As promised - Here are my top five ads that have done an excellent job representing Diversity, Equity, and Inclusion (DEI) : 1. Procter & Gamble's "The Talk" (https://lnkd.in/gSNwVEZc) This ad explores the conversations Black parents have with their children about racial prejudice and how to navigate it. By bringing these intimate moments to light, the ad promotes awareness and understanding of the lived experiences of Black families. 2. Nike's "Equality" Campaign (https://lnkd.in/gD__SPyM) - they did get it right so far and I know currently it could be a controversial choice... but hey I loved working on this brand so ... Nike's campaign showcases a diverse range of athletes and promotes the idea that everyone should be treated equally, both on and off the field. With strong imagery and a powerful message, the campaign emphasizes that everyone, regardless of race or gender, has the right to equal treatment and respect. 3. Pantene's "My Hair Won't Be Silenced" (https://lnkd.in/grRRU_kw) This Pantene ad celebrates Black hair and challenges stereotypes and discrimination that people with natural hair often face. By focusing on the beauty and versatility of Black hair, the ad promotes inclusion and encourages individuals to embrace their unique styles. 4. Gillette's "The Best Men Can Be" (https://lnkd.in/gp-kw7Nm) This Gillette ad tackles toxic masculinity and advocates for positive male role models. It represents diverse experiences of men and calls for them to hold each other accountable, promoting healthier attitudes towards masculinity and addressing issues like bullying, sexism, and harassment. 5. Coca-Cola's "Together is Beautiful" ( https://lnkd.in/gFDuRJXG) - such a different way to say it yet not make it ridiculous! Coca-Cola's ad celebrates diversity by showing people from various backgrounds and cultures coming together. It reflects a positive message of inclusion, demonstrating that unity and respect for diversity make the world a better place. These ads demonstrate a commitment to DEI by addressing real issues, celebrating diversity, and promoting equity and inclusion. They serve as excellent examples of how advertising can play a role in advancing social change and fostering a more inclusive society. What are your favorites! Keep 'em coming! #DEI
Anumita G.’s Post
More Relevant Posts
-
EXCITING NEWS ALERT While in Portland this summer, I had the privilege of not only speaking at the adidas HQ (still on a high from this) but also sitting down live with the incredible Hannah Olsen on KATU2ABC's "Afternoon Live Show"—and let me tell you, it was an absolute blast as we were able to walk through all 5 Pillars of Bridging the Divide in a meaningful way! This may be helpful after the #PresidentialDebate Here are the top 3 moments from the interview that I just have to share: 1️⃣ My Mom, The Trailblazer — I couldn’t NOT talk about my amazing mom. She’s one of the first Black female Air Traffic Controllers in the Air Force (yes, she's THAT cool). Her story is part of what shapes my world today. Check it out at 2:37. 2️⃣ Respectfully Disagree? Always. — Sometimes, disagreements aren't just about the moment; they're about planting seeds for something bigger. I share the inspiring story of a colleague who transitioned out of a skinhead ideology and how respectful dialogue played a role. Jump to 6:40 for that one. 3️⃣ Oregon vs. Oregon State vs. Washington? 🤔 — I may have spoken at all three schools, but I STILL have no idea who's the best! Just kidding - they're all amazing, so I’m just going to pretend I didn’t even ask that question! 😂 My favorite quote from the interview is: "Respectful Disagreement isn't about honoring someone; it isn't about holding them in high esteem; it's simply about valuing their humanity!" What about you? What stood out to you from the interview? And if you had to pick one of the Five Pillars to focus on today, which would it be? Drop it in the comments! #iRespectfullyDisagree #AfternoonLive #RespectInAction #News
To view or add a comment, sign in
-
Brand Control vs. Cancel Culture: A Lesson in Resilience 🌟 Today managing your brand’s reputation can feel like walking a tightrope. Let’s take a look at noteworthy case study where a creative agency turned a challenging situation into a success story. Gillette’s 2019 “The Best Men Can Be” Campaign 👇🏻 Gillette’s campaign on toxic masculinity and positive male behavior got mixed reviews. Some people liked it for tackling tough issues, while others thought it was too preachy. 📝 Agency Response: Wieden + Kennedy the creative agency behind the campaign, helped Gillette respond by highlighting their long-term commitment to social issues and positive male behavior. ✅ Outcome: The campaign started important conversations about masculinity and gender roles. Despite some backlash, Gillette reinforced its dedication to societal issues. How Gillette Improved the Situation 👀 👥 They listened to community feedback. 💡 Wieden+Kennedy helped them apologize and explain how they would improve. 🔍 They created a new strategy focused on inclusivity and respect. 🤝🏻 By engaging with the community and supporting causes, they improved their image and regained support. Check out the research on “What Companies Get Canceled For” by Statista to learn more on this topic 🔍 #brandcontrol #cancelculture #marketingtrends
To view or add a comment, sign in
-
Award-winning Comms Leader, Founder - We Are Warriors PR/ LILA Assistant ex (Hearst, Bauer Media, BBC), Winner - Best In-House Team, PR Campaign, Media Relations Campaign, PR Week Powerbook🏆 Awards Judge 2019 - 24
Enjoyed catching up with the brilliant Steve Connor and Damla Gökçen Gümüş for the Good Geist podcast to discuss Sustainability, DE&I and AI and how using creativity and innovation can make the world a better place. Take a listen below #sustainability #DEI #creativity #podcast
In this episode we talk to Effie K., a trailblazing communications professional and founder of We Are Warriors PR. Effie shares her journey from BBC journalist to the first female Black comms director at major broadcasters and publishers. Discover how Effie’s diverse experiences in sectors like FMCG, tech, media, fashion, luxury, and automotive have shaped her innovative approach to PR and technology. Also – how a reset moment post-pandemic led her to create Lila Assistant, a cutting-edge AI tool that underscores the transformative role of technology in modern communications. And in a powerful discussion on diversity, equity, and inclusion (DE&I), Effie doesn't hold back. She candidly addresses the persistent lack of representation and slow career progression for Black women and people of colour in the media industry. You can listen to her episode here: https://lnkd.in/eGpCFbyb Follow GoodGeist for more episodes on sustainability, communications and how creativity can help make the world a better place. #DNS #GoodGeist #PR #DEI
We Are Warriors
To view or add a comment, sign in
-
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
To view or add a comment, sign in
-
Commercial real estate executive turned inclusive leadership advisor | Speaker | I equip companies and industries for long-term growth by building their bench of future-ready leaders.
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
DEI is getting a new name. Can it dump the political baggage?
washingtonpost.com
To view or add a comment, sign in
-
Lots of great information in this year’s Belonging, Diversity, Equity & Inclusion report. I’m proud Walmart continues to drive transparency in this area as we build an environment where every associate feels seen, supported and connected through our culture of belonging. As the nation’s largest private employer, and a large employer around the world, Walmart’s scale, purpose and values set us apart. We’re focused on creating equitable opportunities for all, and this report provides important transparency to help us identify focus areas and continue driving progress. A few highlights: 🔵 Global representation for women in officer positions steadily increased, and officer representation for U.S. women and People of Color is at its highest level since at least 2021. 🔵 In the U.S., representation for People of Color in the total workforce made gains of over 1.4% year over year, driven by growth in LatinX representation. 🔵 People of Color hiring in the total U.S. workforce has increased year over year. I’m especially proud of the work we’re doing in Walmart Global Tech. LatinX in Tech, Women in Tech, and the Black Technology Network continue to foster a sense of belonging and connection, and our Enterprise Business Services’ You Belong Initiative has driven important outreach for early-career technologists. Our journey is ongoing and I’m looking forward to continued progress as we move forward. You can find the full report here: https://lnkd.in/gNJRkZ2q #TeamWalmart #YouBelong
Belonging, Diversity, Equity and Inclusion Report
corporate.walmart.com
To view or add a comment, sign in
-
CEO at Paula Swift Consulting | Keynote Speaker | Expert in Leadership Development, Change Management & DEIB
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.
DEI is getting a new name. Can it dump the political baggage?
washingtonpost.com
To view or add a comment, sign in
-
Hi there ! 👋 👋 👋 Have you got used to the acronym DEI (Diversity, Equity and Inclusion) already? Yes? ... well, you might have to get used to a rebranding of the DEI abbreviation soon ... 😉 According to this Washington Post article below ⬇ there is an actual trend of considering transforming the DEI acronym to something different that would encapsulate a more realistic approach. And that means taking into consideration reversing the letters I and D, keeping E in the middle, and come up with IED instead, in a few words, putting the focus in Inclusion rather than Diversity. ➡ "we under estimated that Inclusion is the real challenge" the article says ... and I couldn' t agree more. When talking to my clients, specially in our first steps of the DEI programs we roll out, they wonder whether their organizations are Diverse enough or not and how could they improve that 🤔 I'm always telling them that they shouldn't' worry much about it as their Companies are already Diverse (... they have women, men, queer people, disabled people, black people or Muslims working in there already!). They should be focussed though on transforming their company in a more Inclusive place to work .... that is the real Challenge as the article says. 🙌 👍 ... However I'm wondering myself too whether to swap already to IED or wait a bit longer to confirm the trend is really set 😉 ... you never know ! #dei #diversity #inclusion #diversitymatters #inclusionmatters #people #peoplematter #ied
DEI is getting a new name. Can it dump the political baggage?
washingtonpost.com
To view or add a comment, sign in
-
Providing IT Solutions to your IT problems | Efficient and Remarkable Recruiting | Read My Activity for Laughs & Learning | Senior Representative at TekBank
DEI is Getting a Makeover, But Like...Why? Yeah, you heard that right. The term DEI is getting a major rebranding. Why, you ask? Because diversity is the corporate world's new boogeyman. 𝗕𝗼𝗼𝗅 Even though research shows companies with a diverse crew CRUSH it financially. But nope, gotta ditch the D-word and the E word. All because the legal and political winds are shifty. ️ So companies are ghosting the term DEI. Like teenagers ditch a haunted house. The new flavor of the month? "Inclusion." Sounds fancy, doesn't it? It’s almost comical if it weren’t so sad. Shouldn't diversity be celebrated, not concealed? Inclusion is GREAT, but it can't exist in a vacuum! We're all spinning on this big ol' rock called Earth, people! The best way to work? 𝗧𝗢𝗚𝗘𝗧𝗛𝗘𝗥. Different backgrounds, experiences, and perspectives? That's the secret to success I'm all for DEI and everything it stands for. Seriously, how can a person NOT be? This whole situation just leaves me... 𝗚𝗼𝗯𝘀𝗺𝗮𝗰𝗸𝗲𝗱𝗅 Are we seriously STILL fighting this fight? Diversity should be a no-brainer! It should be woven into the fabric of every company culture. Companies, get it together! Let's ditch the fear-mongering. Let's embrace the power of a diverse workforce. 𝗡𝗼𝘄 𝗜 𝗮𝘀𝗸 𝘆𝗼𝘂. What are YOUR thoughts on diversity, equity, and inclusion in the workforce? Let's chat in the comments! 👇 https://lnkd.in/eGDPsHxM
DEI is getting a new name. Can it dump the political baggage?
washingtonpost.com
To view or add a comment, sign in
-
DEI&B: Diversity, Equity, Inclusion, and Belonging. A room full of talent came together for CEW’s DEI&B round table last night. After we unpacked Rhea’s time at Macy's, and Nobles’ time across industries before he landed at L'Oréal, here’s what I learned: ✨Trust the people who can see further than you can. Foresight can be a game-changer in the shape your career takes. ✨Know how to say no: The only way to create a work-life balance is to know what you absolutely must show up to, and where you aren’t necessarily needed. ✨Ditch the imposter syndrome, but carry the responsibility: There have been many before us who couldn’t sit in this room, but it’s because they got as far as they did, that we’ve ended up here. Pay it forward. ✨Urgency without panic, and action without thoughtlessness: Words to live by when you’re in a difficult situation, and need to crawl out of it. For now, we’re talking about embracing the shift towards a multi-cultural workplace, but we also need to talk about how we serve immigrant talent in the workforce. If this conversation was testament to anything, it was that the industry has come a long way. We have a long way to go!
To view or add a comment, sign in