We’re thrilled to welcome a new team member at Small Giants Academy. Khalid Malik is a journalist and broadcaster and is working with us producing the Mastery of Business and Empathy program. In this personal essay, Khalid shares his experience of looking for work in Australia.
Nicknames have always been a part of our schoolyard memories. Some were endearing, others quirky, and a few, well, not so kind. At my all-boys college, I was often referred to as the "curry muncher." It was a label, a stereotype, a way to categorize me. But as we transition from schoolyards to professional arenas, these labels take on a more insidious form, especially when linked to our cultural identities.
One day, while working at the help desk of an accounting software company in Melbourne, I answered a call with, "This is Khalid, how can I help you?" The response from the other end was both shocking and revealing. "Oh God, what kind of mother names her child that?" she exclaimed. It was a stark reminder of the biases that exist, even in casual interactions.
Now, you might wonder, why not change your name to fit in? After all, a BBC article by Sean Coughlan suggests that anglicised names often fare better in job applications. But for me, changing my name would mean erasing a part of who I am. I've been Khalid through school, university, and my professional journey in Australia. Why should I change now?
Yet, the pressure to conform is real. Mandar Erande on LinkedIn discusses the challenges faced by individuals with non-Anglicised names in the job market. Similarly, Sam Struan’s piece on Medium, delves into the idea of adopting a professional name for better job prospects. But should we really have to change our identity for acceptance?
The irony is palpable. After spending 16 fruitful years abroad, honing my skills as a journalist, broadcaster, and producer, I returned to Australia. And the advice I received? Consider changing your name for better job opportunities. It's almost laughable. If I were to anglicize "Khalid Malik," would it be Kyle Matthews? Kevin Martin? Keith Mitchell? While amusing to ponder, the underlying sentiment is troubling.
Mark Murphy’s article on Forbes offers a fresh perspective. It reveals that many employees doubt they'd be rehired for their current roles if they applied with a different name. This lack of confidence in the system is a red flag. It's not just about names; it's about the entire hiring process.
The job market's shortages are, in many ways, self-inflicted. By not tapping into a diverse talent pool, companies are missing out. It's not just about filling a position; it's about embracing fresh perspectives, innovative ideas, and a wealth of experiences.
It's bizarre to think that after all my international experience, I'm being advised to change my name for better job prospects in Australia. This reflects a systemic issue that needs addressing. Names are a part of our identity, our heritage, and our culture. They shouldn't be barriers to opportunities.
But let's delve deeper. What does a name represent? It's more than just a label; it's a story, a history, a lineage. It speaks of our ancestors, our roots, our journey. To change one's name is to alter that narrative, to rewrite a part of oneself. And while some might argue it's just a name, for many, it's an integral part of their identity.
Furthermore, the idea of changing one's name to fit into a mold perpetuates a cycle of bias and discrimination. Instead of addressing the root cause, it offers a band-aid solution. It's a tacit acceptance of the status quo, a nod to the biases that persist in our society.
The real solution lies in education and awareness. Companies need to be proactive in their diversity and inclusion efforts. Hiring managers should be trained to recognize and counteract their biases. Job applications should be evaluated based on merit, not names or perceived ethnicity.
In a globalised world, diversity is a strength. Different perspectives lead to innovative solutions, better decision-making, and a richer work culture. By sidelining individuals based on their names, companies are missing out on a wealth of talent.
As for me, I'll continue to be Khalid, proudly wearing my name as a badge of honour. It's a testament to my journey, my heritage, and my identity. And while the road might be challenging, I'm hopeful for a future where names are celebrated, not stigmatised.
Read the original on LinkedIn
