Prioritizing DE&I initiatives—5 ways to maintain a commitment to diversity
How to create an inclusion-centered workplace that withstands DEI attacks.
Hollif
Twelve years ago, ColorComm started as a luncheon series in Washington, D.C., to connect women of color in the communications, marketing, advertising, media and digital industries. Before diversity, equity and inclusion became a trending topic, we saw the need to provide women of color with the resources and connections needed to excel in an industry that wasn’t always representative.
Our intergenerational network (ages 22-65) offers programming that is reflective of our multicultural community.
Since its founding, ColorComm has become the leading women’s platform addressing diversity and inclusion across the communications industry. Recent attacks against DEI programs have proven that more work needs to be done.
When the governor of Florida threatened to ban the voices of people of color and ban DEI education and programs in the state, ColorComm provided a platform for industry leaders to discuss the impact that racial and social issues has on the communications industry in Florida and across the nation.
Organizations can implement these actionable steps and strategies to take a stance on social issues and keep DEI at the forefront.
Make an impactful statement
By opening its 8th annual conference with a panel titled “The War on DEI: This Isn’t a Florida Problem,” ColorComm made an impactful statement that aligns with its mission. We called on our network of communications and DEI experts to speak on national issues affecting their work.
Authentically share experiences from people of color
As communicators, we have the responsibility to accurately share stories and experiences from people of color who are regularly affected by these issues. Telling the stories of diverse individuals within your organization who are impacted by social issues provides them with a platform that humanizes their experiences.
Clearly convey your message
Clearly convey your company’s stance on social issues to your stakeholders. Solicit feedback from stakeholders. Listen and learn how you can better serve their needs.
Curate intentional programming
Implementing internal and external programming that encourages two-way dialogue about diversity, equity and inclusion can positively boost employee morale and change the trajectory of your organization. Encourage employee involvement and participation where it makes sense.
Network with industry experts
Identifying industry experts and decision-makers within your network is a key to success.
Organizations including ColorComm provide access and opportunity for people of color in business, to be informed and educated, and access a network of industry leaders.
In 2020, many companies made a commitment to prioritize the hiring of diverse talent in C-suite and executive roles. In 2023, many organizations that developed diversity-centered initiatives have begun to scale back or reallocate funding of DEI programs.
ColorComm will continue to work with companies on their diversity and inclusion strategy and will hold companies accountable for their pledges and commitments. We will also continue to monitor company moves and make recommendations on the best places to work and the best places to conduct business.
