By Devika Brij
For most of my professional career, I worked in tech, navigating the corporate world as a woman of color. My experience spanned across marketing, HR, project management and sales, consistently performing and climbing the ranks within many globally recognized brands. My dedication to driving solutions for my clients and results for my organization earned me a promotion to a highly visible role within my company, leading the biggest sales accounts in my department. This position came with more responsibility and greater expectations, and I embraced it wholeheartedly.
In this role, I thrived. I exceeded expectations and contributed significantly to my team. It was a challenging but rewarding chapter, until the dynamic shifted under a new manager. This leader, for reasons that became painfully clear over time, decided that she wanted someone else in my position. Instead of addressing this openly or providing feedback to help me grow into another role, she began creating a case against me. The narrative she painted was far from the reality of my performance. Despite my accomplishments, she started labeling me as an underperformer and questioning my integrity as an employee. Blindsiding and bullying became my everyday reality. The weight of these false accusations was heavy, especially when compared against the years of effort and dedication I had poured into my career at a company where I truly thought I’d retire. I loved it so much.
Eventually, she unjustly terminated me. However, I took my power back in that situation. I negotiated a package and secured an agreement to help train my replacement. In return, I requested the opportunity to say goodbye to my peers and to leave on my own terms, rather than being walked out by security as others had been when let go. On the day we decided to part ways, no one knew I had been fired. My manager thanked me for being “mature” in this situation. I always took that as an indicator that she knew what she was doing was wrong. Even though the situation was difficult, I reclaimed my dignity. That experience taught me how to persevere through unfair situations and find forgiveness through it all. Despite my disappointment, I knew I had a choice. I could let this experience define me negatively, or I could use it as fuel to build something meaningful. I chose the latter.
Nearly two years after being fired—or what I like to call a forced sabbatical—Brij the Gap Consulting was born. We are a talent development company dedicated to enhancing employee growth, leadership effectiveness and team success. The name is a play on my last name, but mostly symbolic: bridging the gaps I saw in corporate structures, leadership development and talent advancement. My mission became clear: to help professionals advance in their careers, create great leaders and as a result, help organizations achieve lasting success. I designed my business with intention.
At Brij the Gap Consulting, we don’t take a one-size-fits-all approach. We customize our offerings to complement each organization’s unique resources, and we ensure that lived experiences are central to the solutions we create for all employees. We provide the tools, community and personalized support needed to navigate nuanced experiences and challenges. For organizations, we help leaders and teams create environments where everyone can succeed and have a positive experience.
In addition to supporting individuals, I’ve also worked with CEOs and leaders to address one of the most pressing challenges in today’s corporate landscape: attracting and retaining top talent. Research shows that employee retention is a critical issue for companies where growth is stifled. According to Gallup, employees who do not see a clear path for growth are twice as likely to leave their roles. To combat this, organizations must provide learning and talent development opportunities, consistent leadership training and an environment that equates for lived experiences. Leaders should foster a safe space of transparency where employees feel free to communicate their needs and concerns without fear of retaliation. Employees should also have the opportunity to grow within their roles or be encouraged to transition into other teams if no suitable roles exist within their current group. While having in-house talent development resources is excellent, bringing in an external perspective is critical. It fosters trust, provides unbiased support and creates a safe space where development truly happens. That’s where Brij the Gap comes in.
The journey hasn’t been easy. Being a business owner, and now author, was never my plan. Building a business from scratch required courage, resilience and a willingness to share my story to drive change, even the parts that were painful and embarrassing. However, it’s been incredibly rewarding to see the impact Brij the Gap Consulting has made. I’ve worked with organizations like Visa, Meta, Reddit, Converse and more to implement actionable career advancement resources and improve employee retention. I’ve seen leaders transform into more effective, empathetic managers. I’ve witnessed professionals from all backgrounds step into their power and achieve their goals. By helping others navigate their own challenges, I’ve reclaimed my narrative and reshaped my professional purpose. What began as a painful experience has become a platform for change, both for myself and for the countless individuals and organizations I’ve had the privilege of working with.
Brij the Gap Consulting is proof that adversity can lead to innovation and that focusing on solutions for others can create meaningful, lasting change. Let this be your reminder: the obstacles you face today can fuel a business and a life purpose that not only thrives but also makes a difference. Focus on delivering value and watch your vision transform lives, including your own.
Devika Brij, CEO and founder of Brij the Gap Consulting, is driven by a passion for empowering individuals and cultivating workplaces where everyone can thrive. With more than 12 years in professional development, she’s helped top companies develop employees, foster engagement and build high-performing teams. Brij is also the co-founder of Zaka Connect, a career advancement platform for first- and second-generation immigrants, and serves on the Board of Mentors for Monday Night Mentorship. She is also the author of Thrive in Color: How to Master Self Advocacy and Command Your Career as An Underrepresented Professional.
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