Aaisha Hamid is an expert in global diversity, equity, and inclusion (DE&I) workplace issues and serves as a faculty member at Lawline. She has nearly ten years of experience managing DE&I programs in some of the biggest and most prosperous legal and financial services firms in the country, as well as in academic institutions and on community boards. She presently holds the positions of AVP and DE&I Manager at top-ten national brokerage business Alliant Insurance Services, where she designed and co-leads the execution of the organization’s six-pillar, data-driven, and people-centric diversity strategy. She collaborates with internal stakeholders to create new programs targeted at retaining, advancing, and increasing the representation of underrepresented insurance professionals within the industry, in addition to strategically collaborating with clients and serving as a thought leader.
Below are highlights of the interview:
Tell us about yourself and your background.
I am a Lawline faculty member, aspiring executive coach, and Yale-certified global diversity professional with close to a decade of diversity, equity, and inclusion (DE&I) program management experience in some of the largest and most financially successful legal and financial services firms in the nation, in academic institutions, and on community boards. I graduated with my degrees in Political Science, Psychology, and Paralegal Studies, and I presently serve as the Assistant Vice President and DE&I Manager at Alliant Insurance Services.
What was the idea behind becoming a diversity expert?
As a second-generation Pakistani American Muslim woman growing up in Louisville, Kentucky, I often found myself in spaces where I was othered or didn’t feel like I belonged. Growing up, I had an unorthodox educational background—I attended a Baptist Christian elementary school, an Islamic middle school, and then went on to graduate from an all-girls Catholic high school. These encounters made me hyperaware of my identities and eager to engage others across difference. In line with this trajectory, when I attended the University of Louisville, I often found myself gravitating towards student affinity groups that veered away from my own identities and ended up moonlighting inclusion work while there.
Tell us more about Alliant Insurance Services, Inc.?
Alliant Insurance Services is a top ten national brokerage firm and one of the leading distributors of diverse insurance products and services. We operate through a network of specialized national platforms and local offices to offer our clients a comprehensive portfolio of solutions built on innovative thinking and personal service. You can learn more about Alliant through our company site: alliant.com.
What advice would you give someone who is just starting to build their career in the corporate sector?
I think it is important to invest in a vision and an overarching mission statement for yourself. When you are first starting out in your career, it is easy to get stuck in the weeds and have very rigid goals and objectives for yourself – but if there is one thing I have learned, there are always unexpected obstacles that get in the way, and if you are too focused on the weeds, you will consider each setback a failure. I’ve found that fostering a big picture mentality makes it easier to pivot, innovate, and approach every setback as an opportunity to re-direct and do something different to fulfil your needs.
What gets you up in the morning?
My family and work hold great importance, and I am fortunate that my present roles allow me the work/life flexibility needed to prioritize both. I am passionate about creating mental shifts and structural changes that foster cultures of inclusion and belonging. While the actual DE&I work needed to move the needle forward is often messy, difficult, and draining, I wholeheartedly believe it is worth it. Seeing the transformative change to come is what keeps me up at night and gets me up in the morning.
What are your responsibilities as the Assistant Vice President, Diversity, Equity & Inclusion Manager?
In my role at Alliant, I have developed and co-lead the execution of the company’s six-pillar, data-driven and people-centric DE&I strategy. In addition to being charged with the management of our DE&I team and seven employee resource groups, I serve as the DE&I day-to-day contact and external spokesperson for industry-specific branding events.
I specialize in taking programs and products from ideation to proof-of-concept and execution. In addition to shaping the direction of our efforts, part of my work also entails forming strategic partnerships with clients and acting as a thought leader to Alliant’s C-suite members.
The most critical part of my role involves working in conjunction with our different stakeholders to design and launch new initiatives aimed at retaining, advancing, and increasing the representation of underrepresented insurance professionals within the organization.
What has made you successful? What do you value?
I think my ability to form and cultivate authentic relationships has certainly aided me early on in finding exceptional mentors and a sponsor who were instrumental in guiding me through the nuances of the corporate world. Having a compelling desire for the work I do and a vision that drives me has also contributed in motivating me to innovate, engage in strategic risks, and do everything necessary to progress and move forward.
Above everything, I value integrity and radical candor. In a world that values the subtle art of war, which inspires guarded moves and intentions, I prefer straight talk and making decisions that help me stay true to myself. I am fortunate that I have never had to compromise my principles, and most of my leaders have recognized this as a strength that yields a high return on investment.
What is the best way to build a great team?
I think it is vital to connect with and understand each member of your team on an individual level. Everyone has different drivers and needs, and building a great team means being able to strategically invest in and develop everyone while cultivating a psychologically safe environment where they feel comfortable disagreeing and candidly expressing their opinions.
What advice would you give to the next generation of women leaders?
Build your network as early as possible and invest in relationship building. Mentors and sponsors can sometimes make or break your career. Learn how to build out stakeholder maps and pay attention to the seemingly small details shared by key actors because it builds rapport and lasting impressions which can prove immensely fruitful.
Don’t be afraid to take up space and prioritize your wellbeing. Women, especially racial/ethnic minority women, are often stereotyped as being more vocal in the workplace. In addition to dealing with gender and racial microaggressions, we must also grapple with the complexities of likability bias and manage expectations surrounding office “housework.” If you ever find yourself in a position where you constantly find yourself having to prove your right to show up, leave immediately.
Website: www.alliant.com
