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Additional Posts in Black In Advertising
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The fact DEI is treated as an HR strategy rather than a “change management” strategy...
The former focuses on hiring/retaining people while the latter focuses on systems & structure.
We need systemic change, not to change the Black people. There’s nothing wrong with the Black people... just the system that doesn’t promote, retain, or support.
Yes! This is what the Bias Interrupters believes, that diversity & inclusive should be treated like any other business problem. www.biasinterrupters.org I saw one of their leads in a speaker series. It was great.
I hate how they’re always talking about recruiting BIPOC but don’t work on keeping the ones they have. You can fill a bucket but it’s useless if it’s full of holes.
The fact that I can’t have it at my agency without someone wanting to make me head if DE&I despite having zero qualifications other than being black
@CW2 you should go for it and insist on joining the dEI board. If there are no Black voices on the committee, change may never get implemented. Don’t be shy about voicing your opinion and demanding change and accountability. Esp since we have less than 5% representation in the ad biz. Abysmal.
Not so much annoyance as frustration. It's been a conversation for a long time.
CEO, we need the CFO on board bc bottom line, change is gonna take $$$
The notion that whites racists are going to willingly desegregate the advertising industry. As if desegregation has ever been voluntary in the US and not the result of a change in laws.
A few years ago, the New York Times did a profile on what Tiffany Warren does on a casual Sunday. The article outlines how she bounced from her five bedroom Brooklyn home to her private hairdresser and onto her Equinox classes before hooking up with buddies for a few late Sunday drinks at the Mandarin Oriental Hotel. That’s when I knew the diversity issue wasn’t going to be addressed, but treated like a chronic condition, to be medicated only when certain conditions caused it to flare up.
In the famous words of Audre Lorde, “the masters tools will never dismantle the masters house. “
How about the fact that no CDO’s are publicly talking about it...Think about it...who is showing up for “us” right now??? Names??
All of this
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"Woke" white employees thinking I'm going to agree with them about our company needing diversity hires for senior leadership positions. The CEO of our small agency steps down and you think we can just stick any black person, no history or knowledge of the company, into the position within 2 weeks, in the middle of an economic crisis, when existing leadership can easily be promoted? That's going to reflect badly on the candidate because they weren't properly trained or prepared, it's going to be bad for business as they get caught up, and tbh it's going to reflect badly on the race b/c they were hired to represent the race. Our current black employees need training to take on these roles, external black candidates deserve proper evaluations (not hired or rejected w/o assessing qualifications), and we need to improve our pipeline of black talent. Don't think you're winning cool points with me because you failed to thoroughly think about how to efficiently support black talent.
Totally agree. "Our current black employees need training to take on these roles, external black candidates deserve proper evaluations (not hired or rejected w/o assessing qualifications), and we need to improve our pipeline of black talent." More white executives need to mentor BIPOC people to make sure they are paving a path to leadership positions. What you're describing is the same phenomena as the Glass Cliff, where they gave women these leadership positions in failing businesses and said, "there you go, we made you a leader, now fix it." The beautiful part is that some did succeed, but they had mentors and sponsors that paved the way for them. We need existing leadership to do the same, work on becoming Allies and Advocates and Mentoring folks on what they need to succeed in leadership.
Not including straight white men with power on the panels. You cannot talk about these things and not include the guys at the top or make them feel like they can opt out of the conversations.
Also the panels. We don’t need more panels. We need conversations with HR and Finance to discuss wage equality.
Enough of the ham sandwiches already we need to ask for the steak.
Bowl Leader
I agree, we need to have more effort towards wage equality ...and workplace safety...not all of us feel safe at work
Life is too much right now for me to participate. Part of me wants to write it off ass bullshit, but everyone has a role in our fight towards the next phase in society, so I appreciate those who are loud and leading.
Lip service, everyone wants to be an ally but no one has time, HR/leadership don’t prioritize in addressing it and want to put guidelines in place for certain things. Client fires and big projects are more important. Also, they don’t do much at all to help retain their minority workers and continue to still promote and praise white employees the last few weeks.
Honestly the DEI hires who are starting to lead them. Feels like the ultimate performative move for the less than 10% or black folk in the company. It’s that number that bothers me not to mention the zero folks of color in the C-suite.
Oh and the fact that none of the C or executive suite are actually attending.
Yep. The D&I role is almost like a shield for management because they can divert all complaints and grievances to that person/team and then get on with running the company. The Chief Diversity Officer is the CEO in my opinion. He/She sets the tone for the organization to be competitive and profitable.
That it's just lip service.
That its hollow for most ppl. I havent seen many companies change their behavior. I had all whit company ask me about bias. I presented them academic studies demonstrating as such. And they just buried it.
Bowl Leader
Wow, I’m sorry that you went through all of the work for it to be buried.