How Identity Has Influenced a Chief of Staff's Career at Microsoft
Sonia, a second-generation Indian American, attributes much of their career navigation to overcoming perceptions that their success was due to affirmative action rather than merit, fighting the "stigma and that perception" that they only obtained roles due to their identity. This experience shaped their leadership style, emphasizing a commitment to diverse teams where every member's position is earned through "hard work, intelligence, and [being] awesome in their job," fostering open dialogue about cultural differences and unconscious biases.
Overcoming Challenges, Leadership, Diversity and Inclusion, Imposter Syndrome, Mentorship
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Sonia Dara
Chief of Staff
Microsoft
Harvard
N/A
Economics
Technology, Advertising, Communications & Marketing
Communication and Marketing
Honors Student, Took Out Loans
Video Highlights
1. Sonia's parents immigrated to the US in the 1980s, emphasizing education and career success, which influenced her strong work ethic.
2. Sonia faced challenges due to stereotypes and assumptions about her career advancement based on her identity as an Indian American female, highlighting the importance of meritocracy.
3. Sonia actively combats bias and promotes diversity, advocating for inclusive practices and creating a work environment where individuals are valued for their skills and contributions. She emphasizes the importance of open discussions on cultural differences and unconscious biases
Transcript
As an Indian American female, how has that impacted how you've navigated your career?
I am a second-generation Indian American. My parents immigrated here in the eighties, and I was born in the U.S.
There was always a focus on studies, excelling, and getting a great job. I did that and worked my butt off to achieve it. However, there were many perceptions that I only got that job because I'm a woman and they needed a diversity and inclusion mark, or that I only got it because I'm Indian.
It was really hard fighting that stigma and perception. People assumed that was potentially why I got a role, and not because of my merit, hard work, and intelligence.
That has been a challenge, and I've decided to continue fighting that perception. I want to ensure everyone earns their spot in a role. We absolutely prioritize diverse teams, and everyone who gets a role is the best person for that role, regardless of background.
This is how I've been navigating and how I try to lead my team. We aim to be open and work with empathy, addressing our unconscious biases. This ensures every person on the team is there because they've worked hard, are intelligent, and are excellent at their job.
I also focus on being open in discussing these topics to help people feel comfortable having cultural conversations. This has been important in how I've navigated my career and how I continue to grow it.