Breaking Barriers and Disrupting the Narrative
In celebration and support of Asian American and Pacific Islander Heritage Month, Asians in Advertising, a nonprofit organization founded to connect and create a thriving and empowering Asian community, hosted the first-ever summit for AAPI folks in advertising, communications, and media.
Breaking Barriers Summit is the first of its kind, inspired by and for Asians in the industry. Publicis Groupe, parent company to Publicis Health and Razorfish Health, was a proud platinum sponsor of the event, supporting program development, scholarships, and advocacy partners for AAPI professionals.
This year, Razorfish Health sponsored Tangila Anowar, HR Generalist, and Paula Cuerquis, Manager, Growth, to attend the 2-day summit. Tangila and Paula share their perspective and key takeaways from the event.
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1. How do you identify? What is your ethnicity/nationality?
PC: My name is Paula Cuerquis and I was born in the Philippines and moved to the United States when I was 7 years old. Although I grew up in the US and adopted US customs, my parents were very intentional about my upbringing and I was brought up learning and practicing Filipino traditions.
TA: My name is Tangila Anowar and I am Bengali-American. I was born and bred in NYC and grew up straddling the 2 cultures. The older I’ve gotten, the more I’ve come to take pride in unique Bengali customs and vibrant traditions.
2. What did it mean for you to be able to attend a conference that was dedicated to your personal heritage?
PC: Attending the Asians in Advertising: Breaking Barriers Summit was an enlightening experience for me. A conference dedicated solely to amplifying and elevating the voices of the AAPI community in the advertising industry was unheard of—until now. I was so moved by the stories I heard, and it was the first time where I really felt seen and understood by my peers.
TA: What is interesting about the term “Asian” is that the community is not monolithic. There’s a broad tapestry of different ethnicities, cultures, traditions, histories, and languages that make up a richly diverse and complex collection of people. Although there are many differences, our commonalities are special and an event like this celebrates our existence, specifically in the context of navigating this industry. The 2-day Breaking Barriers summit featured a wide range of speakers from the advertising, comms, and media domains. Having a collective group of people with similar personal backgrounds and lived-in experiences sharing their stories and wisdom felt truly empowering. Although many of us have felt isolated in the past because of our scarcity in the workplace, this conference unlocked a new sense of connection and safety. The healing and uplifting feeling of “you are not alone” reverberated through each session.
3. What was something you heard during the conference that validated a belief you already hold?
PC: At a session called “Disrupt the Narrative,” Nicole Cruz talked about the “immigrant formula,” and how Asians are typically encouraged, or expected, to blend in as a sort of survival mechanism. Growing up with this same mentality, I found myself insecure, always seeking approval from others, and ultimately put my wants and needs last in order to fit this socially constructed mould. As I found confidence in my voice and my decisions, I realized that I was assuming roles that were placed on me instead of roles that I wanted to pursue. This discussion was a reminder that we all have a choice. We shouldn’t let others’ expectations or opinions influence our behavior or dictate our beliefs. “Give yourself permission to change your mind, even if others expect you to stay the same. We are designed to change. Evolution is not linear.” – Nicole Cruz, Life Coach. This quote struck a chord with me. It resonated with 18-year-old me who was hesitant to tell her parents she wasn’t going to nursing school and 24-year-old me who is still struggling with her identity as the eldest in an immigrant household (those who know, know). The goal is progress, not perfection.
TA: It’s vital to have a growth mindset as we navigate our careers. Just because you chose to do something at one point in your life, does not mean that it remains your forever choice. Many of us are first- and second-generation, so breaking out of the “survival” mindset and defying safer pursuits to chart your own course sometimes presents as a dilemma. It takes a lot of self-discovery and courage to be true to yourself and advocate for what you want. In that same vein, the “Handling Difficult Conversations” session solidified the need for us to trust our gut and honor our inner voice. If something feels important to us, harness that momentum and speak out about what feels right—whether that’s making sure your name is pronounced correctly or calling someone in to discuss the negative impact of their words. If something matters to you, it quite simply just matters. Speaking your truth, even if it makes others uncomfortable for the moment, may lead to more courageous conversations and healthy dialogue that can create more psychological safety for everyone.
4. What will you take away from this conference and back to your day-to-day roles at RFH?
PC: The Breaking Barriers Summit was a reminder that we are only scratching the surface here. During the summit, there were many conversations about how the AAPI community has been strategically positioned as “the model minority.” Not only should we be informed, but we also need to take action. Invest in AAPI talent. Mentor, teach, and advocate for those who are not typically given the opportunity to share their voice—or who are trained and conditioned by society “to keep quiet.” It’s time to change the narrative.
TA: This conference is the first of its kind for the industry and it feels long overdue. It made space for us to come together to share our voices, our journeys, and our needs as an underrepresented community. Events like this validate the idea that we all need to take more action to uplift and advance the AAPI community. As a Talent practitioner, I would encourage investing in more education and creating more meaningful moments like this. Even disaggregating employee data to examine potential barriers that could be qualitatively different from other groups could be a great way to dig into feedback. RFH works diligently to ensure that we are implementing mechanisms that enable ongoing conversations and feedback loops so that everyone has an active voice to improve our culture and the business. Tapping into diverse experiences and the collective intelligence of our community will continue to build a nimble and inclusive workplace with a strong sense of shared purpose.
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If you are interested in joining the RFH team, check out our open roles. We know you are not your resume; we understand you are not your work, and we respect that you are so much more than a job description. You are you. So come be you and do you with us.