MAM
Gender disparity & males’ preponderance at top level in media cos: Study
MUMBAI: Population First, the communication and advocacy initiative working towards gender sensitivity, has conducted a study on ‘Media: How Gender Sensitive, How Inclusive’ in collaboration with Gender Issues Cell of K.C. College, Mumbai. The report of this research was released at an event in on 28 July at KC College, Churchgate (Mumbai).
The report covers 36 media organizations from 87 respondents which saw Mapping of Gender Distribution, recruitment & promotion, Equity Policies, Proactive Measures, Sexual Harassment.
The findings of the study were shared in a panel discussion with eminent media and advertising leaders – Kalpana Sharma (Former deputy Editor, The Hindu), K V Sridhar (Founder, Hyper Collective), and Devleena Majumdar (President HR, Culture Machine).
A L Sharada, Director, Population First shared, “The study was conducted with funding support from UNFPA. The project was restricted to media organizations within Mumbai Metropolitan Region and covered a total of 87 respondents drawn from 36 media organizations across languages.
“Data on gender distribution at different levels within media houses have clearly reflected gender disparity. Board members, Founder members, CEO etc are predominantly men. Women are found in large numbers as HR personnel across print and advertising but are less in number in broadcast. The presence of women camerapersons, photographers in technical sections is dismal across all media. The study also throws light on beats being highly gendered, awareness of Prevention of Sexual Harassment of Women at Workplace, demands of work and family life came out as a major hindrance for women professionals in media and more,” she said.
Conclusion and Recommendations: This was a comprehensive study, carried out across print, television and advertising media to find out how gender sensitive and inclusive media is with regards to policies, gender distribution and pro-active measures in place, to provide a gender friendly working environment. The project was restricted to media organisations within Mumbai Metropolitan Region and covered a total of 87 respondents drawn from 36 media organizations across languages. The data collection exercise was carried out by a group of 15 students who received an intensive training in the intricacies of data collection and research methodology for two weeks prior to going to the field.
Conclusions, thus, are derived from the rich data gathered from interviews with media personnel and from review of previous research studies and existing literature on the subject. However it is important to bear in mind that media personnel do not constitute a homogenous community. They expressed a diversity of opinions on a range of subjects. What we present here are broad conclusions:
• Data on gender distribution at different levels within media houses clearly reflect gender disparity. While there are more number of women in lower and middle level positions, there is a preponderance of males at the top levels. Board members, Founder members, CEO etc are predominantly men. Women are found in large numbers as HR personnel across print and advertising but are less in number in broadcast. The presence of women camerapersons, photographers in technical sections is dismal across all media. Marketing and client services in the language press have more women employees. However the marketing section in English dailies is largely male oriented. However there are some exceptions like Indian Express which has an all women editorial team.
• Beats are highly gendered even though media houses would have us believe that gender is irrelevant when it comes to assignment of beats. Culture, education, consumer news, fashion, lifestyle are primarily assigned to women and crime, business and political reporting is generally done by men with some exceptions. This was attributed to a women’s preference for the so called feminine beats and that it was unsafe for women to do crime reporting or that she was physically weak to handle heavy technical equipment.
• Some of the respondents were so critical of the use of a gender lens in the questions that it seemed as though gender is on its way out and that gender did not matter in media organisations. That women and men are distinguished more by their professionalism than masculinity and femininity. However a deeper probe revealed the misogyny floating around.
• A masculine culture pervades media organizations and determines everything, the work ethics, news content, that the gender of a person is unimportant, that we are all professionals. There was the preponderance of a ‘Boys’ Club” and a masculine culture which includes working till late hours or playing political mind games. Women respondents said that they got their promotional opportunities depending upon whether they played by these power games or refused to do so. Women respondents also felt that they were constantly being judged and had to prove that they were “as good as a man”. However if women were aggressive it was perceived as arrogance, whereas the same was overlooked in a man.
• The lack of awareness among media personnel about their rights with respect to various policies is appalling to say the least, and among those who are aware of institutional mechanisms and procedures, the reluctance to use them is disheartening. While the number of women in media is definitely on the rise, it has still not translated into organizations having structured programmes for creating awareness of sensitive issues like sexual harassment.
• Only 33% of the respondents reported to there being any orientation/training/workshop organized at periodic intervals for employees so as to generate an awareness of Prevention of Sexual Harassment of Women at Workplace Act, 2013. There were exceptions in which seniors from certain organizations did say that they conducted such programmes at their own initiative for their juniors.
• Again, this lack of awareness translates into respondents not knowing the procedure regarding filing of sexual harassment complaints within their organization. At least 26% female respondents and 10% male respondents said that they had no idea about the procedure for filing complaints. Amongst the others who knew about the procedure, many felt hesitant about filing such a complaint if the situation should ever arise, because they were not confident about their organizations supporting them.
• While the number of women in different forms of media have been increasing, the feminization of media does not necessarily translate into less sexism in media content or an increasing feminist consciousness since organizational content, socialization of reporters, journalistic routines play an important part in imbalances in gender portrayal in media content.
• Gendered assumptions and stereotypes are deeply embedded within media organisations but are more pronounced in the regional language press. Men play ‘big brotherly or avuncular roles’ (Joseph, 2005,p) patronising and protectionist.
• Reconciling the demands of work and family life came out as a major hindrance for women professionals in media. Women seek not only gender sensitive workplaces but also understanding families. The socialisation process is not wired to train girls in goal setting and negotiating skills or for facing the challenges of work life
• When it comes to gender policies very few organisations have little to offer other than the legally mandated policies like maternity leave for instance. Even here there are disparities with some offering fully paid three months maternity leave and others six months. Paternity leave of course is a mere token ranging from one week and fifteen days to one month. There seemed to an unwritten code in some media houses about losing out on career benefits like promotion and other incentives following maternity leave.
• However all is not bleak. There are some media organisations which stand out for their progressive gender policies that reflect their sensitivities to structural inequities within the system. These policies seek to provide a gender enabling environment and mitigate the gendered consequences of their work life. These include organisations like SapientNitro, FCB Interface and Hypercollective in the advertising media, Star Sports, NDTV in broadcast and BBC in print.
• Lack of transparency within media organizations is a bit startling. They seemed reluctant to share information on policies and programmes and when the gaze turns towards them, they refuse to introspect.
Brands
Netflix India names Rekha Rane director of films and series marketing
Streaming giant bets on a seasoned marketer who helped build Amazon and Netflix into household names
MUMBAI: Netflix has put a proven brand builder at the helm of its films and series marketing in India, naming Rekha Rane as director in a move that signals sharper focus on audience growth and cultural cut-through in one of its most hotly contested markets.
Rane steps into the role after seven years at Netflix, where she has quietly shaped how the platform sells stories to India. Her latest promotion, effective February 2026, crowns a run that spans brand, slate and product marketing across originals, licensed content and new verticals such as games.
A strategic marketing and communications professional with roughly 15 years’ experience, Rane has spent much of her career building technology-led consumer businesses and new categories, notably e-commerce and subscription video on demand. She was part of the early push that introduced Amazon.in, Prime Video and Netflix to Indian homes, then helped turn them into everyday brands.
At Netflix, she most recently served as head of brand and slate marketing for India from March 2024 to February 2026, leading teams across media and marketing for global and local content portfolios. Before that, as manager for original films and series marketing, she led IP creation and go-to-market strategy for titles including Guns and Gulaabs, Kaala Paani, The Railway Men* and The Great Indian Kapil Show, spanning both binge and weekly-release formats.
Her earlier Netflix roles covered product discovery and promotion in India and integrated campaign strategy to drive conversations around the content slate, product awareness and brand-equity metrics.
Before Netflix, Rane logged more than three years at Amazon in brand marketing roles in Bengaluru. There she handled national and regional campaigns for Amazon.in, worked on customer assistance programmes in growth geographies and contributed to the go-to-market strategy for the launch of Prime Video India.
Her career began well away from streaming. At Reliance Brands in Mumbai, she worked on retail marketing for Diesel and Superdry. A stint at Leo Burnett saw her work on primary research for P&G Tide, mapping Indian shoppers’ paths to purchase. Earlier still, at Orange in the United Kingdom, she rose from sales assistant to store manager, running a team and owning monthly P&L for a retail outlet.
The arc is telling. As global streamers fight for attention in a crowded Indian market, executives who understand both mass retail behaviour and digital habit-building are prized. Rane’s career sits at that intersection.
For Netflix, the bet is simple: in a market spoilt for choice, sharp marketing can still tilt the screen. And with Rane now leading the charge, the streamer is signalling it wants not just viewers, but fandom.
Brands
Orient Beverages pops the fizz with steady Q3 gains and rising profits
Kolkata-based beverage maker reports stronger revenues and profits for December quarter.
MUMBAI: A fizzy quarter with a steady aftertaste that’s how Orient Beverages Limited, the company that manufactures and distributes packaged drinking water under the brand name Bisleri closed the December 2025 period, as the Kolkata-based drinks maker reported improved revenues and a healthy rise in profits, signalling operational stability in a competitive beverage market.
For the quarter ended December 31, 2025, Orient Beverages posted standalone revenue from operations of Rs 39.98 crore, up from Rs 36.42 crore in the previous quarter and Rs 33.53 crore in the same quarter last year. Total income for the quarter stood at Rs 42.24 crore, reflecting consistent demand and stable pricing across its beverage portfolio.
Profit before tax for the quarter came in at Rs 3.47 crore, a sharp improvement from Rs 1.31 crore in the September quarter and Rs 0.39 crore a year ago. After accounting for tax expenses of Rs 0.79 crore, the company reported a net profit of Rs 2.68 crore, nearly three times the Rs 0.99 crore recorded in the preceding quarter.
On a nine-month basis, the momentum remained intact. Revenue from operations for the period ended December 31, 2025 rose to Rs 117.66 crore, compared with Rs 106.95 crore in the corresponding period last year. Net profit for the nine months climbed to Rs 5.51 crore, more than double the Rs 2.18 crore reported in the same period of the previous financial year.
The consolidated numbers told a similar story. For the December quarter, consolidated revenue from operations stood at Rs 45.06 crore, while profit after tax came in at Rs 2.06 crore. For the nine-month period, consolidated revenue touched Rs 133.57 crore, with net profit of Rs 4.49 crore, underscoring the group’s improving profitability trajectory.
Operating expenses remained largely controlled, with cost of materials, employee benefits and other expenses broadly aligned with revenue growth. The company continued to operate within a single reportable segment beverages simplifying its cost structure and reporting framework.
The unaudited financial results were reviewed by the Audit Committee and approved by the Board of Directors at its meeting held on 7 February 2026. Statutory auditors carried out a limited review and reported no material misstatements in the results.
In a market where margins are often squeezed by input costs and competition, Orient Beverages’ latest numbers suggest the company has found a reliable rhythm not explosive, but steady enough to keep the fizz alive.
MAM
Washington Post CEO exits abruptly after newsroom cuts spark backlash
Leadership change follows layoffs, protests and a bruising battle over trust.
MUMBAI: When the presses are rolling but patience runs out, even the editor’s chair isn’t safe. The Washington Post announced on Saturday that its chief executive and publisher Will Lewis is stepping down with immediate effect, bringing a sudden end to a turbulent two-year tenure marked by financial strain, newsroom unrest and public backlash.
Lewis’s exit comes just days after the Bezos-owned newspaper announced sweeping job cuts that triggered protests outside its Washington headquarters and a wave of anger from readers and staff. While newspapers across the US are grappling with shrinking revenues and digital disruption, Lewis’s leadership had increasingly come under fire for how those pressures were handled.
The Post confirmed that Jeff D’Onofrio, a former Tumblr CEO who joined the organisation last year as chief financial officer, has taken over as CEO and publisher, effective immediately. In an email to staff, later shared by reporters on social media, Lewis said it was “the right time for me to step aside.”
The leadership change follows the announcement of large-scale redundancies earlier this week. While the Post did not officially confirm numbers, The New York Times reported that around 300 of the paper’s roughly 800 journalists were laid off. Entire teams were dismantled, including the Post’s Middle East bureau and its Kyiv-based correspondent covering the war in Ukraine.
Sports, graphics and local reporting were sharply reduced, and the paper’s daily podcast, Post Reports, was suspended. On Thursday, hundreds of journalists and supporters gathered outside the Post’s downtown office in protest, calling the cuts a blow to public-interest journalism.
Former executive editor Marty Baron described the moment as “among the darkest days in the history of one of the world’s greatest news organisations.”
Lewis defended his record in his farewell note, saying “difficult decisions” were taken to secure the paper’s long-term future and protect its ability to publish “high-quality nonpartisan news”. But his tenure coincided with growing scrutiny of editorial independence at the Post.
Owner Jeff Bezos faced criticism for reining in the paper’s traditionally liberal editorial page and blocking an endorsement of Democratic presidential candidate Kamala Harris ahead of the 2024 US election. The move was widely seen as breaking the long-standing firewall between ownership and editorial decision-making.
According to a Wall Street Journal report, around 250,000 digital subscribers cancelled their subscriptions after the paper declined to endorse Harris. The Post reportedly lost about $100 million in 2024 as advertising and subscription revenues slid.
While the wider newspaper industry continues to battle declining print advertising and the pull of social media, some national titles have stabilised. Rivals such as The Wall Street Journal and The New York Times have managed to build sustainable digital businesses, a turnaround that has so far eluded the Post despite its billionaire backing.
As Jeff D’Onofrio steps into the role, the challenge is stark, restore confidence inside the newsroom, win back readers who walked away, and prove that one of America’s most storied newspapers can still find its footing in a brutally competitive media landscape.
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