Dawn Ray’s Post

MLK WOULD BE PROUD. In business as in life, nobody is coming to save you. It goes without saying that if you see something that needs fixing you invariably have to fix it yourself… For people of color, The Marketing and Advertising Industries are one of those things that simple doesn’t work for us. They are broken. In response to this reality, Hero Collective & Hero Media, in conjunction with other industry leaders, including andre gray Monique Nelson, Gabrielle Shirdan, Walter T Geer III, Dabo Ché, Adan Romero and Joseph Anthony are launching Blackweek. #Blackweek was created to have an honest conversation about the current state of #equity and inclusion, introduce new innovative solutions that not only empower diverse founders and professionals, but help the corporate world unlock the immense economic value and buying power of diverse consumers worldwide. In order to make the vision of Blackweek a reality, we need your support! Go to Blackweek.co and reserve your spot by registering today. Early bird prices are available for a short period of time. It's time for us to move together if we are going to truly move culture forward. #blackweek #equity #empowerment #advertising #media #tech #movecultureforward https://lnkd.in/esvWJd4e

ANNOUNCING #Blackweek … "Diversity" is swept under the table in the corporate world – it's under siege in the courts. Leaving the underrepresented [still] underwhelmed by the commitments, clout and misuse of the word "culture,” so let's represent ourselves & get over the under. "We are the culture, nothing moves without us." We just have to move together. Introducing #BlackWeek : Proud to announce this culture-first #conference created for honest conversation about the current state of #diversity, #equity and #inclusion, to introduce innovative solutions that not only empower diverse founders and professionals, but help the corporate world unlock the immense economic value and buying power of diverse consumers worldwide. Check out BlackWeek.co & follow BlackWeek. Beyond headlines, horror stories and hyperbole. Not for the gaze or quota. No more panels about diversity with no diversity. No more progress without proof or problems without solutions. No more talk about ownership without real ownership. Equity and excellence. #dei #advertising Who's coming? BLACKWEEK FOUNDERS : Joseph Anthony Dabo Ché Walter T Geer III andre gray Monique Nelson Adan Romero https://lnkd.in/g2hmnMTA

Here's what I tell anyone concerned about the "attack" on DEI: this work is fundamentally about cultivating environments where everybody thrives. Pure and simple. Who can argue with that? From there, the work becomes: ➡ Identify the obstacles in your specific org that hinder this. ➡ Develop the list of actions that you'll take to address those obstacles. ➡ Establish a system to track progress ("accountability) and have regular check-ins to adjust as you go. Yes, language is important and yes, we need to be able to openly address the issues of race and gender and discrimination that are huge problems in our workplaces and our world. And we also need to think about how we invite everyone in to this conversation, and motivate everyone to take action every single day -- actions large and small. So for anyone struggling to get their colleagues on-board with DEI work, ask them how they feel about this framing and see what they say... https://lnkd.in/eUdrXpnk

Perfectionalism is over rated! This is a great conversation about leadership and the journey to owning your own path.

As a DEI professional who has been part of the communications industry for more than 15 years spread across two large multi-national advertising agencies, I was fascinated by this guide that has been released by the World Federation of Advertisers (WFA) some time back. It draws attention to the stereotypes that may creep across the key stages of the creative process. If you are in the business of Advertising or Marketing, this is a wonderful guide that shines the light on our conscious or unconscious biases and stereotypes through inclusion nudges!

I didn't watch the Oscars or the Super Bowl, but I did take notice of peoples perceptions to events that occurred there. When we compare the reactions to Smith's altercation with Chris Rock at the Oscars to Kelsey's heated moment during the Super Bowl, it's strikingly evident how differently these incidents were perceived. Why? They are both very similar with one major exception. While Smith faced widespread criticism and vilification for his actions, many seemed quick to excuse Kelsey's behavior as a product of the intense atmosphere of the Super Bowl. This contrast prompts us to question the underlying biases that influence our perceptions and reactions. It's essential to recognize that unconscious biases are deeply ingrained in our societal systems, often without us even realizing it. This bias extends beyond high-profile incidents and permeates various aspects of our lives, including the workplace. As we navigate these discussions, it's crucial to challenge ourselves and others to confront our unconscious biases actively. These biases contribute to systemic inequalities and the underrepresentation of Black workers and other marginalized groups in various industries. Let's use moments like these to spark meaningful conversations and drive change. Are we truly aware of our biases, and what steps can we take to address them? It's time to foster a more inclusive and equitable society where everyone has equal opportunities to thrive. #UnconsciousBias #DiversityandInclusion #Equality #SocialJustice

If you’re like me, there’s so much to do and think about that it’s easy to skip the little wins and just focus on celebrating when we reach the destination. Here’s what I’ve learned though: The celebrations along the way are a lot more important. They build morale for the journey. They build loyalty for the team. They build confidence for the challenges to come. They establish patterns for longevity. They build a culture for noticing when people do great work and helping others repeat it on purpose. When we find moments to celebrate along the way, we encourage the work and behaviors that ultimately move us toward our destination. So the question is: Who can you celebrate this week?

As discussed in a recent The Washington Post article, there has been a growing push within organizations to dismantle their Diversity, Equity and Inclusion (DEI) efforts to solely focus on "inclusivity." While this singular focus may seem appealing at first glance, it poses a significant risk of minimizing the systemic challenges faced by marginalized groups, specifically Black employees. Narrowing the lens to just inclusivity could dilute the urgency and specificity required to tackle deeply-rooted issues like discrimination, implicit biases, and microaggressions experienced by these communities. DEI is a holistic framework that encompasses more than just fostering an inclusive environment. It also addresses equitable representation and the active dismantling of systemic barriers that perpetuate discrimination. By fixating exclusively on inclusivity, organizations may overlook the need for true equity and diverse representation, treating these crucial elements as an afterthought. Moreover, an inclusivity-only approach risks promoting a superficial understanding of the complex power dynamics and privileges at play. It could lead to tokenistic initiatives like ineffective diversity trainings rather than driving substantive, systemic change. Implicit biases in hiring and the pervasive microaggressions endured by Black staff cannot be adequately confronted without a comprehensive DEI lens. Abandoning DEI also opens the door for those invested in maintaining oppressive systems to downplay the severity of systemic racism and discrimination. They may leverage this shift to inclusivity as an excuse to ignore the dire need for meaningful reforms that dismantle institutionalized inequities and foster true belonging to all marginalized groups (e.g. differently-abled, senior employees, or the formerly incarcerated). Rather than discarding the term DEI, organizations should wholly embrace it as a vital, multidimensional framework. DEI captures the nuanced challenges of achieving diversity, instituting equity, and cultivating an authentically inclusive environment. Only through this comprehensive approach can real progress be made.

What's it like to create a 19,000+% increase in helping your clients reach clients? It looks a bit like this. Not every client starts big. Some start from 0. And, when we help create results like this, we celebrate — and track — what it means for their business. One of the things I learned in my Tory Burch Foundation Advisory call this last week from Gay Gaddis is that a secret to scaling is to get ALL the data. As a creative, that can be a growing edge. Thankfully, each of my team members thinks as strategically as we do creatively. We heard her advice and got right down to it. What wins are you celebrating this week? #brandingagency #marketingagency #aanhpi #womenfounder #womeninbusiness #marketingtips

It was a treat to hear Ron Clark address Walmart's Pride ERG and allies with a captivating, comical, and educational talk on being a better leader for *all*. Ron is an award-winning educator (named Disney's American Teacher of the Year), a New York Times bestselling author and the inspiration for the film, "The Ron Clark Story," in which Matthew Perry portrayed him. We stand to gain valuable lessons on inclusion and belonging from educators like him that we can apply to our workplaces. Here are a few of my key takeaways: 💡The irony is striking, or perhaps times have changed: despite being bullied as a kid in school, Ron, as a teacher, received immense acceptance, love, and support from the kids he taught, embracing who he was. 💡How you treat people is who you are. 💡Create a list of "1% things" we can do in our environment to make people feel welcome. Small, consistent time, money, or energy efforts can have a far-reaching impact. 💡Allyship is about investing in people. It was especially great to see this in action as our senior leaders attended, not to speak or take up space but to listen and better understand experiences within the LGBTQIA+ community actively. Subscribe to my private weekly newsletter for *full* posts and summaries of events, workshops and interviews to apply to your development. Link in the comments below👇