Uwanma Odefa is an accomplished Human Resources professional with over 20 years of experience in people management, organisational culture transformation, and change leadership. Currently serving as the Integration and Adaptation Liaison at the Tallinn Migration Centre under the Tallinn City Social and Healthcare Board, she plays a key role in fostering cultural integration between the African community and Estonian society.

Beyond her public appointment, Odefa runs her own Career and Talent Management Consultancy, where she supports professionals and organisations in navigating career and workplace transitions, and building inclusive cultures. She is also the founder of a non-governmental organisation dedicated to strengthening Estonian-African relations through dialogue, cultural exchange, and community engagement.

With a diverse background spanning HR, media, and communications, Odefa uses her voice and visibility to promote inclusion, community building, and cross-cultural understanding. Through engaging content and grassroots initiatives, she bridges cultural gaps while empowering others to thrive in new environments.

In this interview with IFEOMA OKEKE-KORIEOCHA, she speaks on how her experiences from your personal and professional journey have best prepared her for the position and how she hopes to encourage more African brothers and sisters to step out of their homes and be more visible in social settings, especially outside their own community spaces.

Can you tell us a bit about your background and how you were able to attain this new role?

I’ve built a career in Human Resources Management spanning two decades, with a focus on people management, organisational culture transformation, and change management. I’ve also dabbled in communications, media, and entertainment. All of these experiences have led me to where I am today.

At the end of 2021, after a brief stint in England, I moved to Estonia, a small but powerful and technologically advanced country bordered by Finland, Sweden, and Latvia. While I was rebuilding my career and adapting to the Estonian workspace, I also embraced the process of integrating into my new society. I leaned into my passion for content creation, networking, and people management to make meaningful connections.

My videos, posts, and articles on LinkedIn, TikTok, Instagram, and Facebook, as well as my in-person and virtual events, got me noticed. This led to media features, social media collaborations, partnerships, and more professional opportunities, including my recent appointment at the Tallinn Welfare and Health Care Department with Tallinn Migration Centre.

What experiences from your personal or professional journey have best prepared you for this position?

I’m a people person. I’ve worked in a field that requires a deep understanding of human psychology. I’m also an immigrant who is thriving in a country still adjusting to the idea of African expatriates and professionals as fellow residents and citizens.
I’m very visible to both Estonians and the African community, and I’ve built a wide, strong, and carefully curated network on both sides. All of this has positioned me for this role, and that’s exactly why I was approached for it.

What are your primary responsibilities as the Adaptation and Integration Liaison?

My primary responsibility is to support the successful integration of the African community in Estonia, from arrival to, hopefully, a true sense of belonging.

I do this by raising awareness of and creating access to the integration resources available, helping people settle in and become active contributors to Estonian society. My strategy involves identifying key partners who have access to large groups or sub-communities of Africans living here and collaborating with them. So far, we’ve engaged with religious leaders, major employers, cultural groups, and social influencers.

What does this appointment mean for you personally and for the African community?

To me, it feels like I, and by extension, the African community, am being seen, heard, valued, and supported. And that the support doesn’t come through ad hoc or intermediate measures, but are long-term and systemic. That’s all anyone can ask for.

It’s the feeling of being part of a community that recognises your potential and offers guidance to help you fulfil it, so you can, in turn, support others. This creates a system, a cycle, and a community that looks out for one another, grows together, and thrives in a positive, inclusive environment.

For example, in 2023, international students (including many Africans) contributed €23 million in tax revenue. A significant number stay after graduation, working and contributing meaningfully to the society. We add value.

What are the most pressing issues African communities face regarding integration?

Estonians are very conservative, and take their time opening up to strangers, and that includes fellow Estonians. This is a sharp contrast to most Africans who are outgoing and would hug a total stranger who said hello to them. Without opportunities for intentional and guided cultural exchange, most Africans feel snubbed and unwelcome, some even attributing their experience to racism, when in fact it’s a simple case of cultural diversity. In many cases, these experiences make Africans stay within the confines of their own communities where they have limited interaction with their Estonian neighbours. On the flip side, many Estonians are curious about the new people and cultures growing in the society around them but share that Africans don’t interact consistently enough for them to get to know us.

The second most pressing challenge to integration for most Africans is the language barrier. Most Estonians speak English conversationally, but Estonia’s first language is Estonian. It is the language of business, instruction and information. This is a strategy to preserve the language, culture and nationality of Estonia after years of occupation by other countries. And Estonians are fiercely loyal to their language, as they should be. Language is a form of identity. The tricky part is that Estonian language is a tad difficult to learn, and with minimal access to Estonians, practicing becomes an added obstacle for many African residents.

What are your top priorities as Adaptation and Integration Liaison?

My top priority is to help the Centre achieve its goal of supporting the African community in integrating as effectively and quickly as possible, while also helping resident Estonians adapt to the growing diversity around them, and see the benefits of it.

This would incorporate a campaign that includes cultural exchange events between communities.

Can you share any specific programs or initiatives you plan to launch or already have?

Besides the adaptation support information sessions and courses, I’m currently developing a proposal for a cultural festival later this year. It will be a major collaborative event that showcases the richness of African cultures through food, music, dance, fashion, and, of course, vibes.

It will be a fantastic opportunity for our Estonian friends, colleagues, and neighbours to interact with us in a relaxed, joyful setting, and for us to get to know them as well.

What long-term changes do you hope to achieve during your tenure?

I hope that our work at the Tallinn Migration Centre and the Tallinn Welfare and Health Care Department, alongside other government institutions, will lead to a more integrated Estonian society, where Africans are recognised as valuable partners and contributors to the development of this remarkable country.

Are there specific challenges you want to tackle immediately?

Yes. I’d love to encourage more of my African brothers and sisters to step out of their homes and be more visible in social settings, especially outside their own community spaces. It is the quickest way to integrate; by interacting and engaging with others. This is particularly important during the darker and colder months, when isolation can really set in. It is my hope that the cultural exchange events, amongst others, will tackle this.

What policies do you believe are most critical for improving the African community’s well-being?

In terms of mental well-being, one major issue is the inability of many Africans to have their friends and family from home visit them in Estonia.

For example, in 2023, when I completed my MBA, I invited my siblings to attend my graduation. My brother, who lives and works in England as a medical doctor with the NHS, was denied a visa, even though his application included proof of employment, a letter from HR stating his vacation and return dates, his payslips, bank statements, flight ticket, hotel booking, and every paperwork he was asked to provide.

Despite the inclusion of my own invitation letter and documentation from my employer and school, the decision was that they were “unconvinced” he would return to England. It broke my heart that he couldn’t come.

Africans place immense value on family and community. Being cut off from loved ones can deeply affect our mental health and increase the feeling of isolation. I hope to see policies that allow easier, short-term visitation for close family members.
Another important issue is housing discrimination. There are reports of landlords refusing to rent to Africans solely based on their background. While I acknowledge that property owners have the right to choose their tenants, and that legislation exists to prevent such discrimination, there’s still a need for more open dialogue and education around the issue. Greater awareness is needed, both for tenants and landlords, about what constitutes discrimination, and where individuals can turn for support or redress when it occurs.

What does cultural integration mean to you, and how do you define success in this area?

To me, cultural integration means people of different backgrounds becoming open to, and aware of each other’s values, customs, and traditions, and finding common ground in our shared humanity.

Success is when I can talk about my culture openly with an Estonian, and they’re at least somewhat familiar with what I’m sharing, and vice versa.

For instance, I once told a colleague about Nigerian small chops. She hadn’t heard the term before, but once I described the snacks, she realised she’d tried poff-poff and loved it. She’s now officially a poff-poff ambassador. That exchange made me feel warm and fuzzy inside.

What advice would you give to other African leaders seeking to create change in their communities?

As cliché as it may sound, it really does start with you. You can’t show people a framework for change that you haven’t tested or walked yourself.

The most effective case study is you, your experience, your journey, and the results of your strategies.