Taking Up Space and Leading DEI

Happy August! We kick-off this month with a spin enthusiast, mother of two and Diversity and Inclusion (D&I) professional, Aisha! While balancing  a career, motherhood and being fashionable can be challenging, Aisha is truly living her best life. She sits down with us to talk about her experience in the D&I field and shares some truths and tips on navigating the workplace. 

I WANT TO BE PART OF THE CHANGE AND TO GIVE PEOPLE THE FREEDOM AT WORK TO BE THEMSELVES AND NOT FEEL PERSECUTED FOR IT.

What does fashionably equal mean to you?

A: Fashionably equal means no one is better than anyone. Red Bottom, payless, as long as you are true to you, you are fashionable.

Tell me about yourself.

A: I grew up in Brockton, MA. Went to Catholic Schools there. I blame my lack of fashion sense in my early years due to wearing a uniform from ages 7-18. I participated in every activity I could fit into my schedule. Albeit, soccer, choir, girl scouts, basketball, alter serving, musical theatre, I had to be part of it. Went to Sacred Heart University in Fairfield, CT where I received my B.A. in Business Administration. Met my husband, sorority sisters and some of my best friends there. Started my career in NYC as a recruiter. When I got that role, I went to Macy’s and bought every suit I could get with my Macy’s card LOL . Working within recruiting, slowly lead me back to Boston in 2009 when my husband and I purchased our first home. I have two wonderful sons. CrossFit and spin as often as I can, usually 2-4 times a week. And I’m vegan!

Can you share a little about your reason for choosing this line of work? And what does Diversity and Inclusion mean to you?

A: Diversity and Inclusion (D&I) is something I’ve been acutely aware of ever since day one. Often times, being one of the only brown faces in most spaces, I knew I had to present myself well to make room for others. As I became more experienced in my career, I began to see D&I as an important business element. Reading the research, weighing the benefits and seeing the good  does when people are directly affected; I knew that I needed to be doing this type of work every day. I want to be part of the change and to give people the freedom at work to be themselves and not feel persecuted for it.

Focusing on women in the workforce, what are the most common challenges that women face at work?

A: Not being heard, taken seriously, constantly challenged; I could go on and on. While each women’s experience is different, most of us have had similar incidents where we felt less than. They get policed on what they say, what they wear and what kind of work they can handle. When I started in my career, I tended to wear more conservative clothing because I thought it was ”appropriate.” It stifled my chance to experiment and wear more bold items.

What are some tips to dealing with those challenges?

A: Find your voice. As cliché as that may sound. We need to tell people that they are creating an uncomfortable space or have made a mistake in regards to our work/personality/ etc. A big challenge for me was the “work twice as hard” mantra. While that has merit, there are other elements to navigating the corporate world, which is to build relationships. The best way to do this is to speak with others, share ideas, and network. No one will know of your great ideas or work if you do not TELL people about it. It is not bragging or being selfish. It is telling people facts about yourself in a way that is natural and comfortable for you. While my last statement is easier said than done, you need to practice self-promotion just as you would practice the piano, sports, and public speaking.  All of these  become natural overtime.

A: Wear what you want within reason. Daisy Dukes on men or women are never appropriate at work, but wear what makes you feel powerful and don’t be ashamed of your body.

CREATING YOUR LOOK HELPS PEOPLE GET “YOU” IN A GLANCE. BY BEING CONSISTENT AND UPPING YOUR GAME, YOU CAN HELP YOUR BRAND IDENTITY AND HELP HOW OTHERS VIEW YOU.

What are some helpful ways that women can be encouraged to use their voices at work?

A: Amplify each other in meetings. If you notice a woman had a great idea ignored, you can chime in and say, “what a great idea (insert name of woman)”. Be intentional about giving credit to women. The more times others hear it, the lower chance of others taking their work as their own.

A: Wear clothes that make you feel confident. If you are constantly fussing and pulling at your clothes, you will be distracted. Find pieces that make you feel comfortable and strong. Creating your look helps people get “you” in a glance. By being consistent and upping your game, you can help your brand identity and help how others view you.

When women “show up” to work, does a woman’s physical appearance impact her career trajectory?

A: It can. While I do not always agree with this, when you have a client facing role, you need to be presentable not just passable. (and to be clear, we all are in client facing roles even if you work internally (HR, Finance, Payroll) your colleagues are your clients). You want to be comfortable so you can focus on your work and not the discomfort for your outfit but there should be some polish to your look. So if the CEO were to show up or the new junior associate, you are ready to receive them and say hello.

How do you show up at work? What are the factors that matter most to you? How do you direct the perception of you at work?

A: I show up to work with a positive outlook and demeanor. I feel like that is equally important to what I am wearing. Being presentable, somewhat on trend (I say somewhat because my weekends spent shopping have been traded for weekends at the soccer field and t-ball tee.), and comfort are the most important factors to me. I always feel bad for the woman who is steadfastly making her way, ever so slowly, in painful high heels. While I am all for a look, I am more for practicality. Being a size 12 shoe, finding shoes that I like can be challenging.

A: I direct my perception by delivering good work with a smile. I direct the perception of me by always being open and a listening ear. People know they can trust me with sensitive information and that I will not betray their trust. I’m known for my graphic tees as well as my Toms. While those two items seem extra causal, I work them into a business professional look with blazers, cute colors and keeping my look clean.

As a black woman, from your perspective, are there other layers of challenges placed on women of color?

A: I could write a book about a plethora of challenges. Two that come top of mind are affirmative action and the angry black woman stereotype. I have heard at various times throughout my schooling and career, that I only have what I have because of affirmative action. As if, I could not achieve anything without that. Do not get me wrong, affirmative action is a very needed and important program but it is not the sole reason for any person of color’s achievement.

A: The angry black woman stigma is with me whether I am happy or not. I sense with some people, they are waiting for the other shoe to drop before I transform into someone who is going to come after them. Even in a heightened situation, where emotion and passion would be appropriate I tend to keep my composure as a safety mechanism.

WE NEED TO SUPPORT EACH OTHER FROM A PLACE OF COMPASSION NOT COMPETITION.

Can you share with us the impact of women working together vs. against each other in the workplace?

A: We are always stronger together. When we all work together, we all benefit. The competition between women has been exploited in society and media for decades. We need to unlearn those messages and start to come together. Like their posts, share their events, attend, comment, be supportive. “A candle doesn’t lose its flame by lighting another candle.” James Heller

A: When it comes to fashion, be supportive. Don’t talk about someone’s look just because it’s not something you’d wear. If you think she’s making fashion mistakes and it may be affecting her career, pull her aside and have a conversation. Give her the intel to make the choice for herself but do not join the gossip. We need to support each other from a place of compassion not competition.

Any advice on how companies can improve their D&I efforts, and help increase the number of women in leadership positions?

A: Get rid of the template of what a woman leader should look like. Take each person for their work and merit and if they never wear heels it doesn’t make them less of a leader. Companies should make a clear plan with detailed action items, clear accountability and transparency into the process. We need less words and more action. Too often companies make big statements but then do not fund those programs to be successful. D&I needs investment, leadership, and a plan. They need to be thoughtful about the process. Making a rash decision and hiring a woman only because she is a woman does not help the cause. There are capable, talented women all over if folks are willing to look. Everyone within a company has a role in this effort. They can ask questions of their leaders, participate in their business or employee resource groups, and provide options/ideas/programs that will create a better experience for all. Do not wait for leaders to give you a pass or come up with a plan because sometimes they do not know how. Be willing to roll up your sleeves, step outside of your day job, and become a change agent for your company.