{ "media_type": "text", "post_content": "Performative Diversity Bingo. How many boxes can you tick, and how does it apply to advertising and marketing?\n\n(Credit https://www.linkedin.com/posts/activity-6776185476274642944-T8OA)", "post_id": "604bbd09a8b40a002a5347e4", "reply_count": 6, "vote_count": 7, "bowl_id": "59008d8a4139c50011b8048d", "bowl_name": "Minorities in Marketing" }
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I’d love to add “allocating your handful of POC creatives to 100% of the low budget, below-the-line ‘diversity briefs’, leaving them with no free time to contribute to budgeted projects that will actually improve their careers” A little wordy, I know. I’ll work on it.

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As someone on the outside vendor end of the equation, I can confirm a nationwide trend of diversity briefs with POC creatives and budgets that are 1/20th to 1/30th of their “non-diversity” counterparts. It’s noticeable.

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As head of a Diversity Committee...which was renamed a Culture Committee to be more palatable...this hits home 😒

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Looks like it was removed from LinkedIn

The “white direct reports” piece is me af right now

Also in my last job, I started an unofficial ERG for Black employees because I took it on my shoulders to make sure they were successful

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