Читать книгу Hiring for Diversity - Arthur Woods - Страница 16

Who I am starts long before I was even an idea — it starts with my parents and my grandparents. It starts with the country they all left behind over 25 years ago to pursue a better life. Although I grew up in a culturally diverse suburb of New Jersey, American norms were instilled upon me. I quickly learned that you eat PB&J sandwiches for lunch, that straight hair is prettier than curly hair, and that you spend Sundays at church. Like most first-generation immigrants, all I wanted was to find a way to fit in—to connect with my peers and have a sense of belonging. That's why I did everything I could to hide my Indian roots and lean heavily into my family's Christian background. That piece of my identity helped me feel like there truly was a place for me here.

Unfortunately, but not unusually for women of color, I didn't have mentors to tell me what I needed to do to get into a good college or write a resume that would land me an interview or how to handle my finances. I didn't have parents or relatives who understood how to navigate white America as a brown woman, struggling to balance two cultures. I didn't see anyone who looked like me in the TV shows that I watched, so my everyday struggles were never addressed or validated. Navigating my personal and professional life without any guidance was difficult, to say the least. That was, until college.

In college, I found friends, professors, and mentors who were people of color. I took a class called “Experiences for Individuals with Disabilities” that helped me see life through the eyes of my professor, a Latino man with paraplegia. I learned more about how managing multiple identities paved the way for even greater challenges and how important it was to understand intersectionality because of the way it shapes our experiences. The opportunity to see, hear, and live with people from all walks of life showed me just how crucial it is for everyone to be exposed to diversity. Being part of that diversity was comforting for me, but more important, it created an inclusive environment where everyone could share themselves without fear. I learned a lot about the experiences of other people of color, women, individuals with disabilities, immigrants attending university on student visas, and others. All of these people had to overcome so many obstacles to achieve their professional goals. Seeing this left me worried for other women like me who weren't as lucky to stumble upon the kind of people and support I'd encountered.

I'm grateful for where I am today. But one question has remained. What can I do to help others avoid the alienation and uncertainty that I felt growing up? How can I help those trying to navigate their professional lives? To me, the answer was a career in HR. I decided that I needed to have a seat at that table where I could influence organizational leaders. I needed to be part of the decisions that affected all employees.

Today, I'm in the unique position of knowing how it feels to be an outsider, but also what it takes to feel included. The research on the value of diversity and inclusion speaks for itself. If we want to stay ahead of the curve and fruitfully grow our organizations, we need diverse underrepresented talent. It can feel like a daunting task, but organizational leaders have the opportunity to champion initiatives that will make a difference. I hope this book will inspire you to take on the challenge without feeling overwhelmed by it.