July 26, 2020
I was part of a rotational program. I knew I would be promoted within 2 years b/c I would graduate from the program. The two women above me went from specialist to analyst, and then ended up to consultant. I had to self-advocate, get client feedback, get feedback from senior members on the team, build a business case for myself to be promoted, and then go to the manager to ask how to get promoted in a year and pay raise. I would take the BD rubric, highlight the skills I was good at, and put in sound bites from my feedback to basically dummy-proof it for my manager to make a compelling case to get promoted.
My team is specifically 40 ppl with a diff culture than the whole firm, AON. I was one of 4 Indian ppl, 10 Asian ppl on the entire floor and that was ATL, which is a diverse place. There is a good number of women because it's the healthcare field. I doesn't feel ostracized, but I'm an outspoken advocate for D&I especially with recruiting.
I am an ally member of the Black Professionals Network nationally. I have had great mentors who don't look like me, including white males who are helpful because they know how it works. I originally wanted ppl who looked like me, but I learned it was very helpful to have ppl who don't look like you either.
My team has very healthy work-life balance, and they're very conscious of burnout. When I got close to burning out, I spoke up and took a mental health day and then my team adjusted my workload within a week. I can be herself at work.
D&I programs can be more effective. We don't have a group of ppl whose sole job is to improve diversity, the ppl who do it (like myself) are on their own time because they care about it. It's almost like an afterthought after I finish my client work.