Empowering Perspectives: Building a Legacy of Leadership and Allyship with Tanja Carter, Area Manager

When I joined Noodles & Company 4? years ago, I quickly noticed an opportunity for greater representation in our restaurant leadership. At the time, we had just one Hispanic manager, despite several Hispanic team members having been with the company for over 15 years. These individuals were incredibly dedicated, skilled, and passionate, yet many felt they couldn’t move into management roles. This raised a critical question: Why?

I firmly believe that for an organization to thrive, we must surround ourselves with people who not only know how to do the job but also take pride in it. It became clear to me that we needed to foster a culture where every team member, regardless of their background, could see themselves in leadership roles.

One thing I realized early on in my restaurant career is that to be successful, I needed to meet my team on their terms, not just mine. That meant learning Spanish—not only to communicate better but to show my Hispanic team members that I was truly committed to supporting them. I shared my own story with them: I came to this country not knowing a word of English. I couldn’t even go to school until I learned the language, and it was only because someone took the time to teach me that I was able to succeed. I always promised myself that I would pay that kindness forward.

Hispanic team members often expressed that language barriers or administrative aspects of management seemed like obstacles. I encouraged them by saying ?Sí, puedes! At first, they thought I was overly ambitious and even said I wouldn’t last a year. But my response was clear: “You’ve never been told ‘no ‘by me, and I’m not going anywhere. If you want to be a manager with Noodles & Company, that’s exactly what we’re going to do “

One story that particularly stands out is that of a young woman working as a shift leader. She was holding down two jobs because her husband had been sent back to El Salvador to wait for his visa, and he had taken their one-year-old daughter with him. I could see her hard work, and I told her, “Mija, you’re working yourself to death. Become a General Manager. You’re already doing the job without the pay or recognition.” She thought I was crazy, but I could see her potential.

Long story short, she became my GM. I also wrote a letter on her behalf to support her husband’s immigration process. Just three months after her promotion, she received the news that she needed to go to El Salvador for the final steps. I’ll never forget the day her now four-year-old daughter called me and said, “Gracias por ayudar a mi mami. Ya volvemos a casa.” I cried like a baby.

These moments are the real legacy I want to leave behind. It’s not about metrics or accolades— but the lives we change and the barriers we break down together. All these years, I have received far more than I have given. I am truly the blessed one.

Today, I’m proud to share that we have promoted 11 Hispanic leaders within our organization. This transformation didn’t happen overnight; it required commitment, open dialogue, and a willingness to challenge the status quo. As their leader, I made it my mission to ensure no one gets left behind. I wanted my team to know that nothing was impossible. Instead, say I’m possible.

Creating pathways for future Hispanic leaders means fostering an environment where they can confidently say, “I am possible.” I want them to understand that their aspirations are valid and achievable. Together, we’re building a community where diversity is celebrated, and leadership is accessible to all.

As we look ahead, I am committed to continuing this journey. By nurturing talent and advocating for inclusive practices, we are not just changing individual lives but reshaping the future of Noodles & Company. Let’s keep pushing boundaries and inspiring each other, proving that our dreams are within reach, no matter where we come from.