You are an advocate for Romani women. Can you tell us why you support this cause?
“My advocacy for Romani women is rooted in my personal lived experiences of systemic oppression, biased practices, lack of access to resources, and their disproportionate distribution, which persistently impact every aspect of our lives.
“Romani women endure a unique intersection of discrimination based on their diverse identities, such as ethnicity, skin color, gender, ability, sexual orientation, and more. The 2014 FRA survey of 11 EU Member States shows that 22 per cent of Romani women and 27 per cent of Romani men reported being discriminated against due to their ethnicity when job hunting in the previous year. These experiences vary considerably across countries: 13 per cent of Romani women in Romania, 35 per cent in the Czech Republic, 32 per cent in Greece, and 31 per cent in Italy. These numbers highlight the systemic barriers Romani women face in accessing stable and secure employment opportunities.
“As part of my professional mission, I aim to highlight Romani women’s challenges alongside their incredible strength, potential, and professionalism. Romani women continuously advocate, initiate changes, and demonstrate resilience and agency despite systemic barriers. Misdirecting and shifting responsibility for systemic change onto individuals rather than addressing systemic inequalities is still persistent, while the glass ceiling for Romani women is much harder to break. Many Romani women are limited to low-wage or temporary roles and have limited access to career growth or leadership opportunities.”
What are some of the challenges you and others face? What practical advice can you share with employers in Europe and beyond to support women of ethnic minorities?
“Women, like other groups, are not homogeneous or unified. Women are diverse, with unique needs and challenges influenced by their identities, culture, ethnic affiliation, sexual orientation, social and economic situations, family status (single, having a large family, or being a single mother), age, mental and physical health, religion, place of residence, citizenship, and even linguistic differences. This is also true for Romani women.
“Biases, exclusionary practices, and exploitation are persistent challenges for Romani women, regardless of their social class. For me, one of the biggest challenges, beyond biases, is accessing mainstream resources, networks, and opportunities due to exclusionary workplace cultures, stereotypes, and a lack of support against inequalities. In many cases, gatekeepers and the absence of sponsorship hinder racialized and underrepresented women from advancing in the workplace. Employers often lack a genuine understanding of these women’s unique challenges, leading to (unintentionally) exclusionary practices, biased hiring processes, and insufficient support once employed.
“I also find it crucial to raise awareness of these challenges and work with leaders, HR professionals, and teams on identity-conscious decision-making, hard and soft skills development, inclusive hiring processes, nonviolent communication, intersectional gender equality programs, equity-driven initiatives, and more. Through my work with Sheja Consulting, which I co-founded with my fellow professional Nikolett Suha, we strive to bridge this gap by fostering self-reflection and self-awareness in organizations. We focus on the transformative power of these skills, helping individuals and teams build empathy and drive long-term, meaningful change.
“Practical advice for employers includes investing in continuous learning and skills development to understand better the intersectional challenges and inequalities faced by racialized and underrepresented women. Employers should actively involve these women in decision-making processes and create sponsorship and equity-driven programs tailored to their needs, enabling them to grow and advance within the workplace. A work culture of trust, where feedback is welcomed and acted upon, is also essential, alongside anti-discrimination and pay equity policies that must be enforced and regularly reviewed to ensure accountability and equality.”
What is your hope for the future of Romani women?
“My hope is simple: a future where Romani women are recognized, respected, and included. A future in which Romani women can live in a world where they do not have to fight against prejudices or structural barriers to be seen and heard. I want to see workplaces where Romani women and other racialized groups are not just present but genuinely included and represented at every level, from entry roles to leadership positions.”
