Executive Summary
- Chhavi Nayak spoke with DCi for the sixth interview in the Women in Data Centres series, addressing what the industry needs to do to empower more women into the workforce.
- Companies should be intentional about how they support and retain women through flexible working, mentorship, sponsorship, visible female leadership, and career pathways that accommodate different life stages.
- Chhavi’s golden rule for women: advocate for yourself and have the courage to be disliked. Speak up, don’t hesitate to ask the right questions, stand by your ideas and showcase them confidently. At the same time, create space for others to do the same so that everyone’s voice is heard and valued.
This interview is part 6 of Data Centre Insight’s Women in Data Centres series, where we’re giving a platform for inpsiring women working in the industry to talk about their career path, their golden rule for women wanting to enter the workforce and what the industry needs to do to step up and provide opportunities for women.
Big4’s Senior Manager, Chhavi Nayak, sat down with Chief Editor, Lauren Raybould, to address the need for more visibility for the variety of roles and how you don’t need a STEM background to be in the industry – but the industry gives off that impression very much.
How did you first get into the data centre industry, was it intentional, or did you fall into it? And what made you realise this was the career for you?
I did my first data centre project in 2016.It was somewhat coincidental. At the time I was working with one of the largest global real estate consultancies when our team was engaged on the transaction and construction management for one of India’s first large scale colocation data centres. The client required a partner with full-lifecycle expertise, from site selection and due diligence to planning, statutory approvals, procurement and overseeing construction and operational readiness.
As the project team was being assembled, management was looking for people with experience across the full life cycle of complex developments. My background in transactions, development advisory and end to end project management matched these needs. The client had never worked with a dedicated project management team before, so the role also required collaboration, stakeholder engagement and building capability alongside their internal team.
That assignment was pivotal for my career and remains one of my most rewarding client partnerships. I was fascinated by data centres scale, unique construction requirements, security, complex stakeholder ecosystem, operational demands, and their critical role in a country’s digital infrastructure, which sets them apart from any other asset class. I enjoyed being involved across site selection, planning, construction, and operational readiness, and found the mix of challenges both stimulating and rewarding.
What excites me most is that data centres bring together infrastructure, technology, sustainability, and investment in one field. There is huge scope for growth, and we also need more women, especially those who have been in the sector for some time, to stay, contribute, and help bring greater diversity, visibility, and representation.
What is one thing data centre firms could do better to attract women from other sectors?
The industry needs to do a better job of highlighting the wide range of roles within data centres and of demystifying the perception that the sector is purely technical and engineering focused, creating the impression that a STEM background is essential. Although some positions may need specific qualifications, data centre companies seek a wide range of skills such as project management, people management, compliance, health and safety, operations, and marketing. Many of these roles are highly transferable from sectors such as real estate, construction, consulting, and technology, as well as from more industry agnostic functions (just to name a few) like marketing, talent acquisition, and business operations.
It is equally important to ensure women can build long term careers once they join the sector. Attracting talent is only the first step, retention is the real metric of success. Companies should be intentional about how they support and retain women through flexible working, mentorship, sponsorship, visible female leadership, and career pathways that accommodate different life stages. Ultimately, improving representation is not just about hiring more women. It is about creating an environment where women can see themselves thriving in the industry, grow within it, and progress into leadership roles. We aren’t just building data centres, we’re building the infrastructure of the future, and that future needs to be inclusive.
How has mentorship or “paying it forward” played a role in your professional journey?
For me, mentorship and paying it forward is about creating ladders for others to climb while continuing to learn and grow together. I would also add that sponsorship is equally important. While mentorship provides guidance, advice, and a safe space to develop, sponsorship is about actively advocating for someone, opening doors, and creating opportunities for them to step into roles where they can excel. Both have played a crucial role in my career. I have been fortunate to receive guidance and support from remarkable female and male colleagues throughout my journey. Together, they have provided mentorship, sponsorship, and encouragement. Their support created safe spaces, offered advice, recognised my potential, and helped me hone my skills.
I am deeply passionate about paying it forward because I have personally benefited from mentorship and sponsorship and understand the difference they can make, especially in times of rapid change. With evolving ways of working post-COVID, the AI revolution, and shifting skill requirements, it is easy to feel unguided or left behind. That is why I have always invested time in coaching, mentoring, and advising colleagues, helping them navigate challenges, explore opportunities, and discover what works best for them.
At the sector level, I participate in initiatives such as the Capstone Mentor programme, where I am both mentor and mentee. I am also part of communities like the Forum for Women in Data Centres, which work to amplify the voices of women in critical infrastructure.
What specific internal programs or women-led initiatives at the place you work are you most proud of, and how are they changing the day-to-day culture for your team?
Most of the organisations I have worked with are diverse and equitable. In many cases, women-led initiatives have become fully embedded and are no longer separate programmes, they are simply part of the organisation’s culture. From recruitment to training to day-to-day support, gender inclusivity is normalised, creating an environment where everyone can succeed.
In my current organisation, there are many female leaders and partners at the forefront of driving the data centre business. I take pride in being part of such a culture.
What is your “golden rule” for women looking to move into tech?
Women are often socialised to keep interactions harmonious, be modest and maintain relationships, all valuable skills that should be preserved. But it is equally important to challenge, speak up when it matters and take credit for your work. My golden rule for women entering this field: advocate for yourself and have the courage to be disliked. Speak up, don’t hesitate to ask the right questions, stand by your ideas and showcase them confidently. At the same time, create space for others to do the same so that everyone’s voice is heard and valued.
