What Equity, Respect, and Voice Mean to Me

What Equity, Respect, and Voice Mean to Me

This topic is deeply personal to me, and I took the time to truly reflect on what equity, respect, and voice mean—not just as concepts, but as core principles that guide me in life and as a leader.

Coming from corporate America as a woman of color, I know what it feels like to struggle to be heard and respected. I’ve been in spaces where my ideas were overlooked, dismissed, or only valued when echoed by someone else. I promised myself that if I ever had the opportunity to lead, I would create something different—a company where everyone has a voice, everyone feels respected, and everyone has an opportunity to grow.

I know firsthand how easy it is to fall back into familiar patterns, even when those patterns don’t serve us. That’s why I’m intentional about building a culture at Cyproteck Technologies where my team feels:

1. Heard for their contributions.
2. Respected for speaking up.
3. Empowered to share ideas—even when we may need to “park” some for another time.

This balance matters. Every idea is valuable, even if it’s not ready to be acted on today. I’ve seen how powerful this approach can be. It has fostered trust, creativity, and truly innovative ideas that have helped Cyproteck grow.
Equity A Fair Opportunity for All

To me, equity is about recognizing that everyone’s path looks different. We don’t all start in the same place, and it’s my job as a leader to ensure that everyone has the tools and opportunities they need to succeed.

One way I bring equity to life is through individualized coaching. I work with each employee differently because growth looks different for everyone. I take the time to meet with each person weekly to provide direct support, coaching, and feedback. As Cyproteck continues to grow, I know it may get harder to meet weekly with every single team member, but I’m committed to maintaining at least a monthly one-on-one with each employee. These meetings ensure that everyone has:

• A space to share challenges and wins.
• Clear guidance to improve.
• Personalized support tailored to their unique goals.

On top of that, we hold 15-minute all-hands calls every morning to align the team, set priorities, and reinforce our culture of openness. These quick touchpoints foster a sense of connection and ensure every voice has a chance to be heard.

My belief in “coaching in the moment” is what I consider my secret sauce. This approach was instrumental when I managed over 1,000 employees—80% of whom consistently performed above average. I didn’t wait for formal reviews to give feedback or celebrate wins. I believe that when you address challenges, encourage progress, and recognize success in real-time, people feel valued and empowered to do their best work.
Respect—The Foundation of Trust

Respect is personal. It means valuing people—not just for their roles, but for who they are as individuals. It’s about creating a space where my employees know they can show up authentically, share their thoughts, and be seen.

I’ve learned that respect is built through:

• Open, honest communication, where no one feels silenced.
• A culture of feedback, where ideas flow freely in all directions—not just top-down.
• Trusting people enough to listen to them and showing them that their voice matters.

When respect is present, people don’t just work for a paycheck—they work with passion because they know they are valued.

Voice—The Power to Be Heard

Voice is what changes everything. It’s the difference between an idea staying silent and that same idea transforming a business.

I’ve spent too many moments feeling like my voice didn’t matter. I never want anyone on my team to feel that way. That’s why I work hard to create spaces where:

• People are encouraged to speak up, even if their ideas aren’t fully formed.
• Insights are heard and valued, even when the time isn’t right to implement them.
• Safe spaces, like anonymous feedback tools or team discussions, give everyone a chance to share their perspectives without fear.

I’ve seen the power of this approach firsthand. Some of the most impactful ideas at Cyproteck came from employees who felt safe enough to share something others might have overlooked.

Building on These Values

Putting equity, respect, and voice into action means being intentional. That’s why I’ve partnered with programs like the Results for America’s Good Jobs & Equity Project (GJEP) and built platforms such as our virtual Community of Practice (CoP) and co-branded webinars with Microsoft.

These initiatives are personal to me because they represent:

• A commitment to giving my team and others access to tools, knowledge, and partnerships that foster growth.
• The opportunity to amplify unheard voices and bring real solutions to the challenges businesses face.
• A chance to take everything I’ve learned—the good and the bad—and use it to build something better.

Why This Matters to Me

At its heart, equity, respect, and voice are about dignity. They’re about making sure that no one feels invisible, overlooked, or undervalued.

For me, this is more than just leadership. It’s a responsibility. I carry my experiences with me every day, and they drive me to ensure that my company, Cyproteck Technologies, is a place where:

• People thrive because they have what they need to succeed.
• Innovation flourishes because diverse voices are welcomed and heard.
• Growth happens because trust, respect, and opportunity are foundational to our culture.

My approach to coaching—both individually and in the moment—has been the foundation for achieving this. I believe that when employees are heard, valued, and supported in their growth, they are unstoppable. That’s the culture I’m building.