Navigating The Corporate World as a Woman of Colour with Rosy Madian

For many women and people of colour, the corporate world is not a level playing field. Navigating the corporate world for women of colour often poses various forms of challenges, such as discrimination, bias, stereotypes, microaggressions, ‘mansplaining’ and glass ceilings that limit career advancement and recognition.

With more than six years of experience as a legal professional in a global law firm, I have encountered several kinds of challenges myself as a woman of colour. These challenges can affect not only my personal well-being, but also my credibility, authority and influence in a field that is still dominated by men. For me, one of the biggest challenges has been dealing with impostor syndrome, which is the feeling of being inadequate, fraudulent or undeserving of my achievements, despite having the qualifications, experience and skills. I often doubted myself and my abilities, especially when I was the only or one of the few women in a room, project, or leadership position. I felt like I had to constantly work harder, prove myself and avoid any mistakes, or else I would confirm the negative assumptions of others.

However, I came to learn that these challenges are not insurmountable. It is crucial for women of colour to find effective ways to overcome these challenges in order to thrive in the corporate world. In the following section, I’ll discuss some strategies that work for me personally and I hope they may be useful for other women of colour that experience similar challenges in the corporate world.

Challenge stereotypes and biases

Stereotypes and biases can undermine a woman's sense of belonging and respect in the workplace. This can be a source of frustration and discomfort, but we should not let it deter us from pursuing our goals and aspirations. To counteract and defy biases and stereotypes, we need to demonstrate our worth, confidence and competence at work. We need to express our voice, question unjust or false impressions or assumptions and speak up against microaggressions, harassment, or discrimination when we face them. Further, as women of colour, we can also educate ourselves and others about the sources and ways of overcoming stereotypes and biases to create a more inclusive, fair and respectful culture and environment in the workplace.

I know this is not always easy to do (even after six years of experience, I still struggle with it), but I try to follow this approach by developing and showcasing my expertise and value in my practice area, as well as seeking recognition and visibility for my contributions. Additionally, I always find it important to work on my self-confidence, self-compassion, and celebrate every accomplishment, no matter how insignificant it may seem.

Embrace our diversity and authenticity

Women of colour have a lot to offer in the workplace, not only in terms of their skills and expertise, but also in terms of their diversity and authenticity. Diversity and authenticity are not only important aspects of personal and professional identity, but also powerful assets in the workplace. Diversity refers to the variety of perspectives, experiences and backgrounds that women of colour bring to the table. Authenticity refers to the expression of one's true self, values, and goals, which can foster trust and engagement among colleagues and stakeholders. By embracing and leveraging our diversity and authenticity, we can contribute to the success and sustainability of our workplaces, as well as to our own personal and professional growth. Our diverse and valuable perspectives and experiences can help address challenges and serve diverse customers, stakeholders and communities.

One of the common stereotypes about women is that we tend to be more emotional compared to men, and there is a negative connotation to that–implying that being emotional is a weakness. I have always believed that being emotional is an asset. Embracing our emotions means being able to connect with our own feelings and those of others, which can help us understand different perspectives, build trust and rapport, and influence positive outcomes. Further, emotional intelligence can be a powerful tool to persuade our audience by appealing to their values and interests. I have seen how my emotional skills have enabled me to communicate clearly, collaborate effectively and adapt to change in various situations.

Build a diverse and supportive network

As women of colour, we often face various challenges in the workplace, however, we do not need to face these challenges alone. Therefore, it is important for us to seek and build a diverse and supportive network of peers, mentors, sponsors and advocates who can offer us various forms of support and guidance. We can benefit from a powerful network that helps us manage the complexity and dynamism of our work environment and provides us with advice, feedback and encouragement, as well as information and opportunities that can enable us to attain our goals and overcome barriers. We can also leverage our network to showcase our skills and contributions as well as amplify our voices.

Personally, I have found that finding mentors and sponsors who can provide feedback and advice, enhance my visibility, and help me navigate the corporate world has been key to my personal and professional development as a lawyer. Further, having a women's network in my workplace has been helpful as it provides a safe platform for us to share and discuss topics or issues, as well as share our experiences in the male-dominated legal industry. This network helps foster a sense of belonging, solidarity and empowerment among the women in my workplace.

In conclusion, despite the various challenges that women of colour may face in the corporate world, I personally see them as opportunities to recognise and leverage our valuable perspectives, skills and experiences, and to use them as assets in our professional and personal development.

Written by : Rosy Madian

Edited by: Emma Reinecke

Navigating the Twenties Ms Zinhle Novazi

About the Author Rosy Madian :

Rosy Madian is an Indonesian lawyer with expertise in foreign direct investment, mergers & acquisitions, and general corporate law. Armed with a Bachelor of Law (S.H.) degree from the prestigious University of Indonesia, Rosy further honed her legal acumen by obtaining an LL.M. from Queen Mary University of London. With her comprehensive understanding of legal intricacies and her commitment to excellence, Rosy navigates complex legal landscapes with finesse, providing invaluable counsel to her clients and earning recognition as a trusted authority in her field.

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