As a 2021 Empower Top 100 Ethnic Minority Executive, professional speaker, data leader, Founder/CEO of True Change and My Skin My Story, we caught up with Sathya Bala to discuss how building relationships, storytelling and data are key to advancing racial equity.
Sathya is fuelled by a commitment to diversity, equity and inclusion and has navigated the corporate world in Retail, Luxury, Professional Services and Banking. She’s now a role model for anyone who does not see themselves in positions of influence at work or in society.
Beyond being the business owner of True Change, Sathya is the founder of the My Skin My Story community. Her lived experience as a Woman of Colour has been a driving force in creating her mission to push forward diversity, equity and inclusion for all.
My Skin My Story is one of her passion projects where she volunteers her time and platform to uplift Women of Colour, as she knows from first-hand experience this is a community not often championed or given the spotlight.
We’re so grateful to chat with you, Sathya; thanks for being part of our IMPACT 365 campaign. Let’s dive in.
What does creating an anti-racist culture mean to you?
To me, it is personal; it is core to my professional and life purpose, as racism directly affects me and the people closest to me.
Creating an anti-racist culture means breaking down barriers and building up spaces, systems, societies where People of Colour are allowed to thrive.
Building an anti-racist culture also cannot be done in a vacuum. Race intersects with so many other ‘isms’. Therefore truly anti-racist cultures are healthy and prosperous for the most intersectional and marginalised of identities.
We must look at anti-racism and how we are helping People of Colour who are also women, trans, differently abled, neurodiverse, queer, working-class and so on.
Why do you think organisations must invest in creating long-lasting, significant change to advance racial equity?
Firstly, the global majority is People of Colour. I have to remind myself of that every now and then. Organisations based anywhere rely on a globally connected society of customers, employees, suppliers and future talent. This is not just the right thing to do; it is a business imperative, a non-negotiable. Just like companies became obsolete who didn’t accept the digital revolution, the same will happen if they do not recognise the anti-racist and equity movement happening right now.
“Organisations based anywhere rely on a globally connected society of customers, employees, suppliers and future talent. This is not just the right thing to do; it is a business imperative, a non-negotiable.”
In a world where most of us are shades of Brown, it doesn’t make sense to uphold systems which benefit only a few. Racial equity benefits us all, White people, too. Customers look like all parts of our society.
Why do you think so many organisations are struggling to improve racial inclusion?
We are all on a journey to this because, let’s be honest, race was a taboo subject not that long ago. People still struggle with the desire not to make a mistake, which wrongly outweighs the desire to address racism. But I get it; I believe the struggle is organisations not knowing how to move beyond talking to taking action. Having worked in risk, audit, strategy and data governance across large organisations, I understand how change works. Racial equity needs to be treated like any transformation.
“We cannot drive positive lasting change if we do not talk about the issue, uncover truths, interrogate the root cause, invest in solutions and measure progress. Data and stories are critical ingredients.”
Have you ever had an “AHA!” learning moment while working on racial equity? What was it?
That moment came in running My Skin My Story, a global community I launched in June 2020, which connects, empowers and elevates Women of Colour. I realised the power of storytelling and amplifying under-represented communities in speeding up change. I am impatient for change.
“I have realised that People and Women of Colour are out there, ready to lead change, but they need visibility, opportunity and backing from those in power.”
Women of Colour need to share their stories so we can drive momentum in speaking up, challenging the status quo and taking up influential seats at all the decision-making tables. Ripple effects can be huge if we shine a light on the communities we try to uplift.
What efforts have been made individually and collectively by the leadership team within your organisation to understand what Black and other racially marginalised employees experience at work?
I launched the My Skin My Story community, where I could not see sufficient change happening. So I created the space myself to lead change from the front. I used my lived experience as a Woman of Colour to ensure solutions are by the community for the community.
I have found it critical to build relationships with People of Colour wherever possible. As a leader, I purposely champion those coming up behind me. I've sponsored inclusion initiatives, become a mentor for Women in Tech India, and speak about equity and my story at events. I also continue to educate myself on the experiences I don't fully understand.
“As a leader, I purposely champion those coming up behind me.”
It all comes down to the amount of effort leadership are willing to put in, personally and professionally. Through my data and DEI business, TrueChange, I work with organisations to understand inequities, listen to colleagues' stories, and act on them. Once racial barriers become known, a lack of action is the quickest way to lose trust.
What is the importance of data to your organisation when advancing racial equity in the workplace? And what are you currently measuring?
I have worked in data governance for many years, which is how I came to run a business and community about equity. So I know first hand the role of data in building equity and measuring progress. It is about prioritising your key success outcomes based on where the most significant inequities are—then coming up with measures specific to those.
So, if you are not retaining People of Colour due to a lack of promotions, investigate that. Do a pulse survey, listening groups, and look at external studies that shed light on the issue. Where is the root cause? Is it a lack of sponsorship? Is it a lack of transparency of openings? Do you need a diverse slate approach to promotions, not just hires? Again, measuring pre- and post-initiatives is vital.
“Game changers are when leaders champion resourced and funded activities. Change will never stick if it’s reliant on volunteers doing tasks on the side of their desks with no budget.”
To give you an idea of racial equity measures, it can be about employees, candidates, suppliers and customers. If you are starting with employees, do you have a plan to look at those other areas? Measures tend to be around either diversity/demographics, inclusion sentiment/feeling or process lifecycle. How do you connect those data points to dig into issues and track success? e.g. connecting supplier demographics with tender and onboarding process. But it always comes back to what does success look like? So define that first, then design your data measures in line with that.
Are there any anti-racism, inclusion or well-being policies/practices you’ve heard other organisations are implementing that you think are game-changers?
To me, the game changers are when leaders champion resourced and funded activities. Change will never stick if it’s reliant on volunteers doing tasks on the side of their desks with no budget. Or if it is not transparent, even when progress is not linear.
I love seeing examples where leaders are open about anti-racist and equity-based goals that are now part of their performance measurement. That shows they have skin in the game.
I’ve seen an organisation commit to publishing all leadership openings externally, which shines a light on how so many future leaders are tapped on the shoulder, which freezes a lot of People of Colour out.
“I’ve seen an organisation commit to publishing all leadership openings externally, which shines a light on how so many future leaders are tapped on the shoulder, which freezes a lot of People of Colour out.”
In addition, I’m starting to see a handful of organisations publish intersectional data, like demographics and targets for race and gender, which shows nuance and accurate understanding of the issue.
Most of all, cross-company mobilisation is powerful, e.g. aviation industry gender targets, membership bodies benchmarking equity across several companies, 15% pledge in fashion to increase stock from Black-owned brands, to name a few.
What is one piece of practical advice you would give to someone starting to think about how to tackle racial equity?
Find the personal hook that makes this something you are committed to, whether it is the business angle, human rights, or connection to family, friends or colleagues. Racial equity requires personal and professional work, and it is a long game. So find what gets you fired up and find a couple of trusted people who are fired up, too, so you can push each other along.
Is there anything else you would like to share?
For Women of Colour or allies who want to find out more about My Skin My Story, attend events and support our cause, you can find out more here.
Thanks, Sathya for sharing your voice with us and for highlighting how data-backed action is key to effectively tackling racial inequity.
