This week’s Women in Business Spotlight features Melissa Obleada (she/they), Diversity & Inclusion Program Manager at HubSpot. Melissa graduated from Emerson College with a B.S. in Marketing Communication. She started her professional career as an Employment Brand Specialist at HubSpot, where she scaled the culture through visual content creation and branding. They flourished in this position, managing several different diversity & inclusion (D&I) programs, and created new ones. In 2016, Melissa started the LGBTQ+ Alliance and co-founded the People of Color Alliance (POCaH), both essential employee resource groups that have paved the path for inclusion at the firm. Her work has excelled HubSpot’s ranking as one of the Best Companies to Work for Diversity, Women, and Company Culture. Melissa was the D&I Program Manager at HubSpot for nearly three years, but most recently has transitioned into a more technical role as an Associate UX Designer within the organization.
Read more about our conversation on disentangling the meaning of D&I, promoting racial and gender equality, and the misconceptions of a ‘linear’ career trajectory.
September 3, 2020, 11 am EDT
Written by Sarah Chu
D&I in the Workplace
SC: Many companies focus on the diversity metric, but fail on its promises of inclusion. How do we marry these two ideas together?
MO: Diversity without inclusion is like filling a bucket with a hole on the bottom. Think of diversity as a talent pipeline. If there’s a hole in the bucket (i.e. toxic work environment), the water begins to leak (i.e. POC employees will eventually leave the company). People who identify as a woman, queer, non-binary, et cetera, will feel unwelcome, and will look for a company that makes them feel safe and included.
SC: This is a profoundly important point. Diversity is not the same as inclusion. How does D&I impact the workplace?
MO: A non-inclusive workplace does not only affect the demographics of the workplace, but also the work that is done. If you’re missing voices at the table, firms miss components that allow them to connect with a diverse consumer base.
SC: So, companies should look at diversity metrics, but also analyze retention rates as well?
MO: Absolutely — companies can check a box on diversity percentages, however, if these employees don’t stay, it doesn’t matter.
Promoting Equality
SC: How can people promote equality and inclusion in the workplace?
MO: Great question. It’s important for me to find ways to share that I am queer, of Asian descent, support women’s equality, et cetera. This can happen through both verbal and non-verbal communication. For instance, I have several stickers on my laptop that signal I am an advocate for inclusion, and a part of the LGBTQIA+ community.
SC: That’s an awesome idea! So expressing ways through internal and external communications is a great way to show support for marginalized communities.
MO: Yes, exactly. I encourage folks to add their pronouns to their Slack profiles, e-mail signatures, and Linkedin bios because it shows people that is something you are aware of. It may not mean as much to a cisgender person, but it may matter a lot to a non-binary person.
SC: I understand — I had the privilege to go to a women’s college that acknowledges and supports non-binary folks, but not everyone does. What other tricks can we support inclusion in the workplace?
MO: Two points: first, educate yourself as much as you can. It is not a woman’s or a BIPOC’s responsibility to educate you on what their experiences are like. There are so many resources out there, and people should not put that burden onto them. Train yourself to use gender neutral language — for example, ask your colleague about their ‘partner’ instead of their ‘spouse.’
Second, follow a diverse range of people on social media. Studies show that diversifying the content you consume helps you become a more empathetic and informed person.
From D&I to UX Design
SC: I’d love to hear more about your transition into the more technical role at HubSpot.
MO: From furniture design to graphic design, I’ve always been interested in design. I am lucky to be a part of an organization that supports professional development. Each year, I’ve used our education reimbursement program to learn more about design. My colleagues are also extremely talented, and I’ve been able to learn from them as well.
SC: That’s awesome that HubSpot supports your professional development that is distinct from your D&I experience. Do you have any tips for people that are interested in making a huge leap into a completely different career?
MO: Not to sound too cliché, but anything is possible. Talk to professionals that have positions you are interested in pursuing. Ask interesting questions. Aside from the generic questions you find on Google, come up with thoughtful, personalized questions to ask them that will make you stand out.
SC: This may be obvious to some, but what does a ‘thoughtful conversation’ like?
MO: Make it clear to the informational interviewee that you have done your research both about them and the space they’re working in before you reach out. I often have conversations with folks who ask questions that don’t go beyond the surface level. Going into an informational interview, it’s important to reflect on how you can communicate who you are and what you want from the conversation, and then tailor your questions to the person you’re speaking with.
SC: This was a really informative conversation Melissa, thank you so much! Best of luck in your transition as a UX Designer, and I hope to chat with you soon.