Diversity, Inclusion, & Equity in Professional Growth
Diversity, inclusion, and equity in professional growth: a conversation with ayan jama
Many Muslim women are preparing to reset their professional lives with the new year approaching. With vaccine news still bubbling, it may be too soon to say that the country’s job market has found its footing; however, it should not stop MWPs from carefully and strategically building their careers.
As MWPs, there’s more to a job’s perks than an impressive salary or great benefits. If our workplace is not one where we feel welcomed, where we feel we belong, it can take a heavy toll on our professional growth, and more importantly, our mental health. Diversity and Inclusion (D&I) are crucial to fostering the environments we and any professional from any background deserves.
So where do we start? This month we spoke to Ayan Jama, a Diversity Initiatives Coordinator, on how she begins with promoting D&I in higher education and how to navigate this job market with a D&I-focus in mind.
December 25, 2020
Tell us about yourself personally and professionally.
I currently work for California State University, Northridge as their Diversity Initiatives Coordinator. I believe the work I do is both professional and personal. In my personal life, I try to be inclusive of other voices, other identities and I’m blessed to be able to do that professionally as well.
How would you define D&I? What’s the difference between the two?
Diversity means having a diverse group of identities, races, ethnicities, sexual orientations, for example. Inclusion, on the other hand, is truly about accepting, welcoming differences. It means making space for those identities, especially ones that have been historically marginalized. You can have a diverse space but still not have inclusion.
Who are you giving leadership to? Whose ideas are you valuing? Along with D&I, there needs to be equity as well. You can’t have D&I without equity. If you provide a program, equity involves creating resources for people who don’t have the same access as others. Like assuming something will work for everyone when it could only work for able bodies, for example. Many colleagues are starting ahead of others. That’s a crucial distinction. Here in California, it’s interesting because we always say we have diversity, but do we really have inclusion and equity?
What brought you into the D&I sphere? What does your work look like?
I enjoy working on policy in higher education. Much of my work in undergrad was in student organizations, also working on policy. That’s where my passion started. I’d work with students on programs like a food pantry to eradicate food insecurity and other advocacy initiatives. Those experiences exposed me to this type of work.
However, what brought me to the D&I field was seeing the lack of diversity in higher education and the need for advocacy and policy reform. I want to make an impact through policy, advocacy, and programming. In my day-to-day routine, there’s so much collaboration in my workspace. I spend my time listening to campus communities and other D&I committees I partner with. I’m in meetings, understanding what is needed for the student population and talking to stakeholders, faculty, and staff.
Ultimately, doing everything I can to create an experience and positive learning experience not only in the classroom. Afterall, in student development theory, it’s actually experiences that create productive, strong, well-rounded professionals out of students and that experience happens both in and outside of the classroom, the activities students engage in.
Why did you choose higher education as your focus?
University and colleges are where professional development starts to happen. Most college students come straight from a K-12 education. And most K-12 education settings are not as diverse, let alone inclusive. Many students are coming from segregated schools, as in segregated through zip codes. Zip codes don’t just segregate resources but of course, color and race. They determine the resources in your school and how you may not get to interact with people outside your own community.
When young people come to college, that’s their chance to interact with people from all walks of life. In fact, in college, some students may feel alienated and further marginalized due to their identities, which will affect their professional development.
So I love working with college students and institutions particularly because you can understand how you can prepare them to be changemakers and have them realize, “Oh, I have been taught to hate other people rather than understand them.” I’m fighting for myself and others to be in those spaces, especially since those spaces aren’t made for me (even if it looks like they are).
I have my own intersectional identities, being Black, Muslim, and a woman. There are so many populations like mine that are also not advocated for. Many growing professionals feel like no one understands their experience. I wanted to be someone who could uplift those voices.
Were there moments in your career or in school life where you realized you were an “other”?
I recently started my job and I am very grateful for my institution and office. I’m working with people who truly embody this kind of work. In my workspace currently, I don’t experience othering currently. Othering happens all the time unfortunately in other spaces, though.
Recently, I attended an event for a different organization where the speaker was talking about wearing the mask. “If you wear the mask and this part of your face is covered?” The subliminal messaging of it seemed to exclude those who wear a hijab and cover, that disease is the only reason part of one’s face would be covered.
In various spaces, there’s putting down your food restrictions, like for a workshop or a corporate lunch. Those who hold the event, more often than not, won’t understand halal options or forget or they only give a veggie option that’s just a side everyone gets anyway, not an actual meal. Many times, I would be the only Muslim and that would always happen.
I do training for anti-racism, inclusivity and development. In them, one of the things I tell folks is that the easiest ways to include someone is food. It seems like a little thing, but these things add up to feeling really excluded.
What do you think we should focus on to promote more D&I for different Muslim professionals in the workplace?
Well, I want to be inclusive of everyone. As Muslims, there’s more nuance to our different experiences that has to be understood better. When people talk about Black identity, there’s certain ideas already in their mind of what that looks like. When we talk about Muslim identity, our minds go to immigrant or more specifically, South Asians and Middle Easterns. We need to really look at the nuances of every identity.
Black identity is not monolithic, for example. There are Black Muslims who have been here for generations and generations, some who are 1st or 2nd generation, etc. There’s so much intersectionality within Black and Black Muslim identity. We can’t cherry-pick what identities to include in our initiatives. We have to understand who we are working with and how we can be more equitable. Making it where anyone can come to you and that’s my goal as I promote D&I in a workplace.
What advice do you have for young Muslim women professionals on entering spaces where they feel excluded, othered, or just different?
Before you even enter a job, I would really ask yourself what you want to do, and what’s the reason behind what you want to do. Then truly pray for what’s best for you and ask Allah (SWT) for that. Not saying to pray for salary, high job title, but pray for what type of work you want to do, what coworkers and supervisor you would like to have, and company culture you want to be part of.
Job titles and salary will come through but channel your energy into praying for your desired workplace, company values and coworkers in your field. There will be times where you think, “I can’t find the right job.” I’ve felt like, “I would’ve been perfect for this position!” and it didn’t work out. But maybe the company culture and environment isn’t what I would’ve wanted. Know that Allah will put you in where you are needed and ask Him for where you would like to be in.
Also, don’t expect to meet every bullet point in the job description. Apply, anyway. If you do all of the above and you still find yourself in a workspace where you feel excluded, talk to your supervisor. I know it feels icky and may feel like you’re complaining, but if we don’t speak up, nothing will change. Not addressing it will mess with your job satisfaction and stress you out. If your supervisor is not open to it, then maybe it’s not the right place for you.
We want to make changes but they take time. So don’t be afraid to speak up and do it professionally with Ihsan (“grace”). You could also talk to someone you trust, a mentor who’s outside the situation. They can give you talking points on how to talk to your supervisor. There’s no one answer, it’s a process. After all that, if your issues aren’t addressed, then maybe it is a sign that Allah (SWT) wants you somewhere else.
As Muslims, what are the top priorities for making us feel included in the general professional sphere?
Well, Muslims aren’t monolithic, as I said. We come with so much intersectionality, too. Companies may assume well, “we’re only going to order halal food” or “oh, let’s provide a prayer space” but that may alienate their Muslim staff who don’t observe prayer or eat halal food. That can unnecessarily create confusion.
The top priorities for Muslims should be to truly establish a precedent for inclusive spaces. If there are so many Muslims there at a workplace, then those perspectives especially need to be heard.
It’s the company’s responsibility to establish an inclusive space to where if an employee asks for something, they’re ready to accommodate. As a company head, they should provide what is asked for. If a company adopts inclusive-minded policies, their staff should not be uncomfortable to ask for a space to pray, or take an hour off on Friday to pray, etc. If companies truly adapt a culture of inclusivity, then this process can be seamless.
Although both are important and policies protect people when inclusivity lacks, however, I think inclusive culture outweighs policy. A company can have a policy but if it’s not inclusive, it can perpetuate alienating folks. This question, it’s hard to say how to make Muslims feel included, because Muslim men and women alone already have different needs. Regardless of identity, companies need to create a culture of inclusivity, acceptance, and equity, too.
Do you have any tips for scoping out jobs to apply for that will value D&I?
If you can, talk to a Black woman who works at that company you’re interested in. If you’re not able to, talk to a woman of color there. Black women experience microaggressions, racism, and anti-blackness and multitudes of issues the most. If you know a Muslim woman who works at the place, talk to them. People with intersectional identities outside the “norm,” talk to them. Talk to anyone else who you trust their judgement, ask about their experiences. If someone is a man or white-passing even, they might not experience the things that you would if you worked there.
Besides company values, also pay attention to the interviewer’s energy. There were times where coming in, I wanted the job, but the way the person was treating me in the interview changed my desire. I had an interview where someone tossed a folder of paperwork to me instead of handing it to me.
I don’t want to be in a place where even that professionalism isn’t there. Set up an informational interview with someone. Pay attention to their employee roster, if it isn’t diverse then that could show you their values and commitment to D&I. Make sure you ask the right questions, talk to the right people and do your research.
As we head into the new year, what goals do you have for yourself in making sure others feel included at your workplace as well?
I think the pandemic taught us more than ever that we need each other. If the importance of community hasn’t been amplified in this pandemic, I don’t know what would. I think the foundation for anything but especially for inclusion is compassion and understanding, at the personal level that is when we put aside realities of workplace policies.
I personally want to work to listen with compassion and an open heart. I think that is the basis for our work. Putting yourself aside for a moment. This goes for understanding your neighbors, classmates and colleagues. Make the intention to include someone and do so with compassion.
