Event Summary: The burden of being the only one in the room

By Ilka José.

Reading time: three minutes

Walking into a room where every face is a reminder that you are the anomaly, the one who stands out not because of your talents or ideas, but because of your race and gender, is something that a lot of people of colour working in the corporate sector can relate to. It is a room filled with invisible barriers, where your every move is scrutinised and your voice, often, is the lone echo of diversity. This is the reality for many people of colour and women in spaces dominated by uniformity. The feeling of being the only one in the room is more than just uncomfortable; it is a saddening reminder of the persistent gaps in representation and the urgent need for inclusivity in corporate sectors.

Read this article to learn why cultural competence is important in the legal profession: https://thestudentlawyer.com/2024/03/30/the-importance-of-cultural-competence/

Encircle Mentoring recently hosted a Q&A webinar with speakers such as Tongai Kunorubwe and Kassie Siwo-Gasaand Batsi Kashora, sharing strategies on how to navigate being the only one in the room and how to use this to your advantage.

Advocate for yourself

Trying to be the perfect representative often leads to imposter syndrome, thus affecting our performance and career growth, especially when there is a lack of relatable roles models at our respective workplaces. Do we step back, or do we armour ourselves? Siwo-Gasa believes that no one can advocate better for you, than you. By voicing your ideas, accomplishments, and aspirations, you ensure that your contributions are noticed by supervisors and decision-makers. This visibility can lead to recognition, promotions, and new opportunities.

Seniors can sometimes say something that is inadvertently taken out of line, advocating for your needs, whether it is about workload, work-life balance, or professional development, is key to maintaining your mental and physical well-being. Open communication encourages a culture of transparency and trust, which is foundational for effective teamwork and collaboration.

Read this article to find out how D&I issues can affect the legal profession: https://thestudentlawyer.com/2024/01/03/lets-talk-about-diversity-in-law/

Navigating the Legal Sector as a Minority

Being the only person in the room in the legal sector is a multifaceted experience that involves navigating isolation, representing your demographic, and advocating for inclusion, all while striving to excel in your career. It requires resilience, adaptability, and a dedicated support network. While the challenges are significant, so too are the opportunities to influence change and to pave the way for future generations of diverse legal professionals. By sharing our stories and advocating for a more inclusive legal environment, we can work towards a future where no one has to feel isolated again.

Read this article to find out about firms setting the standard for inclusion in the workplace: https://thestudentlawyer.com/2024/05/28/embracing-diversity-setting-the-standard-for-inclusion-in-the-workplace/

The legal profession has its fair share of diversity and inclusion (D&I) issues, although initiatives are in place to improve diversity, promote inclusion and tackle discrimination in the sector, by employing more women, people from a diverse background and those who come from a social mobility background.

 Read more on this topic:

• https://www.bbc.com/worklife/article/20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work
• https://www.prospects.ac.uk/careers-advice/getting-a-job/diversity-in-the-workplace
• https://www.prospects.ac.uk/jobs-and-work-experience/job-sectors/law-sector/diversity-in-the-legal-profession
• https://www.bbc.co.uk/news/business-56172775

What can companies and colleagues do to support those who find themselves being the ‘only one’ in the room?

• Provide a healthy work environment, especially for their diverse employees.

• Celebrate diversity by recognising the achievements and contributions of underrepresented employees.

• Implement diverse hiring practices to ensure a broader range of candidates is considered for roles.

• Conduct regular diversity, equity, and inclusion training for all employees, focusing on unconscious bias, cultural competency, and inclusive behaviours.

• Encourage open discussions about D&I, where employees can share their experiences within the company without fear of retaliation, and how they would like their employer to go about preventing this.

Read this article to find out why diversity in law firms remains a key issue: https://thestudentlawyer.com/2024/01/02/are-law-firms-truly-embracing-diversity/