Diversity, Culture, & Inclusion
I am a builder. That is the mindset I’ve always had ever since I was a little boy. When I first entered the diversity and inclusion arena I always signed every email with, “I build experiences that are catalysts for social change and understanding.” That mentality has rung true since my first project the Innovators of Changes documentary/ award series to my latest creation, 100 Roses From Concrete a network for men of color in advertising, marketing media, public relations.
The intersectionality of diversity, culture, and inclusion is the only way to cure the diversity dilemma that hurts industries across the board. They're so many wonderful advocates that are working hard to move the needle of change but the response from those in power has been less than agile and more at a snail's pace to protect their interest in the direction of the industry.
I get it, change is not easy for anyone especially when there are millions of dollars on the line. Industries have made millions off of an old model that is noninclusive and barely diverse. So why mess with that model? Well, the question should be why not mess with that model? McKinsey reported that 33% of agencies with diverse teams do better than those that don't. Our industries are in constant evolution. You name the area and ten things are different since last year. However when we take a good look at the genetic makeup of the institutions old and new you can almost guess what the inner workings look, feel, and even taste like (figuratively).
Our world is changing whether we like it or not. The way people want to feel when they walk into work is changing as well. People want to come to work and see people they directly relate to and those they can’t relate to but want to learn from. The processing and flow of information are 30 times faster than it was 30 years ago. Technology has enabled us to work more efficiently while hindering us socially create introverts and those they share too much. We need to find the proper balance for the future of the industries we currently have and the ones of the future.
operating Lens: The Power "E"
Employ - Black Indigenous People of Color
Embrace - The BIPOC talent that you do have in your workplace and your team. Please treat them with respect.
Empower - Give your BIPOC talent opportunities to lead internally and externally.
Equity - Pay your BIPOC talent fairly. Pay equate to value.
Educate - Grow all of your talent to grow your business better and work more efficiently.
Engage - Create a frequency of interactions with your BIPOC employees and internationally learn about their workplace experiences and invite them to the culture curation table.
Evolve - The growth of all employees needs to be ever-growing and changing
diversity, culture, equity, and inclusion assessment
There no better place than to start at the beginning. Through top-down DCI Assessment, I perform a deep dive into the organization's past, present, and future D&I efforts and advise on building upon what is working and discard what is not. I also interview leaders and employees to get a first-hand perspective of where the red flags maybe and relay that to management.
Diversity and inclusion internal and external Program development
To build sustainable, realistic, and evolutionary D&I movements, all programming and internally must be assessed to determine its strengths, weaknesses, opportunities, and Threats. Once determined in collaboration with the D&I committee or lead I will provide suggestions to build more robust programming.
Diversity and inclusion partnership audits
Partnerships are key to building all d&I efforts internally and externally. I will work with the current D&I lead or committee to determine the effectiveness of current partnerships and make suggestions for once in more in line with the agency's d&I direction.
Cultural media discussions
A way to cultivate a culture of inclusiveness and understanding is to use media such as music, podcasts, and movies/TV shows to help us learn and grow together as an agency. CMD's normally last an hour with a lot of interaction with the attendees so that co-workers can gain perspective from people that may view things differently than them in a safe and respectable environment.
Diversity leader mentorship
Less than a year ago roughly 30 to 40 percent of organizations had diversity and Inclusion. Sadly after the murders of Breaonna Taylor and George Floyd, industries have begun to create these first-time roles to address racial disparities across all levels. Some organizations hire from the outside, while others transition internal employees to the role. For those transitioning, I provide counsel on how to develop, engage, inspire, and execute strong D&I efforts for those new to the field/role with weekly consultations sessions and check-ins. think of me as a D&I coach or "yoda".
Interested in working together? Click below and download and overview a breakdown of my services