My team has very healthy work-life balance, and they're very conscious of burnout. When I got close to burning out, I spoke up and took a mental health day and then my team adjusted my workload within a week. I can be herself at work.

I was part of a rotational program. I knew I would be promoted within 2 years b/c I would graduate from the program. The two women above me went from specialist to analyst, and then ended up to consultant. I had to self-advocate, get client feedback, get feedback from senior members on the team, build a business case for myself to be promoted, and then go to the manager to ask how to get promoted in a year and pay raise. I would take the BD rubric, highlight the skills I was good at, and put in sound bites from my feedback to basically dummy-proof it for my manager to make a compelling case to get promoted.

They have something called the "Launch Program" specific to health solutions groups and they do a lot of career development activities. We have group projects on top of client work where they work with a virtual team of ppl to solve real AON problems and present to leadership. We have face time with the leaders on the health solutions team.

D&I programs can be more effective. We don't have a group of ppl whose sole job is to improve diversity, the ppl who do it (like myself) are on their own time because they care about it. It's almost like an afterthought after I finish my client work.

My team is specifically 40 ppl with a diff culture than the whole firm, AON. I was one of 4 Indian ppl, 10 Asian ppl on the entire floor and that was ATL, which is a diverse place. There is a good number of women because it's the healthcare field. I doesn't feel ostracized, but I'm an outspoken advocate for D&I especially with recruiting.