Fundament 2024 HMSM

A warrior for equity with a hospitable heart

In this interview, we talk with Samira Akaiouar [F 2017] about a career path in which diversity and inclusion plays a central role. After receiving her Funda, Samira graduated Magna Cum Laude from Utrecht University. She is currently policy advisor at the Ministry of Education, Culture and Science. Her work on basic skills for adults (literacy, numeracy and digital skills) reflects her drive: equity for people in vulnerable positions. She lives in the moment, but who knows what the future will bring? Maybe the next Minister of Education.

DOOR ANKIE HOEFNAGELS

For Samira Akaiouar choosing HMSM was a no-brainer. She loved the international dimension, the exposure to different cultures. And yes, she liked that the study was broad enough to experience whether hotels were the right career choice, or not. And most of all, without her wanting to sound too presumptuous, hospitality is something that ran through her veins, that was spoonfed by her Morrocan father and family. The transition to pursue a Master in Intercultural Communication was instigated by a brief stint as a recruiter at GITP. She decided she wanted to challenge herself more intellectually, and the management internship at the HR department of Ritz Carlton Barcelona had sparked that curiosity. She was responsible for all the interns there, coming from China to Dubai. They made her realise the importance of integrating cultural awareness in the HR profession. And that led her almost automatically to becoming a specialist in Diversity, Equity and Inclusion on the work floor.

What does Diversity, Equity and Inclusion mean to you?

‘To me, diversity means all the unique identities that people bring to the table. They can be visible, like ethnicity or gender, but also more hidden like cultural norms, social or educational background. And inclusion means acknowledging these differences and making them work together. Giving people an equal voice in the organisation, a seat at the table. Equity goes even further. Because inclusion does not automatically mean that people are treated equally. It means that all voices are heard when things are complicated, or when hard decisions have to be made. My own experience is that organisations are open to hiring a D&I officer and giving them space to develop activities. But when it comes to systemic or cultural change, when it really affects the organisation fundamentally, it is the top management that decides. Of course managers have a mandate and a steering role, but they should not forget to hear all voices. I am not in favour of labeling someone as ‘the other’ or as ‘diverse’, because then they are put in a spot of ‘diverging from the norm’. I’d rather see that people realise everybody is unique yet equal.‘

What is your advice to organisations that wish to create and an inclusive and equitable workfloor?

‘My approach is not to problematise D&I, but to frame it as an opportunity, a catalyst of change. It is not about ticking category boxes but for instance looking at which qualities you miss in your organisation; diversity in the broadest sense of the word. I always say: ‘inclusion is a verb.’ That demands an enormous effort and commitment. It starts at the top, but it involves everybody in the organisation. It is not about just including D&I in your mission and paying lip service, but actually going for systemic change. And this is an ongoing process, because demographics change, politics change, society changes. And it starts with yourself. Putting yourself in a vulnerable spot and having an open and honest conversation with each other. What do we want to achieve and how do we get there? And don’t forget to address people’s doubts and concerns about D&I. If you practice what you preach radically, you also include the people who do not agree with you, as long as it is done respectfully.’

What would you recommend HMSM based on your own experience?

‘I graduated in 2017, but I never had an actual conversation about my experiences as one of the few students in my year with a bi-cultural background. However, there is something I remember vividly to this day. A teacher said in class ‘people like you never apply to this school.’ All eyes were suddenly directed at me. I felt embarrassed and singled out, it touched me, but I could not say a word. I felt like being put into a box, when for me, I was just being myself. I would recommend HMSM to make staff aware of the importance of creating a space in school where these situations can be addressed and discussed.’

Where do you see yourself in 10 years?

‘I tend to live in the moment, but D&I will always stay close to my heart and mind. I see myself develop in public service, but I am also taking a course in career counselling. For me work is where I can express my values and where I can invest myself fully by making a difference for others!’

In 2024, Samira Akaiouar published: ‘De werkvloer gelijk gemaakt: Van intenties naar een intercultureel vaardige organisatie.’ A highly accessible, scientifically sound book, full of tips and tricks. A crash course D&I for (HR) managers, lecturers and other professionals. (Available as e-book via bookboon.com) ISBN 978-87-403-4837-8.