earn. Additionally, they provide upskilling opportunities via Karya Learn and career guidance through Karya Grow. Since its inception in 2021 at Microsoft Research, Karya has impacted over 32,000 individuals (60% of whom are women), across 25+ states/UTs, who have received wages totaling INR 4.5 crore for completion of 35M+ digital tasks.

While offering its workers as much as 20 times the prevailing minimum wage in the country, Karya ensures production of better quality Indian-language data that tech companies can use for their AI/ML data work.

To further augment supplementary incomes, Karya is gearing towards generating higher demand for its data work. Through its focus on an ‘earn then learn model’, Karya is supporting its workers to generate enough supplementary income to be able to focus on upskilling and career counselling. Given Karya’s strong focus on enabling career opportunities and learning avenues, ACT is proud to support Karya through an Education X Women grant to:
Focus on building a sales team for higher demand generation among international and national tech-focused organisations
Publish insights on the impact of upskilling and well-being for workers earning supplementary income, with an emphasis on gender-specific nuances
We’re thrilled to be part of Karya’s journey in revolutionising the landscape of tech-driven livelihood opportunities for rural communities.

Bridging the healthcare divide: How technology is bringing a ray of hope in rural India

In the most remote areas of rural India, affordable and accessible healthcare continues to be a challenge for underserved populations even today. With proper hospitals often located several kilometres away, the significance of timely diagnosis cannot be overstated. This critical aspect came sharply into focus through the stories that recently emerged from MAHAN Trust – an NGO serving tribal communities in the Melghat region of Maharashtra and catering to their healthcare needs.

When 27-year old Geeta* from Dharni village found herself battling tuberculosis for a third time, her very life hung in the balance. She had discontinued her TB treatment twice before, as travelling to the nearest hospital for regular check-ups would have meant forgoing daily wages. Due to this, Geeta was already vulnerable to a multidrug-resistant form tuberculosis (MDR-TB) when the disease struck again. This time, it spread to the rest of her body, led to multiple organ failure and she eventually slipped into a coma.

Geeta hasn’t been the only one in such a predicament. With 70% of the region’s mortality rate attributed to treatable infections such as TB, Melghat has long been deprived of high-quality diagnostic facilities that accurately detect infections and enable PHC doctors to effectively prescribe timely treatment. Caregivers bear the responsibility of submitting test samples to the nearest pathology lab in Amravati – a journey that takes 4-5 hours – and the subsequent waiting period to secure reports frequently results in delayed or, tragically, no treatment at all, eventually leading to the loss of lives in critical cases.

Recognising this as a significant challenge, the MAHAN Trust team collaborated with Medprime Technologies in early 2023 through the ACT Implementers Network, which aims to bring private innovations to public healthcare. Medprime’s digital microscopy solution allows pathologists to remotely analyse test reports for patients living in low-resourced areas, eliminating the hassle of transporting or storing the sample slides. Soon, the MAHAN Trust team began using the telepathology devices at the local PHC’s to begin addressing the issue.

It was this advanced diagnostic capability that helped the doctors diagnose and treat Geeta’s condition without the need for her to travel to a hospital, which has ensured the woman’s survival against all odds.

In another instance, Nandini* found herself in MAHAN Trust’s ICU in a coma due to cerebral malaria. Medprime’s solution facilitated a conclusive and accurate diagnosis that helped doctors prescribe the correct treatment. Despite facing their own economic challenges, the local community rallied together to support Nandini, showcasing the strength of solidarity in times of crisis. With their help and the support of donors, the medical team ensured she received treatment free of cost and came out of coma. Her remarkable recovery, just in time for Diwali, became a symbol of hope for the entire community.

These stories of success are just a few of the many that MAHAN Trust has brought to the fore – telepathology has enabled the team to detect multiple cases of malaria, tuberculosis, and even suspected leukaemia in the region in a timely fashion – thus saving lives while reducing the cost burden on the patients themselves. They underscore the transformative potential of technology and innovation and we’re proud to see the transformative impact it is slowly starting to create!

*Names changed to protect patient privacy

ACT Capital Foundation For Social Impact is a not-for-profit company incorporated and registered under Section 8 of the Companies Act, 2013. All donations made to ACT Capital Foundation are eligible for income tax deduction under Section 80G of the Income Tax Act.

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