Creating Your Future Your Ambition With Inclusive Role Models [Interview with Rashada Harry]

Today I’m speaking with Rashada Harry. Rashada is the Co Founder of social enterprise Your Future Your Ambition, She has been recognised as a Rising Star in Technology by We are the City and a Future Leader by EMPower. Rashada works for Vodafone and previously worked at Cisco.

Rashada has an enthusiastic and contagious passion for promoting diversity and inclusion in the workplace, she was able to explore this as part of her work in an employee resource group; she really ran with the idea in order to establish an innovative social enterprise in her spare time. This is why I wanted to get her on the show.

In todays show we discuss several things including

  • Your Future Your Ambition, why it is important and necessary
  • The responsibility employee resource groups have to their communities and organisations
  • Social Awareness and why it matters to organisations and much much more

Here’s some of the wisdom that Rashada shared:

Visible Role Models matter to aspiring young talent

Rashada acknowledges that increased diversity in the workplace means an increase in the potential role models for all individuals. However Rashada insists that for aspiring young talent, the importance of seeing visible role models that look like them cannot be understated:

“What you see is what you can be”

The importance of helping others

Sharing knowledge and opportunities is important to Rashada and she explains how she is personally motivated to do so from her work with employee resource groups within organisations to her work with Your Future Your Ambition outside of the workplace. Rashada shares one of her personal mantras that demonstrates her values regarding supporting others:

“I have two hands, one to help myself and one to help someone else”

Our individual potential for legacy

Rashada believes in lasting change and explains how as individuals we have the potential to create our own legacies through our activities in our personal life as well as in the workplace. Rashada explains that our actions may influence others without our knowledge.

“You’re the legacy that helps that next person and you never know who you’re inspiring”

SHOW SUMMARY SLIDES

If you want a quick snapshot of what the episode is about I’ve created some slides that you may find interesting

THE KEY TAKEAWAY

Things don’t stop and start with you

Show notes

Here are some selected links to for the resources and reports I discuss in the episode.

Your Future, Your Ambition

Your Future, Your Ambition Facebook

Your Future Your Ambition Twitter

Your Future, Your Ambition Instagram

Rashada Harry Twitter

Rashada Harry Instagram

Rashada Harry Linkedin

We are the City Rising Star in Technology

EMPower Future Leaders

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences