How Stories Shape Culture
Mauricio Ahumada (holding certificate) at his naturalization ceremony in Philadelphia
From a citizenship ceremony in Philly to my first HR/talent job based in NYC—stories like Mauri’s still shape how I think about workplace culture.
Earlier this week, I had the privilege of witnessing 50 people from 27 countries take the Oath of Allegiance at the USCIS offices in Center City Philadelphia. One of them was Mauricio from Chile—“Mauri”—my niece’s husband of four years.
With hands on hearts, Mauri and the other candidates became U.S. citizens, accepted their new documents, and then we, their invited supporters, joined them in reciting the Pledge of Allegiance. There was joy in the room—along with what felt like a collective sigh of relief as the ceremony concluded. Then came the hugging and the picture-taking amid a room full of American flags, large and small.
Mauri and Lauren met during her study abroad program in Santiago, Chile. After years of long-distance travel and big decisions, they married and chose to build a life in the U.S. He earned an MBA from Drexel, works for an engineering firm, and she’s now an attorney. They recently bought a home in Philly—where we celebrated after the ceremony.
Their story is one of love, resilience, and commitment—hallmarks not only of immigrants, but of anyone pursuing a big goal across uncertain terrain.
Mauri & Lauren celebrating at home
That day made me reflective—not just as an aunt, but as someone who’s spent a career in HR/talent. I thought back to my early days in New York City, where I was head of HR at a firm that, even then, understood the power of a diverse workforce.
It was my first real experience working side-by-side with people from so many places—the Dominican Republic, Turkey, India, Israel, China, England, Australia, Romania, Russia and more—all building careers alongside their American colleagues in real estate fields such as finance, accounting, HR, graphic design, and law.
The company didn’t just hire diverse talent—they invested in it. They provided HR and legal support for visa sponsorships and covered the costs. Benefits like tuition reimbursement (tied to good grades) applied to everyone at the firm. Sponsorship wasn’t a given; it was earned through strong performance, commitment to personal and professional growth, and contribution to team culture.
The ROI? Distinct perspectives, standout contributions, and a rich, evolving company culture.
This was before my more formal training and experience around diversity and inclusion programs—but looking back, those early efforts laid the foundation for more intentional work around building inclusive teams aligned to business goals.
Back then, we learned from each other in ways that might sound quaint or cheesy now—but they worked. We built trust through shared experiences: potluck dinners with dishes from many cultures; salsa dancing at the holiday parties; American colleagues explaining the rules of football to newcomers; and running the Corporate Challenge and playing softball in Central Park.
Those moments brought our differences into the open—and revealed our common ground. Together, they made us more human and in doing so made the company stronger and more resilient.
Mauri’s journey is a reminder—one that feels especially poignant today—about how workplaces thrive when they make room for and support stories like his.
