Impact, Identity and Visibility

I recently wrapped the final round of workshops for the ‘Inclusion as a Norm at King's - Leadership, Understanding the issues, Developing individuals, Enacting change’ (INKLUDE) initiative. Designed for women and minoritised groups across the King's community, the INKLUDE to Thrive career development programme is particularly close to my heart, and I thought it would be worth sharing some key takeaways and a peek at content I presented!

When I was invited to co-deliver a session on Impact, Identity and Visibility, I knew I wanted to combine impact theory with lived experience. For many women and colleagues from minoritised backgrounds, academia can often be an uncomfortable space. As a woman from a working-class background, I didn’t always feel like I belonged. Even now, working in a relatively male-dominated environment, there are moments where that sense of “otherness” resurfaces. This has been really challenging, especially as my role relies on my ability to influence positive change and help others to improve the impact of their work. What has helped me consistently across my career, is my confidence in theory-grounded practice, along with the support, validation and experience of people like me. I can still remember the first conversation I had with a fellow student about how to juggle our paid jobs and voluntary internships alongside our Masters degree, or the quiet piece of advice from a colleague about how to convince a room of male Professors to actually listen to what I had to say.

A core message of the Impact, Identity and Visibility session is that impact is rarely a solo pursuit. The change we want to achieve is shaped not only by our own values and identity, but by the systems, networks and relationships around us, and the extent to which they have the power to empower or oppress us.

Beautiful visual minutes from our INKLUDE sessions - credit to Maya from Scriberia

Three takeaways

So, what lessons emerged during these wonderful sessions? Here are my three takeaways:

1. Be strategic about what you say yes to

Professional opportunities often come along under the guise of improving your visibility and influence - panels, projects, presentations, committees. But for those from underrepresented backgrounds, there is sometimes an added layer: being the only woman, the only ethnic minority, the only “different” voice in the room.

Saying yes to such opportunities can absolutely support your progression and impact goals. But before you agree, pause and ask yourself: How will this benefit me? What can I learn, gain, or leverage from this opportunity? Will it contribute to the positive change I want to influence? Being intentional about your "yes" isn’t about closing doors, but about making sure the doors you walk through are taking you somewhere meaningful.

Slide content - "Before you say yes..."

2. Leverage your network

Being strategic about achieving impact means understanding the networks, relationships, and spaces that will help you succeed, and actively engaging with them to achieve your goals. That might mean building connections, asking for introductions, or stepping into rooms that feel uncomfortable. This is especially important in spaces or situations where you feel minoritised. If it is impossible or unsafe for you to voice concerns, make suggestions, or even be present in a space, can you leverage someone with power to either support you, or to represent or champion your views? This doesn't mean someone taking credit for your ideas, but using their influence for your, or others, benefit.

Using Stephen Covey's circles of control and influence, we can think about this in a practical way. What is directly within your control? This could be tasks and responsibilities of your role, as well as your ability to connect with others. Where can you have influence? Can you find indirect ways of contributing to discussions or shaping positive change? Can you provide expertise or resources for others to use? How could these activities contribute to your wider circle of concern? And where are you wasting energy on things that are outside all of these?

Workshop activity - Circles of Impact

3. Toot your own horn

The fabulous book "How Women Rise" opens with the two habits to break - a reluctance to claim your achievements, and expecting others to spontaneously notice and reward your contributions. Not only are women less likely to claim their own achievements, but they are more likely to put the spotlight on others rather than themselves. This can often lead to feeling overlooked or invisible at work.

To progress your career or influence positive change at work, you shouldn't wait for others to praise you or highlight the good work you do. Talk about it yourself! Nominate yourself for awards, for opportunities, for recognition. Keep a running log of positive feedback, wins, and moments you’re proud of, however small they might seem. Not only does this build confidence, it also gives you the language and evidence to articulate and demonstrate your impact when it matters.

Slide content - Highlighting your impact

Final thoughts

Running these sessions has been a reminder of why I do this work. To achieve impact that is meaningful for you, it is important to reflect on who you are, where you’ve come from, where you want to go, and who can support you. That’s what allows you to curate and take charge of your impact, while looking after your wellbeing along the way.