At Belong, we are committed to respecting the privacy and confidentiality of individuals whose stories we share. In this feature, we would like to inform our readers that the interviewee has chosen to remain anonymous, and we have changed their name to protect their identity.
In the dynamic tapestry of East London, Sophie embarked on a career journey that would defy expectations and reshape the very notion of leadership. Her path, threaded with determination, challenges, and a steadfast commitment to inclusion, has led her from trainee in retail to Chief People Officer at a major media company.
The foundation of Sophie’s career was laid within the bustling corridors of Marks&Spencer, at just 17 years old, where she initially joined as a trainee on the sales floor. Her decision to pursue work over traditional education stemmed from a spark ignited during her teenage years.
“I did AO levels, left midway through the A levels and left school at 17. I decided I wanted to join the world of work faster.” From her time working at a local boutique, she had a chance encounter with the shop owner’s wife who revealed the boss, Mr. Ali, was away on a buying trip. She knew she was destined for the world of retail.
“And that’s what happened at the age of 14, something in me thought ‘you can get paid to go shopping?’ So, I decided I was going to be a ‘buyer’. I went straight into retail, applied to a few different jobs and decided it was easier to go to Marks&Spencer!”
In 4 years working at the major retailer, Sophie worked tirelessly, leveraging her determination and absorbing the wisdom of her mentors. The turning point arrived during a stall visit with a director when she boldly voiced her aspiration to become a buyer.
“And that’s what happened at the age of 14, something in me thought ‘you can get paid to go shopping?’ So, I decided I was going to be a ‘buyer’.”
She recalls, “One of the directors asked me what I would like to do at the company and I revealed my aspiration, he said he would arrange an interview but then it was up to me to grab the opportunity, and that’s how I became a buyer after 4 years on the sales floor!”
This courage set her on a trajectory of unyielding resolve, overcoming certain challenges attached to coming from an underrepresented background. Raised as the eldest among five siblings, Sophie’s formative years were infused with the ethos of tenacity. The goal to fulfil her potential was deeply ingrained, driven by her mother’s work ethic and her own desire to overcome socio-economic barriers.
“We didn’t come from the highest socio-economic group, the only way to get there was through hard work, which was the spur. My mum worked 3 jobs to raise us, and that has a major influence on a child, especially the eldest. On another note, I like shoes, so I had to earn the money to buy lots of shoes!”
She recognized that her unique perspective and experiences were not limitations but strengths that could drive change. At Marks&Spencer, she found a platform that celebrated talent and diversity, enabling her to channel her ambition effectively, she says. “I had incredible mentors and leaders, who really prioritised spotting talent and unlocking it.”
“We didn’t come from the highest socio-economic group, the only way to get there was through hard work, which was the spur.”
Harsh realities had to be confronted, however: “The reality is that there are people who are not inclusive or see things in the same way. I wasn’t too aware about discrimination as I am now. People would misunderstand me for an assistant or a less senior figure. On the other side of that, I know I have been disadvantaged in promotional opportunities because I’m Black and a woman.”
Yet Sophie remained steadfast in her belief that everyone possessed a unique contribution to the business, that proves vital through hard work, which made her the champion of inclusion she is today.
“Nobody is the same, every single person has a unique personality whether you can see it or not. It depends on what lens you want to see it through. Somewhere in the world, there is a mission only you can fulfil, and your uniqueness will get you to that mission.”
She remains a firm believer that communication and understanding are the keys to fostering a diverse and harmonious workplace, which will unlock talent. Her leadership style transcends traditional authority, emphasizing the importance of influence and empathy.
“Now more than ever before, I think about listening more to make a change. You especially can’t talk to a deaf lion if they’re roaring. To make a difference when it comes to inclusion, we have to be able to come to a middle ground with someone who is completely different to us. I focus on the concept of “a movement for change,” we can’t do it alone, we have to influence and persuade the people around those unwilling to budge at first. Eventually, the person will have to come around.”
Open communication and understanding are the keys to fostering a diverse and harmonious workplace, which will unlock talent.
With hierarchical leadership giving way to a new paradigm, one rooted in collaboration and the ability to walk in the shoes of others, Sophie recognizes the importance of valuing every voice irrespective of age or background.
“The leadership model of authority and hierarchy is old power, absolutely for sure. If you are able to influence and lead with purpose, you enable change that is sustainable for the long term. New power is about empathy and collaboration, that’s why inclusion is becoming more and more important. True dialogue isn’t command and control, it’s: let me understand where you are coming from.”
Her journey underscores that true leadership arises from empowering the diverse talents within an organization, especially young talent.
“I say to people, especially young people: you are never ‘only’ this age, like 22 for example. Otherwise you negate your age, but you are absolutely at the centre of the movement for change.”
As many young people express anger today towards unfairness, it is coined as a negative force, yet took on a different meaning for Sophie. As a Buddhist, she harnessed her anger to fuel courage and effect positive change. Recognizing that anger stems from exclusion and injustice, she found the strength to challenge misconceptions and advocate for change. Inspired by resilience of past icons, like Mandela and Gandhi, she uses inner anger to continue striving for change.
True dialogue isn’t command and control, it’s: let me understand where you are coming from.
As she assumed the role of a Chief People Officer, she embraced the responsibility of guiding teams with a sense of purpose and inclusion.
Her journey from a council house in West London to a leadership position serves as a testament to the transformative potential within every individual. She acknowledges that her path was marked by both triumphs and setbacks, each contributing to her evolution as a leader.
“The feelings of being a CPO? Time consuming! If it was easy, I would have done it ages ago. Yet I will never compromise on my purpose which is about unlocking potential and talent wherever I am.”
Sophie’s legacy transcends her titles, echoing through the conversations people have when she’s not in the room. Her focus on meaningful connections and genuine friendships has fostered change in unexpected ways. She highlights the profound impact of small gestures, recounting the tale of a chance encounter in a nail shop that blossomed into a life-altering opportunity for another individual.
“I don’t try to be friends with everyone but I sat next to her in a nail shop once, and she didn’t enjoy her job as a receptionist in another hotel, so I offered her a job as an assistant and she has forged a whole new career in HR, and we’re still great friends! That’s my sort of thing for leaving a legacy behind me.”
Sophie’s story stands as a testament that, through determination, empathy, and unwavering commitment, true change emerges, and doors to new opportunities swing wide open.
“Advice to my earlier self? I’d probably say to take the bravery pill more often. Today, I speak up for myself a lot more. Never had I imagined I’d end up CPO, the job should never be the goal, it’s just about making a difference somewhere you belong, and very naturally, the next opportunity opens up to you.”
