Inclusion matters: Aurora50’s own ‘aha’ moments
Suzanne Locke 14 April 2023
As Aurora50 turns three, we wanted to reflect on what we had learned as a team about
inclusion, the practice of providing equal access to opportunities and resources and of embracing and valuing
diversity. Aurora50’s mission is to create inclusive, thriving GCC workplaces.
Diana Wilde, co-founder of Aurora50
We tend to think of the UAE as an inclusion laggard but my big ‘aha’ in the last 12 months
relates to religion. Religion is a big part of identity. Yet in many parts of the world, it isn’t discussed at
work… and certainly not celebrated.
I am British but left the UK 18 years ago to live in Dubai. Heading up a DEI corporate
training company here in the UAE, I was shocked to discover that
anti-Islamophobia is
now built into the UK’s DEI courses.
In the Emirates, it’s a wonderful thing to feel so free to discuss your beliefs, whatever
your religion. In the UK it feels as if things are going backwards.
The UAE is a tolerant and inclusive country in this regard. Multi-faith communities come
together – for instance, when the leaders of different religions share an Iftar meal. I will never take this for
granted.
Religion is a big part of identity. In the Emirates, it’s a wonderful thing to
feel so free to discuss your beliefs, whatever your religion.
The Aurora50 Dubai team at iftar in 2023 – L-R: Abdul Vasih, Fardeen Veljee, Diana
Wilde, Somaya Hosny, Monika Gujral, Greg Dearden and Ghassan Ezzeddine
Abdul Vasih, graphic designer
I never knew anything about diversity, equity or inclusion before I joined Aurora50.
Now I get how much impact DEI makes in people’s careers, and how important it is for women to
come forward. And I get to see which companies are taking the initiative to improve DEI culture.
I’m also gaining confidence to interact with diverse people at our events – a new experience
for me.
Ghassan Ezzedine, strategic partnership manager
Of course I’ve heard about healthy work cultures, where everyone supports each other. But I
thought they were really just a few fake smiles. So my ‘aha’ has been – inclusive cultures are real.
Since I’ve been working at Aurora50, I’ve truly learned the meaning of inclusion.
Speaking freely with management, being challenged to learn and develop my skills: this
motivates me to come to work. I feel valued, and eager to achieve more and more.
Everyone feels vulnerable – no matter who you are, what experience you have or
what impact you have had.
Greg Dearden, head of content
Here at Aurora50, we have regular contact, conversations and events with some of the UAE’s
most senior and influential people.
I’ve realised they can still have self-doubts or feel that they don’t belong – even as the
board directors and executives of the largest UAE companies. It’s been quite an eye-opener!
My ‘aha’ is that everyone feels vulnerable – no matter who you are, what experience you have
or what impact you have had.
An inclusive culture begins when you encourage vulnerability in the office.
Fardeen Veljee, marketing manager
The power of language has been my ‘aha’. We don’t need to fixate on every word we say. But we
can be more conscious and empathetic about the perception of our words.
For instance, asking how can I be of help?” rather than a vague offer to “let me know if I
can help” makes the world of difference. It makes us an
ally rather than a mere colleague.
I also realised that an inclusive culture begins when you encourage vulnerability in the
office.
If you can be vulnerable,
imposter syndrome is
less likely to creep in. It gives colleagues the opportunity to be an ally. It helps managers understand your
knowledge gaps and help you develop.
But none of this can happen if the culture doesn’t allow for vulnerability.
When we put aside bias, we can express ourselves in a judgement-free
environment.
Monika Gujral, executive assistant
I have worked in the Middle East for over a decade. Although I have heard about DEI, I’ve
never seen any company actively practising it.
At Aurora50, I feel equal to my colleagues. I am empowered to share opinions and ideas
without feeling judged on the basis of my position or gender.
Last week we had to brainstorm strategy ideas. I spoke up without feeling uncomfortable for
even a minute.
When we put aside
bias, we can express
ourselves in a judgement-free environment.
A diverse, equitable and inclusive workplace makes everyone in the work space
feel valued, heard and supported.
Rachel Pereira, intern
I’ve also learned that a diverse, equitable and inclusive workplace makes everyone in the
work space feel valued, heard and supported.
As a third culture kid, I have realised I am very accepting of other cultures and
that I bring unique perspectives and experiences to the table.
Somaya Hosny, strategic partnership manager
When we did a workshop on allyship, it made me realise that often Middle Eastern men make
themselves a ‘big brother’ to a woman. They want to protect her and take decisions based on what they think is
best for her.
An ally allows a woman to take her own decisions then support her. It’s not coming from a bad
place but women often don’t get the support they need, because men in their life act as big brothers rather than
allies. Eventually that means women don’t even allow themselves to take decisions.
I also realised that I am what is known as a third culture kid [a term coined by US
sociologist Ruth Hill Useem in the 1950s for children who spend their formative years in places that are not the
homeland of either parent].
I am Egyptian but raised in Qatar since I was less than a year old and now living in Dubai. I
always thought there was something wrong with me because I didn’t blend at ‘home’. Now I say, “Home is me.”
It made me realise I’m very accepting of other cultures, that the UAE connects people, that
third culture kids are a community in themselves and that I bring unique perspectives and experiences to the
table – which I want to use to have an impact on society.
Belonging is such an important part of inclusion. You can easily feel like a
‘lonely only’.
Suzanne Locke, content strategist
Belonging is such an important part of inclusion (in fact, DEI is often referred to as DEIB)
and that has been my ‘aha’. As a contractor, a part-time worker, a remote worker, you can easily feel like a
‘lonely only’.
I work in several companies. In one job, I’m not on the departmental email list, I don’t have
a photocopier pass and I don’t have access to a meeting room.
I also found out (in my fourth year in the job) that I’m supposed to receive annual feedback
– through an email survey I didn’t know about. And when I try to see the feedback, I don’t even have the access
rights to view the link!
To colleagues or to the company HR, this might feel like ‘just’ an IT issue. Or it might seem
to them that it’s my problem, because I’m a remote worker, or in a different time zone. But it all culminates to
make me feel like I don’t belong.
