Interview by Shyaire Ganglani.
Ruhee is a diamond in the rough. Having had the pleasure of calling her my mate, I’m still blown away by her interview. With all she's done, hopping around the globe and diving into different industries, it's astounding how down-to-earth and humble she remains. The warmth she brings into a room is infectious. Now, leading the charge at Allied Collective, she's taking all those rich lessons from her past and turning them into gold for the future. It's not just about her story, but about the change she's sparking. She's a breath of fresh air and a true force of good.
You've had quite the career move from adland to brandland and now to owning your own facilitation agency. How have these experiences influenced your perspective on gender equality?
It has been quite a journey. Embracing various roles in different industries from advertising, sports, retail, technology, digital marketing, community services, to well-being, as a lifelong learner I hold immense passion for absorbing a wide array of subjects. However, Yoga has always been a constant in my life. In her late 40’s, my mum took up a teacher training course and started learning and teaching Yoga. As early as nine, I’d started going to class with her and seeing it change her physically, mentally, and emotionally gave me inspiration. I learned from her that only by investing in myself can I give back to the world with compassion, love and power. Even though as a little girl, I felt a sense of abandonment and she had mum guilt. Now I know that she was able to be a better mother by investing time and energy in becoming her best self. In a mostly patriarchal society in India, this was an act of rebellion and my mum was, and still is, my first feminist role model. After I graduated from university, it felt natural to take up the teacher training course. Little did I know those 900 hours would set me up with foundational philosophy that I’d use for the rest of my life.
Having experienced adland at Ogilvy Mumbai then transitioning to a very different life as a professional migrant in Australia, intersectionality is a huge part of my lived experience.
To traverse nuances of ethnicity and culture through bias in addition to gender stereotypes hasn’t always been easy. Despite working in female-dominated industries in Australia, I've observed the tightrope bias, also known as the "prove it again" bias. Those from underserved groups often need to provide extra evidence or justification for our actions, abilities, or qualifications compared to individuals from more privileged groups.
My perspective on gender equality comes from recognising and challenging patriarchal norms that I was shaped by, to be open to learning, and more importantly unlearning and relearning what it meant to be gender equitable.
The conversation around gender across most industries in Australia is changing for the better, slowly and surely – but we still have work to do. Feminism without intersectionality leaves many behind.
For example, research has shown that women of colour often receive performance reviews with language that is more vague, negative, or personality-based compared to their white counterparts. This kind of language can contribute to lower evaluations and fewer opportunities for advancement. This calls for a systems change when it comes to the way we look at an equitable performance evaluation.
At Allied Collective, we work with leaders to put into place tangible steps to start moving forward. This is important, because it goes beyond adding a statement saying 'we promote gender equity in our workplace, and we have x percentage of women in our company'. We break down what that means and put into place clear and strategic goals for organisations, whether it’s through education, consultation or programs like mentorship, sponsorship and performance evaluation revamps that lead to equitable recruitment, hiring and promotion processes.
Photo: Sarah Versi Photography
What were the key reasons behind founding Allied Collective? Were there any specific gaps or needs you observed in workplaces that you wanted to address?
The coming together of the worlds of Yoga philosophy, psychology, anti-racism and inclusion work, along with experience in business management led me to the path towards Allied Collective.
I was so bloody fed up of hitting the glass ceiling, the glass cliff, and barriers of many kinds, fighting against systems I know were designed to keep people like me out of positions that could lead to tangible and systemic change. Our society loves an underdog, but not at the cost of challenging the status quo.
I saw the need to address the systems, policies and processes that were failing underserved communities, to look at a human centered and systemic approach to create sustainable change – with compassion. I noticed the need for inclusive leadership that centered on well-being, and not just ‘let’s put in an EAP program and have a meditation break’. Yes that helps too, but are we recognising the collective shift in people’s attitudes towards work and life and how they co-exist? We bring meaning into our lives in the way we look at purpose and how our work contributes to a bigger picture of collective change. well-being is multidimensional. It’s not only mental, physical, emotional – it's also occupational, digital, environmental, spiritual, financial and intersectional.
In the context of workplace well-being, the principle of inclusion stands as a cornerstone, reflecting the essence of creating a harmonious and nurturing environment.
As both an inclusive facilitator and an advocate for well-being, I believe that fostering an inclusive workplace not only cultivates a sense of belonging among employees but also significantly contributes to their overall mental, emotional, and even physical well-being. By embracing diverse perspectives, experiences, and backgrounds, organisations can tap into a rich tapestry of ideas and approaches, ultimately enhancing team dynamics and individual morale. Inclusion, therefore, operates as a catalyst that not only bolsters a positive work atmosphere but also empowers individuals to flourish within the broader scope of their professional journey.
Ruhee Megani speaks alongside me at Mavens Vol 2 launch event panel in 2023.
How has your identity as a Muslim woman influenced your work and career path?
Many of my migrant friends relate to this experience of the journey of assimilation as part of moving to a new country. Initially, all I wanted to do was shed any identifying factor that made me different, or othered. I didn’t want to hang out with other brown people, I didn’t want to dress in my cultural attire. Then came the journey of re-learning – about myself, my faith, and my cultural identity. My faith and spirituality is a significant part of me, and drives so much of how I operate in this world when it comes to values, integrity and the pursuit of justice. I wasn’t comfortable discussing my faith at work. One year, I had a colleague who genuinely got curious about me fasting in the holy month of Ramadan, and them asking from a place wanting to learn more about what it meant to me as a human being and to understand something they didn’t grow up with, made me see so much beauty in the power of storytelling.
I now declare myself as a proud South Asian Australian Muslim Woman. But that doesn’t come without its downsides. I am not a ‘visible’ Muslim as I don’t wear the hijab, and it hurts me to see the Muslim community still being vilified in the world. You have to go out of your way to be more polite, more modern, more palatable if you want to be seen as an ‘acceptable Muslim’. I was once asked by a police officer who was breathalysing me one evening, ‘how much did I drink’? I of course answered, ‘I don't drink’! To which he replied, ‘what’s wrong with you?’ I laugh about it now, but it is testament to the ingrained drinking culture in our country, that you’re seen as an interloper if you don’t drink.
On the other hand, I had the privilege to facilitate a learning session during Ramadan last year for one of my clients, so it’s great to see inclusive leaders in bigger organisations place more emphasis on cultural intelligence and inclusion in this way.
Ruhee ten years ago would be very proud of Ruhee today.
If you could describe your journey with Allied Collective as a yoga posture, which one would it be and why?
I love this question because since teaching Yoga for over 12 years now, I have learned that poses (or asanas) are the tip of the iceberg when it comes to the way of life that is Yoga. A mini sanskrit lesson: an asana is defined in the yoga sutras as स्थिरसुखमासनम् ॥ sthira sukham āsanam which means, an asana is steady and comfortable. Any pose or state we’re in, physical or mental, we aspire to achieve a level of equanimity, steadiness and comfort. So in the physical realm, some days my journey looks like Pincha Mayurasana or the Feathered Peacock Pose (a balancing pose on your forearms) balancing all the things I want to do, and on some days it looks like Sukhasana, the blissful pose (sitting cross-legged) where I can just be, exist and enjoy the ride. Through my journey of ongoing self discovery, I’ve realised that I'm trying to dismantle capitalism whilst also trying to operate within it. To find my self-worth outside of my work, or where I can ‘give’, rather than how I can just ‘be’. I love this saying in Yoga, ‘the pose starts when you want it to end’. When things are starting to get challenging and just outside your comfort zone, that’s when you know you’re growing.
What is one thing leaders in Australia should consider when looking at the ad and media agency in particular?
The ad industry in Australia has historically struggled with diversity and inclusion, both in terms of representation within the workforce and in the messages portrayed in advertisements. This lack of diversity can lead to campaigns that do not resonate with or accurately reflect the broader population. Being an inclusive brand with language that calls in and educates makes business sense. In addition to social impact, the estimated prediction for Middle East and North Africa (MENA) retail sales during the month of Ramadan forecast YOY growth from $61 billion to $66 billion in 2023. KitKat Chocolatory Nestlé released an Iftar Bar, a massive block with 30 pieces for 30 days of Ramadan. By doing this, they managed to add global brand loyalty of about 1.8 billion people around the world. 64% of consumers said they took some sort of action after seeing an ad that they considered to be diverse or inclusive. We’re WAY past the business case for inclusion and equity efforts in business. It’s time to act.
How does inclusive well-being come into play in the workplace of the future, and what challenges can we anticipate and learn from?
In shaping the workplace of the future, inclusive well-being takes centre stage. It's all about making sure every single employee, no matter who they are, where they come from, or what they're going through, can thrive in a work environment that's like a caring embrace. This place should lift up their bodies, minds, hearts, and connections with others – because that's what being truly well is all about.
The biggest hurdle I face in coaching leaders is the fear of being wrong. If I could give one gift to the entire world, it would be the power to be wrong. There is such immense value in being able to acknowledge you've messed up, taking accountability and cleaning up your mess. It shows leadership and integrity. We’re here to get it right, and not be right.
There’s ongoing resistance to change and a lack of buy-in that continues to thwart progress in our society. Some individuals or even entire organisations resist changes aimed at fostering inclusivity and well-being due to a fear of the unknown, a scarcity mindset bringing a feeling of loss, or a belief that the current way of operating is sufficient. By engaging in radically candid communication, we’re now seeing data that these changes can improve productivity, employee satisfaction, and overall work culture.
When we talk about unconscious bias, it’s not something that goes away with a 60-minute mandatory training session. It’s ingrained in us through years of conditioning, and every single person has it. It doesn’t make us wrong, it makes us human, trying to make sense of the world around us. For example, if you close your eyes, and try to imagine a nurse, taxi driver, or a receptionist, chances are you will have a very specific image of who that might be. Where it gets harmful is when we allow these biases to affect people’s lives through decision-making and interactions in the workplace, leading to unintentional discrimination or exclusion. Self-awareness, or Swadhaya, acknowledging and knowing what biases exist within us, is key when it comes to countering biases.
Another challenge I often see is the lack of resources and budget when it comes to the implementation of training programs and initiatives. Truth is, we need to start somewhere. The most innovative and coveted workplaces have dedicated teams and strategy for inclusion, diversity and well-being for their employees. There’s a huge myth that inclusion and well-being efforts don’t yield profits: it's quite the opposite. For example, the lack of well-being of the workforce is estimated to cost the US economy $47.6 billion annually in lost productivity.
On challenging the status quo: humans are interesting – we thrive on, and hate change simultaneously. ‘We’ve always done it this way’, and ‘we’ve always hired this kind of person for this role’ or ‘culture fit’ narratives need to change.
We aren’t going to see different results if we keep doing the same things we’ve done in the past. The goal is to foster a culture of psychological safety, openness and respect where employees feel empowered to voice their concerns. Leaders can implement top-down commitment to change by involving leadership in setting the tone for inclusivity.
Another challenge I notice in this field is that it feels ‘too big’ of a change that we’re often unsure where to start. Looking at a data-centric and human-centred approach with a sustainable strategy helps to break things down into manageable, actionable and tangible steps. By regularly and clearly communicating strategy, assessing progress, and celebrating successes along the way, we can prevent burnout and truly acknowledge the beauty of this advocacy.
Lastly, lack of acknowledgement of lived experience and intersectionality leads to incomplete inclusion efforts. We can’t have diversity without inclusion, or inclusion without diversity in the room. Tailoring policy and initiatives to be inclusive of various backgrounds and experiences.
How do you envision the role of inclusion and well-being evolving in the advertising and media industry over the next few years?
The wellness economy is projected to reach about $7 trillion by 2025. With the world changing as rapidly as it is, the industry will see a greater focus on mental health and well-being. Companies offering comprehensive support programs, including access to counselling services, stress management resources, and flexibility to accommodate employees' mental health needs will be seen as preferred employers in the market.
The future is flexible. Flexible work arrangements, job sharing and empowering people through agency leads to improved overall well-being, a win-win situation.
Authenticity: 59% of consumers are more trusting of brands they are represented in their ads. As consumers increasingly demand authentic representation in media and advertising, organisations will prioritise creating content that resonates with diverse audiences. Inclusion efforts will shift from performative gestures to substantive representation, with a focus on diverse storytelling and showcasing a range of perspectives. Transparency and accountability, internal as well as external, is key when it comes to successful leadership of organisations.
Inclusive leadership: We’re already starting to see the need for leaders with higher EQ and CQ (cultural intelligence). Organisations will recognise that diverse leadership not only promotes inclusivity but also leads to more innovative and well-rounded decision-making. Inclusion and well-being will be integrated into the core values of companies rather than treated as standalone initiatives. These values will guide decision-making, recruitment, and daily operations.
Engaging in diversity and inclusion work can be quite intense. How do you establish personal boundaries to maintain balance, and what are your preferred methods for decompressing after a demanding day at work?
Burnout is a global epidemic and crisis we cannot ignore anymore. Within social justice work, the advocacy burnout can be debilitating. When feeling passionate about a certain issue, I’m more likely to give more of myself toward the cause, without considering the impact it may be having on my well-being. I’m trying to pour from an empty cup.
We consistently go up against systems that take years if not decades to see considerable change, so it feels discouraging at times. But, having drishti or single focus on a purpose, vision or an outcome gives me strength to keep going.
Yoga, in its physical form through Asana and Pranayama, as well as living its concepts as a way of life forms a huge part of my process of ongoing recovery and healing. This work can be quite emotionally draining at times, and on some days it’s hard not to ask the question, ‘what's the point’?
I surround myself with fierce friends. They challenge me, don’t give up on me even on the days I want to give up on everything else.
Reading powerful authors' works, regular therapy, and quiet mornings fill me up intellectually.
As cliche as self-care and bathing is, I am partial to a sweet bathing session at Collingwood’s Sense of Self (#notsponsored)
Looking forward, what are your aspirations for your role in shaping a more inclusive and equitable future?
As the workplace of the future unfolds, a beautiful shift is taking place. I see future leaders embracing age-old wisdom and practices like yoga, infusing them into the modern world.
Just like a river flows, we realise that the wisdom of the past can nourish the seeds of a better tomorrow. Just as yoga unites breath and body, we can unite compassion with innovation, fostering a workplace where growth is holistic, and success is truly sustainable.
It's a journey where mindfulness and ancient philosophy meet cutting-edge visions, guiding us towards a brighter, more harmonious future.
My goal is to bring the philosophy of Yoga to the leaders of the future, one day at a time.
With cultural humility at heart, Allied Collective works with purpose-driven leaders and organisations to foster an inclusive future – through coaching, facilitation and storytelling to create unparalleled impact at work and beyond.
Email info@alliedcollective.com.au or jump onto alliedcollective.com.au to create magic together.
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