What’s it like being an Indian woman in the media industry?

Having worked across the local media environment—including, Saatchi & Saatchi, Mediacom, Carat, OMD, Mediaworks, Datalicious, TVNZ and currently Phantom Billstickers as an account manager—kasmira Sewpershad knows first-hand the challenges that face an Ind

What is it like to be an ethnic minority woman working in New Zealand?

On the whole it’s very good. I believe we’re more advanced here in New Zealand than certain other markets. I think New Zealanders in general are open minded, forward thinking and more accepting of diversity than our Australian and American counterparts, for example.

How would you rate the New Zealand media industry when it comes to diversity? Is it doing well or is there room for improvement?

It has improved a lot over the last 10 years since I first started out in the industry. There is still room to improve though. In particular, I would like to see more diversity in senior management roles. From what I can see, there’s currently none to very little diversity in senior management in most places. It’s just all of the same types of people.

Why do you think diversity is important? What does it add to the workplace?

It adds a different perspective and a richness. The people we’re talking to in advertising and marketing campaigns are not all the same, so why do we have all of the same types of people high up making the big decisions on what’s right and what works?

Have you ever personally experienced discrimination in the workplace, seen it taking place or heard of someone else facing it?

Yes, I believe I have missed out on opportunities due to discrimination and I have been in situations where I am sure the approach taken with me would have been different if I fitted a different profile, so I believe it’s out there and it exists. I’m aware of it but it’s never held me back and I don’t think it ever will.

What are some of the areas in which New Zealand could do better when it comes to diversity? How can we encourage this to happen?

Diversity in senior management/ leadership roles.

The first step would be to encourage a more diverse range of people to enter the industry, which we have become better at over the years. The the next step is to nurture those people and make sure we’re giving them opportunities and appointing them into leadership roles, which we need to get better at. We can’t continue to have all of the same type in leadership roles and then diversity only in the lower rungs, which is the way it is now even in 2017.

What are some of your pet hates when co-workers talk to you in New Zealand?

I personally do not like being asked about my background and ethnicity, it makes me feel like an outsider, like I’m different and like I’m some sort of imported exotic animal sitting in the Auckland Zoo. It’s irrelevant to me being able to do my job, it’s irrelevant to most things. But I understand people are naturally curious and probably think they are showing interest by asking those types of questions so I try to keep an open mind.

What advice would you give to executives in New Zealand looking to have more diversity in their staff?

Do it because it’s the right thing to do, because it’s 2017 and because it’s going to improve your business and the industry as a whole. Some people and places are better at embracing diversity than others – and I mean truly embracing diversity, which is different to pretending to embrace diversity or doing it for show. It’s not hard to see who these people and places are and they are going to succeed in the years to come whereas others will be left behind.