‘In Focus’ – An Interview with Sowmya Rajasekaran
Sowmya Rajasekaran (She/Her) is the founder of #BuildUpWomen and #BuildUp Series. She is also a Policy Officer at ESDC Employment and Social Development Canada.
Sowmya is a champion and outspoken advocate for inclusion and women's empowerment with a focus on social impact. For her, community and connections are vital – an integral part of her work, and the inspiration behind the #BuildUp Series.
Sowmya Rajasekaran | Founder & Policy Officer
“It’s clear to me that I am where I am today because of the incredible people who encouraged the space to be created. Those who listened, validated, and supported me through partnerships and sponsorships.”
Tell us about yourself and your work.
When the COVID-19 pandemic hit home in March 2020, our world and the way we navigate it shattered and changed. I began reaching out to people in my community as a way to check-in and connect. It was these conservations that inspired me to launch #BuildUpWomen, followed by the #BuildUp Series.
The Series is an online community created to inspire, educate, share, support, and engage during and post COVID-19. The Series brings forth crucial discussions on key subject matters such as mental health, pregnancy loss, accessibility, gender-inclusive recovery, and more. The Series featured important figures in our community: disruptors, change-makers, influencers, advocates and leaders across Canada, all with a core focus on diversity and inclusion.
It’s clear to me that I am where I am today because of the incredible people who encouraged the space to be created. Those who listened, validated, and supported me through partnerships and sponsorships. Without this support, the Series may have never happened.
What are some of the challenges or barriers you have faced, and continue to face in your industry as a racialized woman of colour?
One of the biggest challenges I have faced is a lack of representation. It’s hard to imagine yourself as part of something without adequate representation. Another challenge is genuine and intentional practices towards inclusion. In most of my experiences, I have seen far too many practices towards inclusion simply be about ticking boxes.
Despite there being a lot of noise around allyship and EDI initiatives, I feel that a lot of this work comes across as performative. Real change I think can only happen with intentionality. One of the challenges we face when we work in EDI, is deciphering through the noise, and then finding meaningful ways to create inclusive practices.
“Despite there being a lot of noise around allyship and EDI initiatives, I feel that a lot of this work comes across as performative. Real change I think can only happen with intentionality.”
What are some tools, resources, strategies, and approaches you use to cope with these challenges?
My journey has involved a lot of self-discovery that has led me to where I am today, where I can advocate for myself in the face of micro-aggressions, racism, sexism, and discrimination. Sometimes we are our harshest critic, and often we seek perfection. What helped me was learning to embrace the so-called “failures” as part of my journey towards learning.
One of my main strategies in the face of systemic racism has been to prioritize self-care. I turn to journaling as a way to check in with myself. I find journaling allows me to process my thoughts and emotions. I also focus on breath work as a practice and method to help me ignore the noise and instead guide me to stay present with myself.
What advice would you give to younger women of colour in your industry?
My biggest advice would be to not stay quiet. I would tell my younger self to voice your opinions and thoughts. I would tell her that her voice matters. It’s so important to build your community and support system with other women of colour and allies. I say this because we often feel alone and isolated in our experiences. It is vital to our mental and professional health to stay connected with each other and to validate one another’s experiences; to realize we’re not alone. Having a support system means we can take turns lifting each other up, advocating for each other, and breaking down barriers together.
How do you see the future of workplaces for women of colour?
It’s 2024, and as much as I would like to say progress is night and day, in reality, there is so much change that needs to happen. There is still so much work to be done to ensure that as women of colour, we continue to empower, support, lift, and advocate for each other. We know women of colour are still seeking equity and inclusion on so many fronts: representation in the workplace, pay equity, promotions, adequate mentorship, and much more. We know the system isn’t built with us in mind, and this needs to change. We’ve got to keep going, amplify one another’s voices and hold space for one another.