Edelman’s Amira Barger On How We Can Increase Women’s Engagement in Leadership and Management
An Interview With Vanessa Ogle
Cultivate Hope and a Vision for the Future
In times of organizational change or uncertainty, hope can be a powerful motivator. As a leader, your role includes inspiring others by sharing your passion for a better, more equitable future. This can be achieved by communicating a clear vision of the benefits that increased women in leadership will bring to the organization. People are more likely to engage with change when they see tangible opportunities for a better future.
Despite strides towards equality, women remain underrepresented in leadership and management roles across various sectors. In this series, we would like to discuss the barriers to female advancement in these areas and explore actionable strategies for change. We are talking with accomplished women leaders, executives, and pioneers who have navigated these challenges successfully, to hear their experiences, tactics, and advice to inspire and guide the next generation of women toward achieving their full potential in leadership and management roles. As part of this series, we had the pleasure of interviewing Amira Barger.
Amira K.S. Barger, MBA, CVA, CFRE, is a strategic communications and marketing counselor who works at the intersection of health equity, DEI, and employee engagement, helping organizations tackle society’s most pressing public issues.
She is an award-winning Executive Vice President at Edelman, where she provides senior Diversity, Equity & Inclusion (DEI) and Communications counsel. A scholar-practitioner and thought leader, Amira brings a wealth of strategic communications experience that effectively reaches stakeholders, mobilizes communities, and inspires action. Additionally, she serves as a marketing, communications, and change management professor at California State University East Bay. She is recognized as a data-informed organizational architect, leveraging design thinking to advance DEI and address complex challenges.
Amira is also a contributor on topics related to Black women in the workplace, Black motherhood, and offers actionable steps for individuals and institutions to advance Black liberation.
In her spare time, Amira and her family enjoy collecting stamps in the National Park Service Passport Cancellation Book, with the goal of visiting all 417 national parks in the U.S. #RoadTripWarriors. She resides in Benicia, CA, with her life partner of over 20 years, Jonathan, their daughter Audrey, and two furry sons, Bucky and Potato.
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”? What led you to this particular career path?
To answer that, I have to go way back to my childhood. I spent my formative years on the tiny island of Guam, where my parents moved our family to work as missionaries. It was during this time that the idea of living a life of service was imparted to me. I knew I wanted a career where I could make a difference. I actually began my collegiate journey as a pre-med major, thinking that would be my way to make a difference in the world. But, along the way, I had a prerequisite course that was taught by one of the business professors, who mentioned that her mother was the CEO of a nonprofit organization. I wasn’t even aware that was an option, I had assumed that all of the people who worked at nonprofits were volunteers. It sparked my interest, I scheduled a coffee meeting with that professor, I changed my major, and started my career in the nonprofit space, spending 10+ years doing fundraising, DEI, communications, marketing, etc. — you tend to wear many hats in the nonprofit field. I had the chance to partner with various communications agencies during that time, who volunteered their time and expertise, and I was always intrigued by the idea of being able to work across various fields at the same time. Instead of being locked into one cause, you could really broaden the scope of your impact tremendously. Then, what would become my first agency, Ogilvy, approached me with an opportunity that my skill set was a bit unique for, to come on board to work with their government clients. That experience led me to a position working in the Health sector with Edelman, where I worked to promote health equity, and now also lead DEI efforts across the organization and various sectors.
Can you share the most interesting story that happened to you since you began your career?
I suppose some of the most interesting work I’ve gotten to do was to work with the CDC and pharmaceuticals companies through the height of the COVID pandemic. Really being on the front lines and helping to create messaging that would help save lives has to be up there as far as the most compelling work I’ve had the chance to be a part of. This period of our lives, this collective experience, will forever be a part of history and has significantly shaped the lives and future of us all.
Can you share a pivotal moment in your career that significantly influenced your path to leadership?
Ultimately, I think I actually have to go back again to my upbringing. Given my parent’s occupation, we lived very humbly in community with the locals on the island, and with indigenous folks from surrounding islands as well. It was instilled in me early on the idea of human-centered leadership, that making sure others succeed means we all win. And I I’ve always operated that way as a leader, with that type of community mindset.
None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?
I’ve already mentioned her, but that business professor in college definitely had the most profound impact on my life. She opened a door for me that I didn’t know existed. She saw something in me, mentored me, and we remain dear friends to this day. I would not be where I am today without Professor Bonni Stachowiak’s influence.
Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?
I came across a copy of “Coal” by Audre Lorde. I suppose I had probably seen some quotes from her before, but her writing on the intersectionality of identities, the celebration of Blackness, and the pursuit of social justice really unlocked something inside of me and, I feel like, gave me permission to pursue and be my chosen self. And she remains someone I admire to this day.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
“Nice is not the measure” is my personal mantra and something I coined after 2013 and Trayvon Martin’s murder which helped spark the Black Lives Matter movement. Quite simply, I have found that one of the greatest impediments to progress at work, in society, in school, in social justice, etc., is people who are nice for the sake of it. For me, niceness, while it seems good on the surface, does nothing to challenge the status quo or systems of injustice, but only serves to mask them behind a veneer of good enough or even performative change that actually perpetuates these systems that continue to harm people. It is those who are willing to disrupt this order, to not be nice, to even perhaps be seen as the villain, that are the real drivers of progress and is the only way to move forward.
How have you used your success to make the world a better place?
I would certainly like to believe that I have contributed in some way to making the world a better place. For me, I think that the way I use my platform the most is probably through my writing. I hope that any piece I write helps people to think and see the world differently, and to inspire change in themselves and in the world around them. Audre Lorde said it best, “I write for those women who do not speak, for those who do not have a voice because they were so terrified, because we are taught to respect fear more than ourselves. We’ve been taught that silence would save us, but it won’t.”
Writing is my way of not being silent.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. According to this report, only about 31.7% of top executive positions across industries are held by women. This reflects great historical progress, but it also shows that more work still has to be done to empower women. In your opinion and experience what is currently holding back women from leadership and management?
In a word…men! Studies have shown that there are certain pre-supposed dispositions held regarding the efficacy of a woman in leadership. And we know that more women tend to be appointed when there are already women in leadership positions. The statistics are even more bleak if you begin to narrow the scope down to women from historically marginalized backgrounds. Often, companies attempt equity by appointing white women. Inclusion is easier to swallow if that person looks more like you — and if their interests might be more closely aligned with yours. Again, we see these numbers start to shift where boards and leadership structures are more diverse.
This might be intuitive to you, but I think it will be helpful to spell this out. Can you share a few reasons why more women should become leaders and managers?
Most importantly, I think that the best way to ensure that the unique needs that women experience are met is to have women, who best understand those needs, in positions of influence. Also, the greater influence women have in the business world, the greater influence they have on society as a whole.
Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?”
1) Prioritize the “What” Before the “How”
It’s crucial to first identify what women in leadership need to succeed. This could include measures like caregiving subsidies, remote work options, or flexible hours. These solutions may be challenging to implement and are often why leadership teams avoid the consideration altogether, but understanding the critical needs of women leaders allows organizations to get creative with how they address those needs. The key is to focus on what will genuinely make a difference in women’s participation and engagement in leadership roles, then work backward to determine how to make it happen.
2) Proactively Remove Barriers Within Your Control
As a manager, you have significant influence over the daily experiences of women on your team. While systemic issues or company-wide policies may be beyond your immediate control, there are often adjustments you can make within your sphere of influence. For instance, you could offer flexible scheduling, spot bonuses, or prioritize hybrid work arrangements. By taking action on these fronts, you empower women to better balance their professional and personal responsibilities, thereby fostering an environment where they can thrive.
3) Establish Clear Choices and Consequences for Resistance
When encountering resistance to increased women’s participation in leadership, it’s important to be direct and clear. Provide colleagues with straightforward choices regarding their support or opposition to these initiatives, along with the potential consequences of their decisions. This approach not only clarifies expectations but also puts the responsibility of decision-making back into the hands of your team members. By transparently outlining how each choice impacts the individual, the team, and the organization, you encourage accountability and reinforce the importance of supporting gender equity.
4) Cultivate Hope and a Vision for the Future
In times of organizational change or uncertainty, hope can be a powerful motivator. As a leader, your role includes inspiring others by sharing your passion for a better, more equitable future. This can be achieved by communicating a clear vision of the benefits that increased women in leadership will bring to the organization. People are more likely to engage with change when they see tangible opportunities for a better future.
5) Leverage Personal Appeals with Integrity
Making a personal appeal can be an effective way to garner support for initiatives aimed at increasing women’s engagement in leadership, especially when trust and respect are already established. When asking for a colleague’s support, be sincere and express your personal belief in the change. Statements like, “I’m passionate about this initiative,” or “I need your support to make this a success,” can resonate deeply. However, personal appeals should be used thoughtfully and sparingly — overuse or failure to follow through on commitments can erode trust and damage relationships. Ensure that any personal commitment you make is realistic and that you’re prepared to uphold it.
In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?
We need more women in the pipeline that feeds into those type of positions. For various reasons, many women see their career paths derailed before they even get started, and so their ability to climb the so-called ladder is drastically reduced.
What strategies have you found most effective in mentoring and supporting other women to pursue leadership positions?
Sponsorship. As I mentioned, more women are promoted where there are already women in leadership. If you’ve managed to fight your way through that glass ceiling, champion the causes of others to be able to join you. We are over-mentored and under-sponsored in the workplace, we need people who use their power to propel us forward.
How would you advise a woman leader about how to navigate the challenges of being a woman in a leadership role within a male-dominated industry?
Unfortunately, the old adage about having to be twice as good to get half as much still rings true. Again, as always, more so for women who look like me, meaning Black women. No matter how good you are, you will always be questioned. Make sure you have an answer to those questions. Make yourself undeniable and prioritize rest and community to feed your spirit.
How do you balance the demand for authoritative leadership with the stereotypical expectations of female behavior in professional settings?
Despite whatever progress you think we’ve made, the preference by many is still for women to be nice (which I touched on earlier), to sit “pretty”, smile big, and let the men handle things. There are costs associated with going against the flow, but I recommend not being afraid to kick the door in when they try to close it in your face.
You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.
Nice is not the measure. It’s a topic I am currently writing a book about, so keep an eye out for that in the Fall of 2025! Martin Luther King, Jr., in his letter from Birmingham Jail, wrote that “I have been gravely disappointed with the white moderate. I have almost reached the regrettable conclusion that the Negro’s great stumbling block in the stride toward freedom is not the White Citizens Councillor or the Ku Klux Klanner but the white moderate who is more devoted to order than to justice; who prefers a negative peace which is the absence of tension to a positive peace which is the presence of justice; who constantly says, “I agree with you in the goal you seek, but I can’t agree with your methods of direct action”; who paternalistically feels that he can set the timetable for another man’s freedom; who lives by the myth of time; and who constantly advises the Negro to wait until a “more convenient season.” Shallow understanding from people of good will is more frustrating than absolute misunderstanding from people of ill will.” If we can move people past nice, imagine the justice we could achieve.
How can our readers further follow your work online?
I’m on LinkedIn all the time, and on other socials as well. And I also have a “clipping” website where I have archived my past published works if you want to catch up on some things I’ve written.
https://www.linkedin.com/in/amirabarger/
https://www.instagram.com/amirabarger/
https://www.clippings.me/amirabarger
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
