Humans of Meraki — How Employee Resource Organizations Help Employees Find Their Voice
At Meraki, the energy and passion of our employees shapes our dynamic community and empowers us to make intuitive and secure technology for our customers. Our ongoing series, Humans of Meraki, highlights employee perspectives and articulates who we are and the magic of working at Meraki. We hope this series will provide insight into what motivates Merakians at work and beyond. Welcome — we’re happy you’re here.
In celebration of Asian American and Pacific Islander (AAPI) Heritage Month, recognized in May, we interviewed May Chhom, Event and Project Specialist and Co-Lead of the San Francisco chapter of the Connected Asian Affinity Network (CAAN), an employee resource organization (ERO) at Meraki. May shares how CAAN has empowered her to use her voice and emerge as a leader.
May Chhom, Event and Project Specialist and Co-Lead of the San Francisco chapter of Connected Asian Affinity Network (CAAN), San Francisco, CA
How has CAAN been supportive of you?
CAAN has connected me with individuals who share similar life experiences, fostering an environment where I feel empowered to be vulnerable and share my fears, goals, and aspirations. Growing up, I was taught a work ethic that prioritized obedience and diligence over self-expression, which hindered my ability to speak up and advocate for myself. In conversations with CAAN members, I learned that I was not alone; other people in the Asian community were taught similar work values and lacked self-advocacy skills. As a result, employees experienced career stagnation, and in some cases, missed out on opportunities and promotions. United by this realization, CAAN members have encouraged each other to speak up and become advocates within the Meraki community.
How has CAAN empowered you to speak your mind?
Within CAAN, I’ve found a platform to spearhead impactful events for the broader Meraki community. Mental health, a topic often overlooked within the Asian community, has become a focal point for me. The stigma surrounding mental health often leads to silence about personal struggles. To address this, CAAN hosted an event during AAPI Heritage Month featuring an Asian mental health expert who discussed intergenerational trauma and its impact. The event received positive feedback and helped employees gain new insights.
Has your newfound voice impacted the way you approach work?
I never used to speak up. I was afraid that if I used my voice, I would get in trouble. Now, I’m much more comfortable sharing my opinions, however, I tend to do so during smaller gatherings rather than large settings. Through CAAN and my interpersonal work, I’ve emerged as a leader. I’ve gotten more comfortable speaking up, addressing people, and delegating tasks. I attribute a lot of this newfound confidence and leadership ability to my experience in CAAN.
A few attributes that define the Meraki culture are inclusivity, collaboration, and humility. How have you experienced these qualities at Meraki, and how have they impacted your experience?
Inclusivity is a big aspect of the Meraki culture. We see this through the range of different EROs that employees can join. Inclusivity is also felt when people show up to events and express allyship. Additionally, opportunities to collaborate at Meraki are abundant. Oftentimes, EROs will team up, merge resources and ideas, and facilitate an event together. When Merakians unite, events are often more impactful. Humility can be felt at Meraki when employees provide feedback to each other, which is encouraged. The practice of giving and receiving feedback requires being grounded and having a growth mindset. The culture of inclusivity, collaboration, and humility at Meraki has contributed to my longevity of working here.
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