How Identity Has Influenced a Consultant at Media Consulting Company's Career
Aisha, a consultant, highlights the importance of a two-way street in company selection, noting a previous role's lack of senior Asian women as a "red flag," alongside low employee resource group engagement. The ideal workplace, Aisha emphasizes, fosters belonging, actively promotes inclusion ("walk[ing] the talk"), and provides supportive mentorship, making this a crucial aspect of career navigation.
Career Development, Workplace Diversity, Leadership, Mentorship, Company Culture
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Aisha Han
Consultant
Media Consulting Company
Carnegie Mellon University
MBA
Economics, International Relations & Affairs
Arts, Entertainment & Media, Consulting & Related Professional Services
Consulting
Honors Student, Scholarship Recipient, Immigrant
Video Highlights
1. The importance of a two-way street in company selection: Aisha emphasizes that choosing a company is a mutual process; companies assess candidates, and candidates assess companies. Students should actively evaluate company culture and values.
2. Identifying red flags in company culture: Aisha highlights several red flags, such as a lack of diversity in leadership, high turnover rates in diversity and inclusion roles, and low employee resource group engagement. Students should look for active ERGs and leadership that truly supports diversity and inclusion.
3. The value of sponsorship and mentorship: Aisha notes that progressive and inclusive companies offer valuable sponsors and mentors. Students should consider how a company's culture may support career development and advancement opportunities through mentorship and sponsorship programs.
Transcript
And someone who identifies as an Asian woman, has that impacted how you navigate throughout your career?
Companies are looking at you too, to see if you're the right fit. It's a two-way street.
When I worked at Amazon, I realized there were no people of color as senior partners in that global firm, which had offices in Europe and America. There were also no women partners.
Other red flags included a high turnover rate for their director of diversity and inclusion. Employee Resource Group engagement, like "Women at Amazon," wasn't as high as I expected, especially compared to my last firm.
If you're looking for belonging, make sure the ERGs are active and that there are conversations around it. The culture of that conversation should be easy-going, creating a psychologically safe environment to work in.
See if they "walk the talk." Is there leadership representation, or are they just doing it for appearances because of the political climate? If there aren't many Asian women in leadership, is leadership receptive to your career development to become a partner, or are they putting obstacles in your way?
If they are, it's not the company to work at, no matter how much you get paid. You need to look out for yourself. Choosing the right company to work for is equally as important as compensation or career development aspects.
Another advantage of working at a progressive, inclusive company is having sponsors and mentors who look out for you and support you as you advance.