Articles
Changing Perspectives...
on Authenticity
The MFA DE&I Council would like to see an industry where everyone can thrive, feel heard, supported, and safe to do their best work. Let’s meet the Changers who are sharing their own lived experiences to inspire us all to change for the better.
Changing Perspectives...
It takes bravery to show up authentically in life and at work
Nisha Rajamani, Senior Client Partner, Carat Melbourne and Harinder Singh, Digital Manager, Carat Melbourne
Ever wondered what it is like to be a witch in a corporate office? OK, ok, maybe I am not a witch, but I am highly intuitive, a little bit psychic and a tarot reader. Oh, and a Managing Director.
I live a life of two halves. On the one hand, I am scrutinising P&Ls, presenting pitch decks, reorganising teams and building culture in a busy media agency. I have been doing that for 24 years.
I love to see people grow and develop. I love to see a great media idea come to fruition. I love a spreadsheet, a killer slide that nails the audience, and a value equation. All very rational and very corporate things.
But I also love to meditate, to channel messages from spirits, and to read cards. I taught myself in COVID. The deck I brought from a random bookshop “chose me” by snagging my jumper multiple times. I have over 90 decks now and that is still my favourite. I can sense the messages that people need to hear. I read complex situations and give guidance to people who are looking for hope or for the answer.
It is beautiful and intuitive. Not scary like some people think. The cards don’t predict terrible things happening, they scratch the surface of things you have been pondering deep down, inviting you to reflect and open up.
In the middle of those two lives is my favourite thing – connecting with people. Using conversations and other tools to get to know them. Building trust and reliability.
And I have never seen it work better than when I combine my superpowers of leadership and tarot reading. Even the hardest nuts crack right open. People who have their guard up or only bring their professional self to work… they think they aren’t interested, or they don’t have any questions for the cards. But then they see me read someone else’s cards, and the mood instantly changes. They lean in. They get curious. They want a turn.
I mentor and coach a lot of media professionals in my job. Career conversations, advice on how to manage people or navigate a complex client situation. It is a natural extension for me to deliver the same service in the spiritual realm. I have been very lucky in that most of the people I work with have embraced the woo woo. Most want to know more about it and even experience it for themselves.
The ones who are more wary, still let me be me. They may shake their head and chuckle when I bring out the cards in the lunchroom, but they see the power of it for other people and they let it happen.
I love that I can show up completely professionally, do a great job, and lead an agency every day, but I can still be me.
It took some time to own my gift in a corporate setting, but honestly, once I started putting it out there, it was met with such a warm reception that I just kept going. It’s now created my own brand of leadership, that means connecting with people, first and foremost, as humans, and secondly as teammates, clients or partners.
It takes bravery (and maybe a bit of manifestation and magic) to own both sides of myself and show up authentically in life and in my job. Tarot has been an invaluable tool in owning my authenticity and having the resolve to keep showing up as all versions of me.
I have predicted office romances, client pregnancies, overseas travel and transfers, pitch outcomes (though these are the hardest by far to predict!). I can’t predict TV ratings or audit results with the cards, but I have seen even the most closed people crack open to hear their fortune and learn about themselves and their teams. In an age where all we do is exist in the hectic throws of more meetings, more work, more accountability, it’s nice to also have more connection.
I feel grateful that we live in a time where a little bit of woo woo is accepted, and even embraced. There is no doubt in my mind it has made me a better leader. There is so much power in bringing your whole self to work, and so by modelling it for my team, and the industry, I hope everyone gets inspired to show a little bit more of themselves to the people they work with.
So, if you’re interested to talk Tarot (or media) drop me a line. The cards don’t lie, and neither do I.
To broaden your understanding of DE&I, complete the SBS Core Inclusion course – Australia’s leading online DE&I training course – available for free to MFA member employees.
Meet the 2026 MFA Awards Judges
Changing Perspectives... on Visibility beyond Stereotype
Changing Perspectives...
on Gender
The MFA DE&I Council would like to see an industry where everyone can thrive, feel heard, supported, and safe to do their best work. Let’s meet the Changers who are sharing their own lived experiences to inspire us all to change for the better.
Changing Perspectives... Visibility Beyond Stereotype
Jennifer Thomas, Associate Director, Experience Strategy, Merkle Australia
I’m slowly catching up on the medical drama The Pitt. In season 1, there is an episode where a transgender patient, Tasha Cordera, was treated for a routine health issue. Her gender was not the plot point. There was no tragic backstory or struggle for acceptance. Instead, the show highlighted a simple, powerful act: a nurse noticed that her medical chart was incorrect and updated it to reflect Tasha’s correct pronouns.
This is so powerful, but so rare. In media and advertising, we over-index on the narrative drama of the struggle of queer people because it creates a quick, high-stakes narrative for a thirty-second ad. While this might be effective for immediate recall, it relies on stereotypes that do a disservice to our actual lives. We are more than our challenges.
And on the other end of the spectrum, artists like Ethel Cain use their platforms to show their trans bodies in ways that defy traditional expectations of what a woman or a transgender person is meant to be. Both incredibly vulnerable, while also a powerful rejection of the need to be palatable to others.
For true visibility, we need both: the quiet updating of a medical chart and the loud, proud declaration of identity.
For many queer people, visibility without protection is a trap. I have worked with colleagues who choose to remain in stealth mode because being known as transgender could put their physically safety at risk. When we ask people in job applications if they need additional support, many say no. They do not want to take up space or, more importantly, they do not want to become a target.
As leaders, we cannot simply state that the door is open. If a person takes a leap of faith to be authentic and is met with bullying, awkward silence, or physical harm, the leader has set them up to fail. True inclusivity requires proactive evidence.
I have experienced this personally. My manager had simply included pronouns in their email signature: a simple gesture that let me know I was safe with them. But when I came out to them, they didn’t just offer platitudes. They asked for my consent to handle the difficult conversations for me. By doing some of the heavy lifting, they proved she had my back and made the workplace a genuinely safe space for me to do my best work.
To change our industry, leaders must be the ones to take the first uncomfortable step. They must prove that vulnerability will be met with support rather than risk – that’s the only way to move beyond performative dates on a calendar and toward a culture where everyone belongs.
To broaden your understanding of DE&I, complete the SBS Core Inclusion course – Australia’s leading online DE&I training course – available for free to MFA member employees.
Changing Perspectives... on Email Etiquette and Inclusion
Changing Perspectives...
on Email Etiquette and Inclusion
The MFA DE&I Council would like to see an industry where everyone can thrive, feel heard, supported, and safe to do their best work. Let’s meet the Changers who are sharing their own lived experiences to inspire us all to change for the better.
Changing Perspectives... In defence of emojis - is 'unprofessional' email etiquette actually inclusion?
Natalie Sareff, Strategy Director, Spark Foundry Australia
Confession: I spend way too much time on LinkedIn.
I’ve stayed way past the wave of ‘what getting engaged/moving house/clipping my toenails taught me about B2B sales’.
I’ve endured the AI slop.
But I was finally tipped over the edge by one line in a guide on ‘Email Etiquette for Professionals’:
“Avoid using slang, emojis, or overly informal language in professional settings.”
Slang, I understand. Whether it’s specific to generation, culture, or occupation, slang can be exclusionary. I should know – for 20+ years I used idioms from my dad’s first language, isiZulu, and no one knew when I was warning them that it was raining outside a windowless classroom. Sorry, damp university friends.
But I will not let ‘etiquette influencers’ take my emojis. And I don’t think you should, either. Because emojis are one of our most useful, universally recognisable tone indicators.
What’s a tone indicator, you ask? Grammarly says: “Tone indicators are simple symbols or letter combinations that show what sentiment a message is meant to express.”
They can help anyone who struggles interpreting the vibe of an SMS (we’ve all been on the receiving end of a ‘k’). But they’re particularly helpful to Autistic people, and folks who experience anxiety or ADHD.
If you text me, ‘Can we talk ASAP?’, I (hopefully) look reasonably chill. But I’ve already assumed I’m something I like to call ‘quadruple fired’ (fired, then immediately rehired, specifically so I can be fired again… You get the idea). For neurodivergent workers, imagination can be a strength, but also an anxiety nightmare.
Here are some tactics I’ve picked up to incorporate tone guidance into communication.
- Use a couple of extra words to add tonal context. A meeting invite called ‘Quick Chat (good news)’ provides more reassurance and clarity than ‘Quick chat’.
- Meeting agendas! An Outlook invite can frame an unexpected conversation beautifully – or leave the recipient spiralling. If you can’t provide open context due to confidentiality, use the private appointment functionality.
- Chat to your direct reports about whether they like dicey news immediately or prefer time to prepare. Neurodivergent people often experience rumination, where negative possibilities psychologically overwhelm. They may prefer limited overthinking time.
- If you feel awkward using formal tone indicators like /gen (genuine) or /srs (serious), emojis can often work. From indicating a joke, to acknowledging a message has been received or expressing appreciation, emojis are one of the simplest ways to add tone and make communications clearer.
I’m sure there are folks who respond to chat like this with a wry chuckle, or mutter about ‘coddling millennials’.
However, after a year of significant changes across the industry, most of us have earned our badge of honour for suffering through a baseline of anxious uncertainty. Is there harm in devoting a few extra seconds a day to lending each other a little grace?
After all, sometimes even a direct manager or client deserves a little 
as a treat.
To broaden your understanding of DE&I, complete the SBS Core Inclusion course – Australia’s leading online DE&I training course – available for free to MFA member employees.
Changing Perspectives...
on Inclusion
The MFA DE&I Council would like to see an industry where everyone can thrive, feel heard, supported, and safe to do their best work. Let’s meet the Changers who are sharing their own lived experiences to inspire us all to change for the better.
Changing Perspectives... Finding your voice before you feel ready
Clara Anvito, Digital Executive, Dentsu
Hello! I’m Clara. I was born and raised in Indonesia and moved to Melbourne at 18 for university. I’m now a Digital Executive at detnsu.
I’ve only been in the media industry for just over a year, and one of my biggest challenges has been finding my voice and my place within it.
The pace of this industry doesn’t make it easy. There’s always something new to learn, creating a constant feeling of needing to not only catch up, but keep up. Whether it’s new platforms, tools, or the growing conversations around AI reshaping media and the need to future-proof your craft, it often feels like you’re expected to evolve as quickly as the industry does.
These uncertainties are universal. But when you’re still crawling your way in the industry, it can feel like you’re always one step behind. Just as you begin to feel confident in your skills – whether it’s earning a certification or owning your campaign independently – the industry has already moved on to the next big thing.
Dealing with impostor syndrome
Being surrounded by people with more experience, perspective, and depth, it’s hard not to question how you measure up. Even in a role I worked really hard towards, there is this underlying insecurity that I haven’t fully earned my place and that I might just be ‘one of the lucky ones’.
For me, that pressure turned into self-doubt. I felt like I constantly needed to prove my value, either by always finding something new to bring or by striving for perfection in everything I did. Ironically, it held me back. I often defaulted to being a “sponge” – observing, absorbing and learning as much as possible, so that one day, I’d have ‘enough’ to speak up and contribute meaningfully.
Redefining what it means to be ‘Junior’
Over time, I realised that being early in my career isn’t a disadvantage, but it’s kind of my secret weapon. As a junior, I bring curiosity, adaptability, and the eagerness to learn. As I started my career in an environment of constant change, I’ve become comfortable with it.
It’s no longer about proving I belong in the same room as my seniors, but recognising that I bring something different – and that real value comes from combining those strengths. That only works when there is space for both.
Making space for every voice
For leaders, intentionally creating that space is critical. Actively inviting input, encouraging ownership and decision-making, and providing stretch opportunities that challenge us beyond our comfort zone creates a safe ground for us to grow.
Equally important is recognising and valuing our contributions and ideas. When people feel safe to share fresh perspectives, teams become more multidimensional, and that’s where real innovation happens.
For those still finding their footing, like I am, you don’t need to have all the answers to add value. There’s growth in being the least experienced person in the room. You’re the one with the most to learn, and therefore, the most to gain. It’s freeing when your career is no longer defined by the pursuit of excellence, but rather, curiosity, willingness to learn, and the resilience to navigate the unknowns.
I’m extremely grateful to be part of an agency where every voice is heard and celebrated, regardless of your role. It’s refreshing to see initiatives that provide mentorship, opportunities to engage in decision-making with senior leadership and to participate in industry awards.
This is both a thank you to my agency and a nudge to our industry.
When we continue to empower and lift one another, no matter where we are in our careers, we not only grow as individuals, but we move the industry forward together.
To broaden your understanding of DE&I, complete the SBS Core Inclusion course – Australia’s leading online DE&I training course – available for free to MFA member employees.