India Henderson
Is a Human Resource Development Manager - Talent Acquisitions
Background
As an intern, India first came to Halliburton 15 years ago which began her career in the industry.
Ms. Henderson eventually graduated from Louisiana State University - Baton Rouge and began her career in the oil and gas industry with Shell Oil. In her tenure at Shell, she began as a Human Resource Generalist and was later promoted to Human Resource Analyst. After being at Shell Oil for 5 years, she had an opportunity to go to the company that gave her her start at Halliburton. Ms. Henderson is currently the HR manager for Talent Acquisitions. As a woman of color, she is also a member of the ERG BELEIVE (Black Employees Leading in Inclusion, Excellence, Vision and Education).
​
Interview
Why do you think women of color are considered 'invisible' in a work environment?
India Henderson: I don't think W.O.C. are 'seen'. We have 2 strikes against us. We are women and we are a cultural minority. I have seen the devastating impact of companies not being inclusive. We are looked at being 'unknowledgeable' in our perspective fields. I think it’s a combination of 2 things in my opinion. First, on our (women of color) end, it is the way we see ourselves in male dominated industries. Secondly, it is the way that male dominated industry sees us (W.O.C.). On our end, I think there is trauma that has been passed down from mother to daughter so to speak. On the 'others side' I think, it is the way they view us as almost an 'after thought'
​
What have you personally experienced as far as discrimination?
India Henderson: Well that is a pretty complex question. I've experienced micro aggression and blatant 'in your face' discrimination. Micro aggression to me can be something as simple as a coworker reaching out to touch my hair. As a black woman, hair is important and a self expression. I have had coworkers not ask me but just reach out and touch my hair, like we're at a petting zoo. I think most people find it innocent but it makes me and many of my colleagues with natural hair extremely uncomfortable. Although I have had many blatant discrimination incidences, one really stands out. I walked into a meeting and someone (who did not recognize me) assumed I was apart of the catering services. I was taken aback but I realized my audience. I had a conversation with the individual and what I discovered, is that they were unaware of the impact their assumption made on me. Although it was blatant, I think open and honest communication can sometimes remedy the situation.
​
How do you think companies can elevate diversity and inclusion practices?
India Henderson: I think we need to start from the top. Making sure the CEO CFO etc knows the importance of diversity and inclusion. So many companies pass by stellar talent because hiring managers may gave an unconscious bias. It's almost like a trickle down effect. When the 'right' open communication happens from your leadership teams, it tends to send a message to the rest of the organization.
​
123-456-7890 | info@mysite.com