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Diversity & Inclusion From a Marketing Perspective

Inclusive Marketing Blog

Equity, What is it?

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Often we hear the words diversity and equity, but what we hear is diversity ( having individuals from all walks of life) and some other word that looks like equality. We glaze over equity because we simply do not know the meaning of the word, although a simple Google search could fix that. So, what is it? Equity is simply the act of being fair and realizing that all individuals deserve the same opportunities and resources despite their circumstances, while equality wants to give every single individual the same exact things no matter what. In the spirit of the Tokyo 2020 Olympic games, let’s talk Allyson Felix.

Rio de Janeiro – Corredoras dos Estados Unidos Tianna Bartoletta, Allyson Felix, English Gardner e Tori Bowie vencem final do revezamento 4 x 100m nos Jogos Rio 2016, no Estádio Olímpico (Fernando Frazão/Agência Brasil)

If you have not heard of Allyson Felix ( team USA), you are certainly going to hear about it after Tokyo 2020. Felix qualified for her first Olympic race at Athens 2004 at just age 18 and received silver in the 200m, and from there the rest is history. Since 2004, Felix has competed in every single Olympic game and medaled every game. Now being noted as one the most decorated runners ever with six gold medals, Felix has earned the respect of athletes and spectators all over the world. Before Felix is anything she is a wife and a mother, and most importantly a woman. When mega-giant Nike, who Felix was sponsored by attempted to negotiate Felix’s contract after the athlete gave birth in November 2018, things became interesting.

Firstly, Nike cut Felix’s pay by almost 70% which to many including Felix looked like punishment. Felix attempted to negotiate with Nike but in the end, the two-part ways after she called the company out for not supporting her during and after childbirth. Now, Felix advocates for women who are athletes and everyday working parents to help support them. Felix has shown her resilience on and off the track field and continues to fight for mothers in the workplace.

The biggest lesson here is that Felix did not receive fair or equal treatment because of her circumstances. Equity plays a large role in pay and negotiations, and companies are not always understanding of circumstances. While Allyson Felix, was able to advocate for herself, there are many who are incapable of doing the same.

The young man in the purple knows just how important the difference between equality and equity can be.
ANGUS MAGUIRE // INTERACTION INSTITUTE FOR SOCIAL CHANGE

Inclusive & Equity Training

If you desire to foster a more inclusive and equitable work environment, we offer inclusive and equity training on Displaying Empathy in the Workplace and Managing Employee Engagement. Line 25 Consulting would love to work with you in achieving your DEI goals this year. Use this link to schedule a 15-minute call or send an email to ngome@line25consulting.com to see how we can help you.

Keeping Up with the Paralympics

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The 2021 Olympics are underway and just days into the competition the world has been glued to the events unfolding on television and social media. Simone Biles dropped out of the competition due to mental health reasons, Naomi Osaka lost in her third-round match, and Tunisia’s Ahmed Hafnaoui declared gold in what is being called the biggest upset of the Olympic games, maybe ever. Needless to say, the 2021 Olympic games have been a whirlwind, and the Paralympics have been nothing short of disappointing. 

paralympics

The Paralympics are international competitions parallel to the Olympics which are designed especially for athletes with disabilities. The Paralympics are not just an effort to diversify the Olympics but exist to provide the same opportunities that abled body people have to those who are disabled. Paralympics.com provides a brief history of how the games came to be and the road to becoming an internationally recognized event and providing opportunities for those who may not be able to compete in events in the Olympics.  

The Paralympics are a great representation of what it means to put diversity and equity first. Diversity is not defined by race or gender, but by the ability of the athlete despite physical barriers. It is through the Paralympics that the visibility of disabled athletes is put on the front stage, and celebrated.  Attached below is the Men’s 50m Breaststroke, where we can see the diversity amongst the swimmers, and how they function in their perspective events.

Diversity Training

The Paralympics are a great example of fair representation based on interest. We can’t teach you how to swim or run faster, but we can make diversity training fun. If you are looking to have an empathetic and easy-going facilitated conversation on diversity and inclusion, Line 25 Consulting is the way to go. Contact us today to get started.

Marketing to a Diverse Audience

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diverse audience

How is marketing to a diverse audience any different than regular marketing? Is there different terminology? Are there different techniques used in marketing strategies? The answer is not simply yes or no.  

Diverse Marketing is a marketing strategy that appeals to and includes diverse groups of people, compared to what marketing has looked like in the past. Traditionally, companies marketed to the audience they felt was the most marketable, white people. Within white audiences lied influence, money, and popularity so by marketing to a white audience, companies were most likely guaranteed a better chance of gaining clients/customers. An article by Business.com states “when the people featured in advertisements are consistently white, straight, thin and young? Brands fail to reach a larger audience because their target markets are too narrow. That’s where diversity marketing comes in”. 

In the age of social media platforms such as Instagram and TikTok, companies can reach millions of people from all over the world, with different backgrounds. This reach makes marketing to a diverse audience more accessible, but not all companies.

Inclusive marketing acknowledges that advertising and marketing should offer alternative means of communication within diverse audiences. The ability to mix different communication methods enables you to reach more people from specific diverse groups. More importantly, people want to see themselves as much as possible before they support you with their time or money.

Inclusive Marketing Consulting & Training

At Line 25 Consulting, we provide consulting and training in diversity and inclusion from a marketing perspective. We provide the necessary tools to businesses wanting to tackle the complexities of DEI with our 5-Point Framework to Inclusive Marketing or Knowing How Diversity Drives Revenue. If you’re ready to move forward schedule a 15-minute call to get started.

 

What Does the Workplace Look Like During a Pandemic?

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By now many of us working in corporate workplaces have received emails and phone calls from management asking us (scratch that, telling us) to come back to work in the office. While many of us have gotten comfortable with the idea of wearing our favorite pair of pajama bottoms while we take our 8 a.m. Zoom call, that is not the world we knew before the Covid-19 pandemic. What does this mean for employees going back to work in the office after a year-long pandemic?  

For safety reasons, many companies may require employees to be vaccinated prior to returning to the office.  According to Our World in Data, nearly 46% of Americans are fully vaccinated, and less than 8% partially vaccinated. Though a majority of people will be vaccinated prior to returning, companies must still take precautionary measures and follow government-mandated guidelines. For tech giants such as Apple, who prior to the pandemic expressed their lack of support for a work from home policy, life after the pandemic will require many adjustments. As of now Apple is requiring its employees to return to the office in September, and work from office three days a week according to an article by Forbes. Many corporations will have to make similar adjustments in order to keep their employers safe in new conditions.   

The workplace also looks like a bunch of people all trying to adjust to a new workplace culture. Many people have not yet even met in person, only through a limited camera lens on their computer. Some hired only during the pandemic have only known what it means to work from home. According to an article by Stanford University, nearly 42% of US workers are working from home, an impressive increase from just 20% in early 2020. With all of these employees with vastly different experiences at work due to the pandemic, it will take a lot of time to adjust, but many companies will find what works for them.  

Life after the pandemic will look different, but many things will also remain the same. Employees will still be expected to meet quarterly goals, make their morning meetings, and meet their required job functions. Whether they do this in a four-by-four cubicle or from their apartment bedroom, is up to companies. Lastly, it is important to note that the decision does ultimately lie with the company, not the employees. Companies can make the call on whether they feel is it appropriate to return to the office, and employees must prepare for life after a pandemic.  

Diversity, Equity, Inclusion Looks Different

Returning to work does not only affect employees and employers but those around them as well. People who moved back in with their families in order to save money on expenses will again have to move back closer to their jobs, and coworkers who have never seen each other in real life will meet. Going back to the office affects companies, employees, and families, especially with school-aged children.

While money is important, some people may desire remote work and hybrid more than anything. Experiencing the pandemic has allowed people to reveal what matters the most and how to find balance in the best way possible.

Diversity Training

We know the workplace looks different. Here at Line25Consulting, we specialize in meeting your diversity and inclusion needs whether in-person, virtual, or hybrid. We are here to help you foster a workplace that nurtures belonging for all of your employees. For more information, visit our inclusive marketing services to see what fits your needs. Afterward, fill out our contact form or give us a call at (713)298-5851.

Dealing with Diversity in IT

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Earlier today I was asked why should women work in marketing. I have done hundreds of interviews and this was a solid question that I haven’t heard before.

diversity in IT

In short, women hold buying buyer. Women understand the importance of products, positioning, and messaging which are fundamentals of marketing. Of course, if those things are right people will buy them.

Moreover, the question made me think of all the male-dominated industries, especially in the realm of business. Women still have a lot of ceilings to break in some industries.

A recent article Why Diversity, Equity And Inclusion Must Be A Priority For CIOs, mentions how there is a lack of representation of minorities and women when it comes to wages and promotions in information technology. Furthermore, government and corporations need to do more to encourage diversity, equity, and inclusion within the industry.

This article brings an interesting perspective on the future of our workforce. As we continue to strive for belonging in company culture, the growth of technology shapes our future. It is important to have women, people with disabilities, BIPOC working in IT to provide input on the future of work, our world. Will these groups be reflected when it comes to artificial intelligence, virtual reality, 3D printing, or anything else that’s on the verge?

I know switching careers as an adult is not easy. I hope these entities will do more to inform and recruit young adults about a career in IT. I know this will be tough with startup culture appealing more attractive. IT is just one of many industries, but the article does a good job bringing this matter to the forefront because the CIO role is overlooked.

I know IT is just the tipping point. Other male-dominated industries include transportation, construction, and engineering. According to Catalyst, women’s representation ranges between 12 – 25 percent. I plan on exploring this area more.

Business requires a lot of moving parts. Diverse representation really does mean diverse thoughts and experiences to keep business going. Whether personal or business technology shapes how we navigate this world. Inclusion matters.

Diversity & Inclusion Training

Diversity and inclusion isn’t only for HR. It’s for every industry, every department. If your team is looking to lay the groundwork for diversity and inclusion, we would love to work with you. You can select a diversity training or we can customize a program for you. Let’s set up a 15-minute discovery call or email ngome@line25consulting.com to discuss the needs of your organization

Why Is There a Lack of Black & Minority Executives? Pipeline & Retention

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black executives

Recently, the Wall Street Journal published the article Why There Are Still So Few Black CEOs. It is important to note that there are only four Black CEOs among America’s Fortune 500 companies. Overall, Black people represent 3% of executives or senior-level roles. The total make-up of ethnic minorities in executive positions stands at 11 percent with a breakdown of LatinX are 3%, Indians are 3%, Asians are 2%, Middle Easterns are 1%, and 1% are multiracial. Ron Williams, the former CEO of Aetna, mentions that “opportunity is not equally distributed.”  

The lack of a minority of CEOs touches on the lack of talent pipelines and high retention rates. Most organizations consider talent pipelines from college to entry-level positions. However, pipelines need to be developed for all roles in conjunction with nurturing talent. If human resource professionals see there is a shallow pool of Black talent and do not have the opportunity to accept a Black new hire there is no way one can grow into a CEO. 

Line 25 Consulting Synopsis

Another issue is retention. Equity can play an important role when it comes to retention. Each employee holds different values whether it is salary, title, paid time off, or professional development. You will be surprised how many employees would enjoy the ability to attend a high-end conference or a course that can benefit them personally and professionally. Black employees tend to suffer various forms of microaggressions and do not have the ability to gain equality or equity in their workplace; therefore, they leave. The lack of Black talent looks negative, but the flip side is the increase in Black business owners. Think about it for a second. There is not a lack of talent to recruit from the talent is unfairly distributed and employers are suffering.

I want to encourage employees to speak up for themselves. It is essential to speak up from the beginning, during negotiations. It is always best to start your job with your needs met and all parties in an agreement. Of course, things change in life that affects your career, continue to advocate for yourself during those changes.

If you would like to be the first to receive the white paper Why Your Company Isn’t Really Inclusive, please sign up for my mailing list.

Diversity & Inclusion Training

Are you a recruiter finding it challenging to fulfill the BIPOC talent pipeline? Diverse talent is everywhere, but it is important to tap into the right markets in order for you to recruit and retain top talent. At Line 25 Consulting we cover this topic in our 5-Point Framework to Inclusive Marketing and The 6 Methods For Your Organization To Become Inclusive. If you would like for us to present to your organization contact us at ngome@line25consulting.com or call (713)298-5851.