Mixed Roots, Full Presence: How Identity Shapes Leadership

In February, we published my piece “The History That Lives in Us: Honoring Black History Through Legacy, Identity, and Becoming,” which represents only half of who I am. The other half is rooted in Filipino pride, passed down through plates made with passion and love and carried by five generations of women.

Although I was surrounded by love on my mother’s side, it became clear early on that the identity I felt most connected to was the one that least matched how others saw me. My hair was thick, coarse, and tightly curled. My eyes were the darkest brown, almost black, and my skin was a rich chocolate tone that stood apart. I learned to reach for the small bits of Tagalog I knew to prove I belonged, and when I did, the tension would ease for a moment. Still, the truth remained: I was never quite Black enough for Black spaces, and never quite Asian enough for Asian ones. Many mixed kids carry this same tension, and it often follows us into adulthood and professional life.

I was recently talking to my fiancé about how isolating it can feel to exist as a minority, even during moments meant to honor us, such as heritage months. AAPI Heritage Month began as Asian and Pacific American Heritage Week in 1979, following a resolution signed by President Jimmy Carter in 1978 after advocacy from Representatives Horton and Mineta. What often goes unaddressed is why there is no equivalent Caucasian heritage month. Whiteness continues to exist as the dominant majority and does not need formal recognition to affirm its value. For women (and people) of color, these symbolic moments can highlight both celebration and the ongoing struggle to be seen and understood.

The heritage I come from is one filled with adobo, pancit, halo halo, and sinigang. It is shaped by a deep respect for family, an instinct to conserve and make the most of what is available, and pride in steady, service-driven work. Beyond the familiar stereotypes, what my Filipino side gave me most was presence. It was consistent, evolving, and always felt. That presence… the ability to show up fully, even when invisible or questioned has become central to how I lead.

As I’ve grown into entrepreneurship and leadership, I’ve noticed this same tension appear in business spaces for women. Many of us are building companies while carrying identities that are questioned or misunderstood. The lesson I want to share is simple: showing up, being consistent, and claiming your space is in itself an act of leadership. You do not need to conform or shrink to succeed. OQC exists to create inclusion that feels lived in, a space where every woman can bring her full self. 

Reflection Questions

Take a moment to consider the following:

• In what spaces do you feel fully seen, and where do you feel the need to prove yourself?

• How has your heritage or personal identity shaped the way you show up in your business or career?

• When was the last time you intentionally created space for yourself to be present, even if it felt uncomfortable?

• Are there aspects of your identity you have been minimizing to fit in? How might embracing them strengthen your work or leadership?

• What small actions can you take this week to show up more fully for yourself and the people you lead or serve?

Written on January 23rd, 2026