Feel the Fear and Lead Anyway: A Conversation with Kay Akinrinlola

Harambee, the Swahili word for 'working together in unity,' is the guiding principle for Jacobs' employee network supporting Black employees and their allies. We speak with its Global Vice Chair, Kay Akinrinlola, about turning that mission into tangible action, uplifting the next generation of professionals, and driving career progression from within. 

To start, could you tell us about your day-to-day role at Jacobs and the career path that brought you here? 

I'm currently a principal consultant at Jacobs UK in our global programme management team. My day-to-day involves strategic consulting services across different asset life cycles for major infrastructure projects, such as Thames Tideway and the Transpennine Route Upgrade (TRU) programme. I help clients tackle complex asset management challenges and achieve their aspirations. In essence, I work to unlock value through data-driven insights, digital innovation, and continuous improvement – delivering solutions that are both strategic and transformative. 

After graduating with a Chemical Engineering degree from the University of Surrey, I began my career in the port and maritime industry, where I held roles as Operations Graduate, Executive Business Officer, and Business Excellence Officer. These experiences gave me a strong foundation in operational excellence and strategic thinking. I joined Jacobs in 2021, initially stepping into a strategic consulting role. Today, I combine my technical and project expertise with business acumen to deliver innovative, data-driven solutions that help clients unlock value and achieve their asset management aspirations.  

What motivated you to step into the leadership position for the Harambee employee network? 

Initially, I had planned to focus solely on my strategic consulting work and wasn't looking to get deeply involved in employee networks. But I'm a naturally inquisitive person driven by purpose and values, and I was drawn to the idea of empowering people, especially those in entry-level positions, and giving them the tools to develop and thrive.  

After about a year serving as an ambassador for London, I felt inspired to create a presentation reflecting on my first year at Jacobs and with Harambee. That experience sparked several ideas for new initiatives, which gradually evolved into efforts focused on helping our members advance their careers. The response from our Europe leadership team was overwhelmingly positive – I was essentially told, “These are great ideas, why don’t you lead them?” That encouragement led me to become more actively involved, and when the Europe Co-Chair stepped down, I was encouraged to step into the role. This eventually led to my current position as Global Vice-Chair.  

How do you balance the responsibilities of your primary role with the impactful work you do for Harambee? 

I treat my responsibilities for Harambee with the same strategic mindset I apply to my main consultancy work. This means setting clear goals, building strong and capable teams I can trust, and leveraging collaboration with other employee networks. I also focus on delegating to and empowering others, including our new graduates and early career professionals, to get involved and often speak with them about the benefits of participating and how it can support and elevate their career aspirations.  

I’m fortunate that Jacobs champions employee networks and senior leadership views them as an essential part of our 'We Live Inclusion' DNA, rather than just a 'nice-to-have'. This support makes it easier to balance my roles. Ultimately, the work is mutually beneficial; it sharpens my leadership and delegation skills, deepens my empathy, and strengthens both my own and other members' connection to Jacobs' core mission. 

For our readers, what is the core mission of Harambee? What does the name "Harambee" signify? 

The name Harambee is a Swahili word that means ‘working together in unity’. This concept perfectly captures the network’s core mission and our company value of 'We Live Inclusion'. It signifies that we support Black talent while fostering allyship to create a culture where everyone can thrive.  The Harambee network tagline is ‘Rooted in Belonging, Rising Together in Excellence’, and as a network open to all employees, we believe in fostering a deep sense of belonging for our members and allies and contributing to a culture within Jacobs where all can thrive.    

This year marks our 15th anniversary. Our mission is to empower everybody and bring all who wish to be a part of our community along on the journey with us. Our focus is on the recruitment, retention, engagement, and professional development of our people, all while building a strong sense of belonging. 

Can you share one or two of Harambee's proudest achievements or most successful initiatives from the past year? 

One initiative I’m especially proud of is Elevate – a development series I launched to empower our Harambee community to take ownership of their career journeys. It offers practical tools, inspiring stories, and real-world strategies to help members navigate career decisions with clarity and confidence. Our first global event, ‘Articulate Your Purpose’, was a huge success, attracting nearly 180 participants worldwide. The session helped people reflect on their values and how to align their careers with their purpose to find more fulfilment and support their well-being. Seeing this idea come to life has been a proud moment for me. 

Another key achievement is our ongoing partnership with the charity 20/20 Levels in the UK. One of the ways we support their mission is by hosting mock interview sessions for recent graduates preparing to enter the industry. This year, we’ve held two sessions, pairing graduates with Jacobs employees at different levels and with different professional experiences – from recent joiners to senior directors, to simulate real interview scenarios. The goal is to build confidence and provide practical experience. 

How does the network directly support the career development, mentorship, and sense of community for Harambee members? 

We directly support the career development of our members and allies through several key initiatives. We offer mentorship and a sponsorship programme that pairs members with senior leaders across the business. We also run leadership development sessions, like our Elevate series, and practical career navigation workshops. 

These activities are designed to build our members' confidence, help them expand their professional networks, and provide them with access to new opportunities. By doing this, we foster a strong sense of culture and belonging. We believe that when people feel connected, they are empowered to succeed. 

The theme for Black History Month 2025 is to recognise and celebrate the rich contributions, creativity, and leadership of the Black community. How is Harambee championing this theme within Jacobs this October? 

To champion this year’s theme of celebrating Black contributions, creativity, and leadership, we organised a full calendar of engaging events throughout October. 

We've framed the month around a book club, with members reading "All About Love" by Bell Hooks. We kicked things off last Thursday with Café Harambee – an informal discussion space and virtual event where guest speakers share their stories and we open the floor for conversation. This month’s session centred around the theme of UK Black History Month 2025: Standing Firm in Power and Pride. 

On October 17th, we celebrated Black Poetry Day and had several speakers lined up to read poetry and discuss its meaning with the audience. Our main in-person event was October 23rd, called 'Honouring Black Stories Through Art.' In some of our key UK offices, we provided paint and canvases for a collaborative art session inspired by this year's theme, complete with food, drinks, and networking. 

Finally, we closed out the month on Thursday, October 30th, with a final discussion event dedicated to our book club selection, exploring the key themes from "All About Love" with both a panel and the audience. 

What does Black History Month mean to you on a personal level? 

On a personal level, Black History Month is a time for reflection, celebration, and, in line with this year's theme, affirmation. For me, it’s about honouring the legacy of the great people who came before us and recognising their contributions to building the society we live in today, especially in the UK. 

It’s a time to celebrate the richness of our culture, and it personally empowers and reconnects me to the work of inclusion and empowerment, both within Harambee and in my everyday life. Ultimately, it serves as a key reminder of the importance of visibility, of showing up every day and being proud of who we are. 

It’s often said that this recognition should extend beyond one month. How does Harambee ensure the conversation and celebration of Black culture and history continue throughout the year? 

Going back to our key value 'We Live Inclusion,' is fundamental to everything we do and is consistently reinforced by our executive and senior leaders, making it a year-round priority. Harambee ensures the conversation continues well beyond a single month by running sustainable, impactful initiatives designed to last all year. 

We continue the conversation by running monthly events and ongoing development programs, like our Elevate series, so there’s always an opportunity for our members to connect and feel supported. We also actively collaborate with other employee networks to embrace intersectionality, showing that true inclusion isn't about working in silos but about amplifying all our voices together. By having our initiatives championed by senior leadership, we can weave the celebration of Black culture and our mission of empowerment into Jacobs' broader strategy and its core value of living inclusion every single day. 

How does the executive leadership at Jacobs support and engage with the initiatives proposed by Harambee? 

First and foremost is their active presence, which extends to our other Jacobs Employee Networks and our communities of practice. Senior leaders consistently attend our events, from 'Cafe Harambee' to our 'Elevate' series. They don't just show up; they engage in the dialogue, are present, and are vocal, which is noticed and welcomed by everyone. 

Most recently, when the Jacobs Board of Directors visited London, they took the time to meet with the leaders of the employee networks. I was privileged to be there and meet our CEO and other Board members. The fact that these incredibly busy people gave us their time to listen to our thoughts and ask what more they could do to support us was a powerful demonstration of their belief in our work. It demonstrates that their support is both sincere and action-oriented, with a genuine commitment to driving meaningful change. 

What are your key aspirations for Harambee in the coming years? 

My main aspiration is for Harambee to continue its global growth, attracting more members, and building stronger connections across all our regions.  I want to see a stronger presence in all of our offices, with local leaders empowered to run their own initiatives to foster a greater sense of connectivity for everyone. 

Personally however, my biggest focus is to deepen our impact on career progression.  Through initiatives like the Elevate series, I want to ensure that we are providing opportunities for talent to grow, develop and progress, including into leadership positions within Jacobs.  Diverse perspectives, backgrounds and experiences bring value to key discussions and decision-making, ultimately driving more inclusive and effective outcomes for the business and the communities in which we live and work. 

Finally, what is one piece of advice you would give to a junior level professional aspiring to build a successful career and make a difference in their workplace? 

It’s a funny story; there’s this book I've never read but the title has always helped me through life, it’s called "Feel the Fear and Do It Anyway" by Susan Jeffers. The title is inspiring, and I would advise new to the workforce professionals to interpret it the same way I have, which is, to progress we must acknowledge our weaknesses and step outside our comfort zones. Often, the very things we fear most in a professional setting are the key ones that can make you visible and advance your career. I'm a naturally introspective person, but I've had to learn to push myself to take on opportunities even when they feel daunting. 

I still feel the fear, but I force myself to push through it. On the other side of that fear, there are endless opportunities. The fact that I'm speaking with you for this feature is a direct result of living by that principle.