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Diversity, Equity & Inclusion | Featured Post

Introducing a new DE&I series: Driving change from the inside

November 10, 2021 Michael Tennant – Founder of Curiosity Lab, Creator of Actually Curious

Illustration by Rebecca Ustrell

In the pop culture zeitgeist “Game of Thrones,” the Hand of the King bears the burden of their leaders’ whims. So too might our generation’s diversity, equity, and inclusion (DE&I) leaders when the health of an organization hinges on its leadership’s ability to foster a feeling of safety internally. That means creating an environment where employees of all levels, backgrounds, and abilities feel confident that they will not be exposed to discrimination, criticism, harassment, or any other emotional or physical harm.

Life on the front lines or cutting edge of anything can be a lonely place. But particularly heavy lies the crown of those who are the cornerstones of transforming the future of workplace culture.

With this in mind, we’d like to introduce some of the leaders on the front lines of the diversity, equity, and inclusion movement. These leaders’ each have a personal story that informs the work they do and how they got there. They also posses practical knowledge and experience that can help others make lasting change in their organizations. Over the next few months we’ll share conversations with DE&I leaders from a range of organizations to understand, and learn from, their efforts to support enduring change.

History repeats itself

Last year, organizations across the country pledged to make advancements in diversity equity and inclusion in response to the racial justice movement that arose following the murder of George Floyd. Outraged by the actions of public officers, our country began to look inward at the inequity and injustice surrounding us. Once again, it exposed the lack of representation, psychological and even physical safety existing in our communities and places of work. So, a generation of newly minted and veteran DE&I leaders were empowered – and pressed – to devise and advance equitable agendas.

Meanwhile, optimistic albeit cynical onlookers like myself (an entrepreneur and self identified corporate refugee) could not help but recall similar awakenings in the past. This isn’t the first time outrage has rippled through corporate America. Unfortunately, time and again, we’ve witnessed committed companies and leaders fade into the chorus beneath the lead notes of profits and quarterly goals.

An empathetic approach

After a year working with these leaders as an empathy training consultant, I learned that many of them have overcome a kaleidoscope of challenges themselves. I chose to lay my judgments to the side and to see them as the allies and change-leaders that they are, particularly given a lack of precedent (and often leadership) to guide them.

In an effort to support other optimistic and like-minded leaders, I decided to do my part to help unlock and share their wisdom, elevating their voices so that peers and supporters can hear them. This new project, Driving Change From the Inside, distills insights from intimate conversation with leaders at a range of organizations including NASA, NPR, Robin Hood Foundation, and Havas Group. It is about those who are leading the charge of change to correct issues of discrimination, harassment, emotional harm, and inequity.

Tactics and takeaways

The series dives into the practical tactics and best practices leaders want to learn about and enact. It also offers an intimate look at the people serving in these roles. What we find is that their success requires the passion and support of all the people around them – from the CEO and the board to the entire executive team and leadership team, and rank and file employees who share the mission and belief.

We hope that viewers and readers will open their compassion as they experience the backstory of these individuals as well as the complicated layers of their present. As one interviewee said, “we’re running the same race but with different roadblocks.”

Driving change

All of our interview subjects have attained great achievement. Their stories are remarkable, but far from over. These conversations provide insight into the work required to establish and maintain a culture that fosters the DE&I agenda, including the steps our guests have taken, the processes and procedures they’ve implemented, and the support systems they’ve needed to achieve short- and long-term goals.

In the absence of an inclusive and empathetic past to guide us, these pioneers are writing a guide book that we all can put to work in our own organizations. Through these conversations, we can begin to understand the “why” behind what leaders do that equips them to show up day after day in the arena, bloodied while projecting grace, and Driving Change From the Inside. Their experiences and insights give us hope and support as we shape the future of work with diversity and empathy at the core.

Key takeaways, highlight videos and full interviews:

Safe Space: Exploring NASA’s equity efforts with Edward Gonzales

Precious resources: Havas’ Juliana Akoumouh on the competition for diverse talent

Reflecting America: Michael Smith on putting the public back into NPR

Accelerate mobility: Robin Hood’s Stephanie Royal on how anti-racism fuels innovation

About the author

Michael Tennant is a founder, writer, and movement-builder dedicated to spreading tools of empathy and helping people find their purpose. Before founding Curiosity Lab, Tennant spent 15-years becoming a media, advertising, and nonprofit executive, and delivering award-winning marketing strategies for companies like MTV, VICE, P&G, Coca-Cola, sweetgreen, and Oatly.

Tennant founded Curiosity Lab in 2017 and created the conversation card game Actually Curious. Actually Curious became a viral sensation in 2020 during Covid-19 and the rise of the racial justice movement for helping people build meaningful connections and to tackle the important topics facing our world.

He has channeled his business success and momentum into a sustained movement supporting BIPOC and other underrepresented communities through speaking, writing, leadership, mentorship, consulting, partnerships, and talent-pipeline programs.

Diversity, Equity & Inclusion | Featured Post | Innovation | Perspectives

From the top down, and inside out: tackling media’s diversity problem

August 19, 2021 Michelle Manafy, Editorial Director – DCN

The business case for diversity has been made time and again. In fact, according to McKinsey, the relationship between ethnic, gender, and cultural diversity and financial outperformance has only grown in the years since the company first outlined its importance. And when it comes to newsrooms, the philosophical, moral, and business rational for improving diversity are also evident.

It is certainly heartening to see the impressive — even historic — rise of female and diverse newsroom leadership in the past year or two. For the first time ever, Black executives lead every major broadcast news network in the U.S. Women and people of color have also assumed leadership roles at dozens of major media brands. However, as HuffPost Editor-in-Chief Danielle Belton, who is Black, suggested to CNN, truly diverse representation in media won’t be achieved simply by hiring women and people of color to fill top roles.

In order to better serve the diverse population it reaches, the media industry must reflect that population from the boardroom to product development and from the newsroom to the sales team. It must also reflect these audiences in its sourcing and reporting. Hiring is one of the most visible ways media organizations are changing right now. However, there are also a number of taking tactical approaches that are meaningfully moving the needle.

50/50 and beyond

In 2017, the BBC launched the 50:50 Project, challenging its teams to achieve 50% female representation in BBC content. Today, the company says that 70% of its content features 50% women contributors. And this initiative is not limited to the BBC. The project partners with more than 100 organizations in 26 countries. The network includes public and private media, academia, conference businesses, law, public relations, and corporations. The 50:50 Project recently announced it will also strive for better inclusion of ethnic minorities and disabled people and those. The aim to achieve a 50:20:12 balance.

The BBC approach is fairly straightforward. Participants monitor the numbers of contributors in their content to set benchmarks for their chosen diversity measures. They then track their progress against those benchmarks as content is produced. Teams continually share and discuss the data which informs editorial decisions.

The BBC has found that the longer teams monitor and share data regularly, the more likely they are to create cultural change. 50:50 has enabled teams to identify topic areas where women or other diversities are under-represented, such as science or sports. It has also encouraged content makers to think differently about the stories they choose to tell. Reporters continually seek new voices and different perspectives to enrich their output.

Working on workflow

NPR recently announced a new initiative to track the demographics of its sources in real time. The tool, called “Dex”, is integrated with the company’s content management system. Dex allows NPR reporters to easily monitor the diversity of sources’ race and ethnicity, gender identity, geographic location, and age range. Over time it will also become a robust database to identify more diverse sources as well.

Deputy director of news operations Rolando Arrieta told Poynter that incorporating the tool into the company’s CMS makes diversity an integral part of the newsgathering and reporting process. Dex also allows for continuous monitoring, unlike the annual diversity reports many organizations produce. And, as Arrieta points out, simply counting sources is not enough. Creating a continuously updated resource for diverse sourcing and integrating diversity into content creators’ processes facilitates continuous awareness and improvement.

More work

Tactics and tools beyond hiring and sourcing are increasingly emerging. They are intended to assist in diversity objectives, but sometimes create a business opportunity in themselves.

Nielson introduced a tool earlier this year designed to better allow content creators, distributors, and advertisers to quantify their progress in diversifying representation on the small screen. Gracenote Inclusion Analytics measures how the screen time of various identity groups (such as people from a specific gender identity, sexual orientation, race, or ethnicity) stack up against certain benchmarks.

Bloomberg’s Gender-Equality Index (GEI) tracks the performance of public companies committed to disclosing their efforts to support gender equality through policy development, representation, and transparency. The organization’s New Voices initiative works to increase the representation of women and minority executives as sources in both online and on-air content. Recently, the company expanded its objectives to be more inclusive of a range of gender identities as well.

Certainly, it is heartening to witness the recent spate of DEI executive appointments. It is encouraging to see the newsroom leadership begin to lose its pallor. However, it is also significant to see media companies not only recognize the value of diverse leadership, but also the critical role of incorporating diversity into the culture and workflow of their organizations. If diversity is the goal, there is no one simple answer. But with a combination of leadership, trust, transparency, and tools the media business can begin to build solutions.