Shahzia Noorally | Jennifer McClure`

On episode 89 of the Impact Makers podcast, I chat with Shahzia Noorally, a Diversity, Equity & Inclusion practitioner, Speaker, and podcast host.

With her dynamic voice, Shahzia is changing the narrative around workplace authority and equity. In our enlightening conversation, she shares her inspiring journey from a place of isolation in her first leadership role, to becoming a passionate advocate for equity within the utilities industry and beyond. Her unique insights are shaped by her experiences as a woman of color, a child of immigrants, and an HR practitioner.

Our conversation takes us through the challenges and biases that persist in traditional leadership and mentorship models, and we also explore the concept of sponsorship, which can create a space for authentic expression, amplifying not just talent but also the voices that often go unheard.

I first met Shahzia when we were both speaking at a DisruptHR Calgary event back in 2019 and have been following her and her work since that time. I find her to be insightful and purposeful, and I really appreciate how she approaches equitable work and workplaces through a lens of possibilities rather than challenges, and a purpose that is rooted in influencing a more just-world.

Outside of her work, Shahzia hosts The Equity Gap podcast, and she leans into community, anchoring her energy towards amplifying Black, Indigenous and women of color to show up in the world, and take up all the space that they desire and deserve.

I think you’ll enjoy learning from Shahzia in our conversation, and I encourage you to share this podcast with others in your network who may benefit from rethinking some of our traditional approaches to Diversity, Equity, and Inclusion in the workplace.

Topics Discussed In Today’s Episode:

The challenges of relying solely on the concept of “diversity of thought” and why demographic representation is vital.
Why current leadership models need rethinking to encourage individual authenticity instead of molding individuals to fit pre-existing molds.
How sponsorship stands apart from traditional mentorship and can be more helpful in addressing systemic barriers faced especially by BIPOC.
Why modern workplaces must adapt to become inclusive, ensuring everyone has equal access to influence, and challenging traditional white male-centric leadership models.
The broader implications related to equity that extend well beyond equal pay.
The importance of optimism in addressing diversity and inclusion challenges with an open mind and proactive attitude.
Why a paradigm shift from a one-size-fits-all approach in HR practices to one that centers the experiences of the most marginalized employees is necessary, and how that can lead to broader benefits for all.