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. 


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.


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.


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.


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.


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".


Still, having a hard time finding diverse talent? The WE OUT HERE networks reached out to 5,000 candidates globally that just might be the right one for you. Qualified candidates will be emailed directly to you. For pricing for social media posts per role email with a job description with a point of contact for all applicants or a link to your job board.


A three-part session with the agency leaders and staff. The Leading with Intent / Inclusive Leadership workshop will help reintroduce ways to be an intentional and inclusive leader, communicating as a leader, and cultural sensitivity. Leaders and staff will have the opportunity to self-reflect on their leadership styles, self-correct, and create goals to extend for the second half of the year in one-one sessions.