As part of our Leadership Lessons series celebrating International Women’s Day, our Co-Founder, Madeleine Weightman recently sat down with Farzana Baduel, an inspiring figure in the world of strategic communications. 

Farzana is the CEO and Co-Founder of Curzon PR, a global strategic communications consultancy advising governments, corporations, and development organisations. She also serves as the Resident PR Expert at the University of Oxford’s Saïd Business School and is the President-elect (2025) of the Chartered Institute of Public Relations (CIPR). Recognised for her contributions to the industry, she has been featured on the PRWeek Power List and Provoke Media’s Innovator 25 for EMEA. 

Beyond her professional achievements, Farzana is a champion of diversity and social mobility in PR. She co-founded the Asian Communications Network, serves on the Steering Committee for Socially Mobile, and sits on the boards of the British Asian Trust and Soho Theatre. 

Read the full interview below.  

Looking back on your career, what do you consider your greatest achievement so far, and why does it stand out to you? 

One of my greatest achievements has been serving as a resident PR expert at the University of Oxford for over six years, initially at the Entrepreneurship Centre and now at Saïd Business School. This role is particularly significant to me because I never completed my university degree — I left after my second year due to financial difficulties. 

For so many years, I carried a sense of insecurity about not having completed my degree. At the same time, I also experienced imposter syndrome in the PR industry, as I had never worked in an agency before co-founding Curzon PR. Being recognised as an expert by one of the world’s leading academic institutions helped me overcome these doubts — validating that my experience, passion, and expertise in communications held real value, regardless of my academic background. 

Who or what has been the biggest inspiration in your career, and how has this shaped your leadership style and professional journey? 

The biggest inspiration in my career has been working with the not-for-profit sector. I have been incredibly fortunate to collaborate with international NGOs, humanitarian organisations, and purpose-driven charities that are dedicated to creating positive change for people and the planet. 

Their passion, resilience, and commitment to meaningful impact is both energising and humbling. It has shaped my leadership style, instilled a deep sense of empathy and reinforced the importance of giving back. At Curzon PR, we actively support charities through financial donations, pro bono and low bono work, as well as offering our team paid volunteering days. 

Beyond our business, I’ve also committed my time to serving on several charity boards, including: 

• Soho Theatre (supporting diverse arts and culture)
• British Asian Trust, founded by His Majesty The King, focusing on social impact in South Asia
• The Halo Trust, which works in conflict and post-conflict regions on demining and rebuilding communities

These experiences have shaped my belief that success is not just about professional growth, but also about leveraging your skills to create meaningful change. 

If you could give one piece of advice to your younger self, what would it be and why? 

“Do not accept the world as it is.” 

The world has been shaped by those who came before us, and you have just as much right as anyone else to challenge, change, and create. Too often, young people feel powerless when, in reality, they have the potential to be catalysts for transformation — but that can only happen if they believe in their ability to create change. 

The phrase “be the change you wish to see in the world” is often quoted, but it starts with self-belief. The moment you realise that you have a voice, you have agency, and you can drive change, everything shifts. 

What advice would you give to young women aspiring to lead in the communications industry? 

Anticipate the major milestones in your life and plan accordingly. Many women enter the industry on equal footing with men, only to find themselves facing a glass ceiling when they take on caring responsibilities — whether for young children, elderly parents, or family members in need. The reality is that women often bear a disproportionate share of caregiving, and this directly impacts career progression. 

One of the most important factors in a woman’s career success is who she chooses as a life partner. A supportive partner who truly shares responsibilities can make all the difference. Women already face gender bias in the workplace, and having to navigate it at home as well makes the journey even harder. So, be mindful of who you choose to share your life with — it has a bigger impact on your career than you might think. 

The communications industry is female dominated, yet women remain underrepresented at senior levels. Enter the industry with eyes wide open and seek out cultures and organisations that actively support women’s career growth. And once you’re in a position of leadership, lift others up—help other women rise. 

What more can be done to support and elevate women into leadership roles in our field? 

The first step is not rolling back DEI (Diversity, Equity, and Inclusion). There has been a growing backlash against DEI initiatives, but we cannot afford to dismantle the progress that has been made. Gender equality in leadership won’t happen by accident—it requires deliberate action and systemic change. 

Equal Pay & Progression: 

• Organisations must ensure transparency of pay brackets. Research shows that women can be more reticent than men when negotiating promotions and salary increases, so the culture must encourage constructive, open conversations about career growth.
• Companies should not simply reward those who shout the loudest. Instead, structured, transparent career progression frameworks must be in place, ensuring fair evaluation based on merit, impact, and leadership potential rather than just visibility.

Industry Representation & Visibility: 

• The PR industry is known for being progressive, yet we still see too many manels (all-male panels) dominating conferences. Leaders and event organisers must actively bring in gender balance across speaker line-ups and panel discussions—because we cannot be the change unless we can see it first.

Flexible Working & Care Responsibilities: 

• Women continue to hold a disproportionate share of caregiving responsibilities, whether for children or elderly relatives. Organisations must implement flexible working policies, including:
• Flexible start and finish times
• Additional flexibility during school holidays
• Support for attending medical appointments without stigma or career penalties

Gender balance in leadership won’t happen on its own — we need to actively create pathways for women to thrive. That means committing to transparency, flexibility, and inclusive representation at every level.