In an exclusive interview with Fair Play Talks, Commonwealth Secretariat’s Adviser on Climate Change & diversity champion Uzoamaka Nwamarah explains why she is encouraging girls and youth from minority backgrounds to pursue STEM careers.
Nwamarah, also this year’s Black British Business Awards (BBBAwards) finalist, admits that she was “either the first, the only or amongst the very few”, in terms of race, gender or both; for the majority of her career in the environment sector. So one of her goals is to encourage more women and minority youth to pursue STEM careers.
FAIR PLAY TALKS: Can you briefly tell us about your career/business journey to date and your long-term goal?
Uzoamaka Nwamarah: I have always been fascinated with the outdoors and studied Geology for my first degree. Trips to the oil rigs strengthened my resolve of ensuring we use our natural resources in a judicious manner; and without causing harm to our environment. This spurred me on to study for a Masters in Environmental Technology – Energy Policy option at Imperial College London.
My international experience spans the public and private sector, working with Development Finance Institutions, regional organisations and consultancies; with a focus on addressing climate change within the context of Sustainable Development. I advise and support countries and organisations in designing and implementing low carbon and climate resilient policies, strategies, programmes and projects; together with climate finance resource mobilisation and capacity building – both human and institutional.
My long-term goal is to continue driving the integration of environmental protection and resilience against climate impacts into economic development; whilst ensuring the needs of the most climate vulnerable including women and young people are met; along with them recognised as equal participants in decision making and beneficiaries of climate action.
FAIR PLAY TALKS: What challenges did you face along the way?
Uzoamaka Nwamarah: For the most part of my career, I have been either the first, the only or amongst the very few, be it in terms of race, gender or both. Linked to this has been the realisation from one too many occurrences of the fact that one almost has to be near perfect to gain the same opportunities and recognition as peers. It can be quite exhausting to always be switched on to perform at 100% capacity all the time; however the silver lining is in becoming the best version of yourself as a professional. Needless to state the importance of having a clear grip on mental health and overall wellbeing to avoid burn out.
FAIR PLAY TALKS: Are there any specific challenges that Black professionals face on their journey to the top that White/other groups do not face in your industry?
Uzoamaka Nwamarah: In 2017 findings from research by the think tank Policy Exchange on ethnic diversity across occupations in the UK showed that environment professionals were the second least diverse profession in the UK. Further research in 2018 by the Students Organising for Sustainability UK found that only 3.1% of UK environment professionals identify as non-white minorities; compared to 19.9% of all UK occupations.
The fact that the environment profession is not awash with Black role models and mentors who can provide guidance on how to navigate the ‘working/office world’ with practical ideas, strategies and tactics, to not only survive, but succeed as part of a normal everyday occurrence (and not only as part of a mentorship programme with little representation of ethnic minorities) is a huge challenge to be overcome. Nevertheless, such mentorship programmes have their place and an important role to play.
Early this year in March of 2021, the Institute of Environmental Management and Assessment (IEMA) launched the Diverse Sustainability Initiative; with the aim of improving diversity in the profession through education, connection and transparency. The initiative will provide support to current professionals and increase appeal and access for potential entrants.
FAIR PLAY TALKS: Are you involved in promoting Black talent/race equality or other diversity initiatives?
Uzoamaka Nwamarah: Yes, I believe in ‘paying it forward’. I share the importance and value in developing young and growing talent with a focus on science, technology, engineering and mathematics (STEM). To this end I:
- Advise the Commonwealth Youth Foundry and Commonwealth Youth Climate Change Network.
- Support the Imperial College Mentor Programme as an Imperial Alumni Mentor. During my study, I volunteered on the Exscitec (excellence in science and technology) programmes.
- Serve as a STEM ambassador and give presentations on climate change to school children. I recently spoke at the STEM Camp on robotics for sustainable development organised by the Visiola Foundation; which has a focus on STEM education for girls.
- I also supported the planning, organisation and delivery of the inaugural Africa Model United Nations (AFROMUN) conference – an international conference for ‘young diplomats’ engaging through authentic simulations on processes of the United Nations.
- I am also leading and planning Commonwealth youth and gender climate action focused side events to be held at the forthcoming United Nations Climate Change conference COP26, to be hosted by the UK in November of this year.
FAIR PLAY TALKS: What was your reaction when you heard that you are a BBBAwards finalists this year?
Uzoamaka Nwamarah: I felt happy, excited, honoured and humbled all in one go. Later on as the news settled, I also felt a sense of accomplishment. This is due to the robust process of finalist selection by the BBBAwards; including testimonials and a judging panel amongst others. Since the announcement of the finalists, some family and friends have asked about how they can vote; and I have been pleased to tell them about the judging process and how this is not a ‘popularity’ contest.
FAIR PLAY TALKS: How important are initiatives like The BBBAwards to promote Black/minority talent and Black role models?
Uzoamaka Nwamarah: The importance of organisations such as the BBBAwards cannot be overemphasised. Appropriate representation matters. It is important for everyone to become the authors of their own stories and to control their narratives. Celebrating hard work and amplifying the voices of talented people is essential for positive change.
The BBBAwards provides a unique platform to showcase excellent professionals who are making a positive contribution to our economy and society; and furthermore, who can serve as inspirations and role models to the next generation.
FAIR PLAY TALKS: What more could companies do to promote racial equity in the workplace and enhance belonging and inclusion that will resonate with all groups?
Uzoamaka Nwamarah: Whilst recognising good progress has been made, the fact that these questions keep coming up show that much more work still needs to be done. Having open and well-coordinated conversations along with relevant and targeted training on this topic should be part of the institutional fabric of organisations. It should be a continuous agenda item and not one dedicated to only the ‘Black History Month’.
Clear and meaningful targets with associated metrics to hold companies to account (from management to staff) on progress made; along with repercussions for unacceptable behaviour as well as rewards and incentives for achievements in this regard, will help drive the action required. Organisational working cultures that are inclusive and have a set standard for all is important to foster greater collaboration and teamwork; Together Everyone Achieves More (TEAM). Dedicated resource groups that provide community and support to ethnic minorities should be provided. They could also serve as focus groups to help with strategies around attraction and retention.
FAIR PLAY TALKS: What more can organisations be doing to attract and retain Black/minority talent in this sector?
Uzoamaka Nwamarah: On attraction and retention especially for organisations who are at the outset of implementing their diversity and inclusion campaigns, it is crucial that tokenism is avoided. Employees, especially either first or only along the lines of race or gender for example, should not be put in the impossible positions of taking up and leading diversity and inclusion projects and initiatives if they are neither qualified or eager to do so. A concerted effort should be made to ensure the employee has a positive induction and assimilation experience just like everyone else; and when they thrive, the probability of retaining them as well as attracting others will be high.
FAIR PLAY TALKS: What can Black/minority communities do to promote race equity at home and in the community?
Uzoamaka Nwamarah: This is everyone’s job. The exhaustion from the ethnic minority communities on calling for the needed change needs to be recognised. Action is required from both individuals as well as institutions to ensure that a culture of prejudice, discrimination and exclusivity is not accepted in their communities and work places; but a culture that encourages and empowers everyone to contribute and thrive whilst feeling a sense of true belonging is advocated for. Speaking up, creating awareness on the issues and being engaged in meaningful initiatives for positive change is for each and everyone one of us to do.
FAIR PLAY TALKS: What advice do you have for aspiring STEM Black/minority youth to encourage them to pursue their dream job?
Uzoamaka Nwamarah: I like the word dream as this is the very beginning. It is important to dream, and then to dream big! Next comes the task of outlining steps required to make your dreams a reality. This includes goal setting and working with like-minded people including a good mentor.
Then ‘turn up’ well prepared. Throw your hat in the ring and never discount yourself. Pursue your dreams whole heartedly and with integrity. The support systems will fall in place as for every vision there is a provision. Have faith in yourself; the goodwill of people (there are so many who are aligned to supporting positive impact); and in God.
In addition, do celebrate your uniqueness confidently and professionally. Your voice, ideas and actions have real value and contribute to making the larger whole.
MORE ABOUT UZOAMAKA NWAMARAH
As Adviser of Climate Change at the Commonwealth Secretariat, Uzoamaka Nwamarah provides strategic leadership and technical oversight to support the coordination and implementation of the Secretariat’s Climate Change Programme; including its flagship Commonwealth Climate Finance Access Hub. She is the Secretariat’s lead on the Nationally Determined Contributions Partnership Climate Action Enhancement Package; which is providing technical advisory services to support member countries implement their national climate plans under the Paris Agreement to the UN Framework Convention on Climate Change.
In her work, she strives to ensure climate finance works for women and young people; with the consideration of them as equal participants in decision-making and beneficiaries of climate action. Her international experience spans across the globe. She has worked with national governments, regional bodies and international financial institutions, advising and supporting in designing and implementing low carbon and climate resilient policies, strategies, programmes and projects; together with climate finance resource mobilisation.
CELEBRATING INSPIRING BLACK ROLE MODELS
The winners of this year’s Black British Business Awards will be revealed at a virtual ceremony on 7 October 2021.
Click here to check out the full list of this year’s Brilliant BBBAwards Finalists.
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