B&T has partnered with Smelly Lunch Stories to amplify stories of culturally diverse talent who have risen to the top. Even though a third of those starting out in the industry are from ethnic minority backgrounds, only 12 per cent rise to the C-Suite, and we hope these stories inspire the next generation.
In this column, Hatched director Berlian Ayudya, an Indonesian national who moved to Australia as a child, shares her Smelly Lunch Story.
1. Tell us about yourself in one sentence.
I’m truly fascinated by people and am a connector at heart (this can sometimes result in some very interesting conversations with Uber drivers). Oh, I’m also a huge feeder.
2. What’s the “smelliest” lunch dish you’ll proudly defend forever?
Anything with terasi (shrimp paste), hands down. We use it a lot in Indonesian cuisine and it makes food taste 1000x better.
3. What did your parents actually want you to do when you were growing up…and do they understand what you do now?
I never really had the pressure to go down a specific career route, but I was always told that whatever I wanted to do, I had to do it well.
I think my mum understands now but when I first started in advertising, she thought I worked for an electronics brand because I once featured in one of their social posts (that the agency I worked at created…lol).
4. Please tell us your Smelly Lunch story.
The act of code switching has been something I’ve had to navigate throughout my life and especially when I started my career.
For me, it was a behavioural necessity, which ultimately stemmed from the need to assimilate, to make others around me comfortable or to be accepted. Many people experience this, but people from marginalised backgrounds are often the ones who practice it the most, especially in settings with a lack of diversity or inclusivity.
While I don’t deny the heavy mental load it carries, the older I get and the more I embrace my individuality, I now see a sliver of upside that years of code switching has taught me – adaptability and a strong ability to relate to others, without losing my sense of self in the process.
I consider these traits a huge strength, especially when I’m in unfamiliar environments
5. Was there ever a moment when you felt different or like an outsider because of your cultural or ethnic background? How did that make you feel?
Being born overseas and growing up in a non “Australian” household means that a lot of true-blue references are lost on me. In the moment it can feel a bit awkward, but I’ve found there’s power in saying “I haven’t heard of that, tell me more!”.
6. If you were stuck on a desert island, what one piece of media (book, podcast, film, album) would you take with you?
I’d take a YouTube playlist of NPR’s Tiny Desk concerts. The diversity of artists they feature will not only keep me entertained for days, but also sane while I attempt to start a fire with sticks.
7. Who opened a door for you, and who have you opened one for since?
My current boss Danni Dimitri has been a huge champion of my strengths and growth these last two years, always encouraging me to put myself out there which has resulted in a lot of wonderful career-altering experiences.
She’s inspired me to do the same for people I manage and my peers too.
8. How does your cultural background influence the way you approach your role?
While I’m not naturally a contrarian, my cultural upbringing has helped me examine things in a slightly different lens, beyond the status-quo.
It also makes me very open to receiving different points of views that add colour to the work, often resulting in some golden nuggets of inspiration.
9. What advice would you give to someone starting out who feels like they don’t fit in?
Fitting in is overrated. Add your own flair to everything you do, it’s what makes you and your work interesting.
10. What do you wish more people understood about cultural diversity and why do you believe it’s important in leadership teams?
It takes hard work, intention and sometimes tough conversations to embrace a thriving and diverse team.
Before you celebrate diversity, you must be willing to unlearn things that may have been “acceptable” in the past (without crying “damn political correctness!”).
Leaders should always approach things with an open mind and understand that a different point of view is an opportunity to learn something new.
11. What is one thing you think our industry can do to drive greater representation in leadership teams?
When platforming a topic or people (especially at conferences), always critically ask, “is this truly reflective of the culture and society we live in today?”.
Check out recent Smelly Lunch Stories: Andie Potter, Marcelle Hoyek
If you have a Smelly Lunch Story you would like to share, please email: [email protected]
