Representation, Belonging and the Power of Being Seen
By Anmol Harjani
February marks Black History Month, a time that carries different meanings for different people. For some, it’s a time to learn. For others, it’s a time to celebrate. And for many, it’s both, a moment of reflection, recognition and importantly, responsibility.
This month, we connected with Jodi Smith-Meisner, Head of Communications at Schneider Electric Canada. With more than 15 years of experience in public relations, executive thought leadership and internal communications, Jodi has built a career centred on shaping narratives and aligning communications with business transformation.
In our conversation, she reflects on what Black History Month means to her personally, why it’s important to recognize Canadian trailblazers like Jean Augustine, how representation in leadership still shapes career journeys, and why true allyship requires action, not just words. From mentorship to owning your place at the table, here’s what she had to share.
Black History Month was founded in 1926 by Carter G. Woodson to ensure Black stories and contributions were recognized and remembered. What does Black History Month mean to you personally, and how has its significance evolved throughout your career?
Black History Month in Canada was actually founded by Dr. Jean Augustine, the first Black Canadian woman elected to the House of Commons, and I think it’s important to note this, because we often focus on American Black history and don’t give enough credit to the Black Canadians who have paved the way. I had the pleasure of hosting a fireside chat with Dr. Augustine this Black History Month, and it was such a profound and moving moment for me. Black History Month is a time for recognition and celebration. It’s also a time when we have everyone’s attention — an opportunity to invite people to listen and learn.
As Head of Communications for Schneider Electric Canada, how do you view the role of communications leaders in shaping more inclusive narratives inside organizations and in the stories companies tell publicly?
We are the storytellers of the organization, so it’s our role to ensure we are being inclusive in our storytelling. We host company town halls, we select spokespersons for media interviews — having inclusive representation, wherever possible, matters. The stories we choose to tell, and whose voices we amplify, shape culture from the inside out.
Looking back on your journey into communications, were there particular mentors, moments, or experiences that helped shape your path and leadership style?
I had an exceptional leader early in my career who really took me under her wing and shaped so much of how I approach my role today. I consider myself lucky to have worked with such a top-tier communications professional so early on. She was always polished, professional, and commanded tremendous respect throughout the organization. She supported me enormously in the early years and often put my name forward for opportunities. Sarah Borg-Olivier, thank you — I carry your influence with me every single day.
Representation in leadership still matters. What has your experience been navigating senior leadership spaces, and what changes have you seen in the industry over time?
I am seeing more people of colour in leadership roles — but it’s still not enough, and the progress has been slow. I am a firm believer that representation matters. Early in my career, I didn’t see anyone who looked like me at the leadership table, and I would be lying if I said that didn’t affect me — it absolutely did (and it still does today, from time to time!). It was a constant reminder that I was different, and that I would have to really stand out to get to where I wanted to be.
Black History Month is both a celebration and a call to action. From your perspective, what does meaningful allyship and long-term commitment to equity look like in a corporate environment?
It means seeing me for me — for what I bring to the table — and helping me get into rooms that are hard to get into. A lot of leaders talk the talk, but when push comes to shove, they don’t walk the walk. They hesitate, afraid of how it might look, and they step back. Having a leader who is a true ally in your corner can significantly change the course of your career.
Schneider Electric operates in sectors like energy, automation, and sustainability. How can companies in traditionally technical or industrial fields ensure diverse voices are heard and valued?
At Schneider Electric, we operate on the principles of inclusion and care — it’s embedded in how we work and how we treat one another. I believe if more organizations genuinely adopted this model, it would make a tremendous difference. Inclusion can’t be a side initiative; it has to be part of how a company operates at its core.
For young Black communications professionals or students considering this field, what advice would you offer about building confidence, networks, and influence?
First, I would tell them that while great mentors, allies, and networks are invaluable— ultimately, your career is yours to make. Your mentors and network are there to support you, but this is your journey and you have to take ownership of it. Will it be harder for you than most? Yes. But hard doesn’t mean impossible.
On building confidence: if they let you into the room, you deserve to be there. Don’t second-guess yourself or let imposter syndrome take over. I’ve started telling myself, “I belong in every room I walk into.”
Finally, beyond February, how can communications professionals continue amplifying Black voices and stories in ways that feel authentic rather than performative?
Be inclusive — consistently and intentionally. Take a close look at what you’re sharing and ask yourself: does this truly represent the diversity of our country? Start with an audit — look at the photos on your company’s website, brochures, and social channels. Is it a diverse and accurate reflection of who we are? Inclusion should be the standard.
Anmol Harjani is a Client Servicing Manager working with a remote company and a recent graduate of York University’s Public Relations and Communications program. She is especially interested in strategic communications, social media behaviour, and how PR practitioners adapt within a rapidly evolving digital landscape. She currently serves as the Communications Co-Chair on the CPRS Toronto Board.