How One Woman Is Changing the Face of Recruitment Through Community and Inclusion

In an industry where being "the only Black woman in the room" was once her reality, Kianna Briggs has become a catalyst for transformational change in recruitment and diversity, equity, and inclusion. As Head of Talent Acquisition and Inclusion at Medialab and Social Media Manager and co-host of the Black Recruiters Network's acclaimed podcast "BRN Talks," Kianna embodies the intersection of strategic talent leadership and authentic community building.

From helping grow the Black Recruiters Network from a local London community to an international network of 3,000 members, to pioneering inclusive recruitment practices at one of the UK's leading independent media agencies, Kianna's journey reflects a powerful truth: that authentic leadership isn't about changing who you are to fit into existing spaces—it's about creating new spaces where everyone can thrive.

Her story is one of resilience, authenticity, and intentional impact. Through her multifaceted role spanning talent acquisition, diversity strategy, podcast hosting, and community leadership, Kianna demonstrates how women can drive meaningful change while staying true to their values and lived experiences. Her approach to leadership challenges the status quo not through loud proclamations, but through consistent action, difficult conversations, and an unwavering commitment to holding doors open for those who come after her.

In this candid conversation, Kianna shares insights from her unique vantage point at the intersection of recruitment and social justice, offering wisdom for women navigating leadership roles while advocating for systemic change. Her perspective on sustainable leadership, authentic allyship, and the future of diverse leadership provides both inspiration and practical guidance for women seeking to create real impact in their industries.

1. You've contributed to growing the Black Recruiters Network from a local London community to an international network of 3000 members. As both Social Media Manager and co-host of the BRN Talks podcast, you've created platforms that amplify black voices in recruitment and talent acquisition. Can you share what initially drew you to community building, and how you've navigated the balance between creating a safe space for your members while also challenging systemic biases in the recruitment industry?

Community building isn’t a new concept for me. Growing up, I was surrounded by a strong sense of connection through family and friends and never felt alone. In Caribbean culture there is always an aunt, uncle or cousin to step in and surround you with love. 

Being a Black, female recruiter myself, I know firsthand what it feels like to be the only one in the room. What drew me to the Black Recruiters Network was the vision our founders had to change that narrative. They were volunteering their time to help and support a community that is often overlooked, and I was inspired by it. They accidently created one of the largest HR and Recruitment communities in the UK and I wanted to help them shout about the brilliant work they have done. 

I’ve shared similar experiences of what our members are going through such as navigating microaggressions, questioning my place, and still trying to show up as my full, authentic self. That shared experience creates a foundation of trust, which is what makes our community so powerful.

The systemic biases in recruitment aren’t going to disappear overnight and the appeal of working in recruitment isn’t what is used to be. However, what the Black Recruiters Network have done is used our skills and experience to challenge this. Our workshops educate others on how to identify their biases within a recruitment process. We’ve shown how exciting and fulfilling a career can be in the recruitment industry if you’re nurtured and do things the right way. I fell out of love of recruitment for a while because I didn’t see it being done in an inclusive way and I always said if I was to ever return, I wanted to build it from scratch. I’m fortunate enough that Medialab has given me the opportunity to come in build something. My role as Head of Talent Acquisition and Inclusion is proof that recruitment and diversity, equity and inclusion go hand in hand. Recruitment is fundamental to any business and if you embed DEI throughout the entire talent cycle, you’ll employ people with diversity of thought who want to be there. 

Recruitment can often feel lonely and doesn’t always have the best reputation and then you add the layer of being a minority in the space; community is something that is instrumental to succeed in this space. The Black Recruiters Network has been pivotal in my own return to recruitment.  

2. You wear multiple hats - from your role as Head of Talent Acquisition and Inclusion at Medialab to co-hosting a podcast that tackles tough conversations about microaggressions and imposter syndrome. In a recent LinkedIn post, you mentioned that "everyone says they're passionate about DE&I until you ask them what have you done?" How do you maintain authenticity and drive meaningful action across your various leadership roles, and what advice would you give to other women who are trying to create real impact rather than just checking diversity boxes?

For me, authenticity means never compromising who I am in order to conform. Earlier in my career, I found myself code-switching and changing my South London accent because I didn’t feel I belonged. Over time, I learned that my superpower is embracing every part of my identity and bringing that into every room I enter. 

Whether I’m leading Talent Acquisition and Inclusion at Medialab, co-hosting a podcast, or helping build a community through the Black Recruiters Network, my message remains consistent in that I want to create spaces where underrepresented talent can thrive. That means not just talking about inclusion, but actively challenging the status quo. I ask the tough questions, I challenge leadership when needed, and I surround myself with people who push me to think differently. Although I wear multiple hats it never feels as though I’m drowning or struggling because it’s what I’m passionate about and aligns with my own personal values. Being in a leadership role doesn’t mean you have all the answers but it does mean you have the opportunity to create change for good.

Change doesn’t always come with a loud announcement and often systemic change can take years. 

My advice I would give to women is to not change who you are or what your values are to get a seat at the table. You wouldn’t be in the room if you didn’t belong there. Yes, there will be times you’re the only woman, or in my case the only person of colour, but your lived experience is a powerful tool for influence and transformation. Sometimes progress means leaning on allies, including male allies, to help move things forward.

3. Looking ahead, the Black Recruiters Network has evolved from simply connecting professionals to actively partnering with organizations to challenge recruitment processes and biases. As someone who has experienced the "highs and lows" of being a Black female recruiter (as discussed on your podcast), what does success look like for you personally, and what vision do you have for the future of diverse leadership in recruitment and beyond?

Success, to me, is about having the influence and the platform to drive meaningful change. It’s not just about personal achievements but also about holding the door open for others, particularly those who have historically been shut out. I get a real high watching others succeed and have their voices heard and their talents being recognised. If I’ve been given an opportunity I will always think, how can I use it to help the next person? 

In my journey as a Black female recruiter, I’ve experienced the discomfort of being the “only one” in the room, often been overlooked, and faced with microaggressions. Having said that, I’ve also learned to trust my voice, advocate for myself when no one else would, and lead with humility in every space I’ve occupied. I’ve been intentional about putting my hand up for opportunities that align with my purpose, and I’ve been fortunate to learn from mentors who’ve challenged and empowered me.

What keeps me grounded is the belief that DE&I shouldn't be an afterthought, it should be spoken about in every conversation. My vision is a future where diverse leadership isn’t a goal, but a norm. Whilst it’s nice seeing “The first Black woman to…” I’d love to get to stage where we see women who look like me in leadership positions and taking up space. 

I’ve come to realise that giving 100% doesn’t mean burning out to prove your worth, especially in spaces where you've been conditioned to feel you must work twice as hard. Sustainable leadership is about knowing when to pause and reflect on the impact you're making and who is listening. 

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