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Embracing Diversity in Brand Representation. This helped brands connect authentically with the LGBTQ+ community. Tokenism is out – real stories are in. Learn how to move beyond tokenism with these insights: ☑ Discover impactful campaigns: 1. Nike's "Be True" – Celebrating LGBTQ+ athletes 2. Skittles' Pride packs – Colorless candies, colorful message 3. Absolut's "Kiss with Pride" – Highlighting historic moments 4. Levi's Pride Collection – Inclusivity in fashion 5. Starbucks' "What's Your Name?" – Supporting trans identities ☑ Understand key elements for authentic representation: 1. Genuine storytelling 2. Diverse casting 3. Inclusive language 4. Community involvement 5. Long-term commitment ☑ Leverage powerful strategies for inclusive marketing: 1. Collaborations with LGBTQ+ creators 2. Supporting LGBTQ+ causes 3. Transparent and honest messaging 4. Consistent representation across platforms ☑ Optimize your brand's approach to inclusion: 1. Internal education and training 2. Inclusive workplace policies 3. Celebrating LGBTQ+ events 4. Listening to LGBTQ+ voices 5. Continuous learning and improvement ☑ Take in top tips for authentic representation: 1. Avoid stereotypes 2. Show, don't tell 3. Engage with the community 4. Be mindful of intersectionality 5. Celebrate diversity year-round ☑ Ensure every campaign respects and uplifts LGBTQ+ experiences. Embrace a strategy that includes: 1. Thoughtful content creation 2. Meaningful partnerships 3. Transparent communication 4. Consistent support for LGBTQ+ rights Save and study this today, to start your journey towards authentic representation tomorrow.

Embrace authenticity! Our blog is your guide on how to steer clear of rainbow washing. Learn how to genuinely support the LGBTQ+ community and avoid performative gestures with real examples of brands who have done exactly that. #pridemonth #rainbowwashing #inclusivebranding #pride2024

🌈 Wonderful afternoon yesterday attending a unique event and partnership between Moët Hennessy & NielsenIQ in celebration of PRIDE month, titled 'Uncover Hidden Opportunities: Embracing LGBTQ+ Consumers for Business Growth'. NielsenIQ's Kymberly Graham and Kaleigh Theriault led a thought- provoking presentation on NIQ’s LGBTQ+ Diverse Report, highlighting trends and insights within the LGBTQ+ community. The event concluded with an audience Q&A and a panel discussion featuring LGBTQ+ associates from NielsenIQ, Moët Hennessy, and Christian Dior Couture, who shared their perspectives as consumers and industry leaders. Some key takeaways: 💰 LGBTQ+ represent $69B in spending in the market 💹 In 15 years, it's predicted that 13-24% of the US will identify as LGBTQ+ 👨❤️👨 Authenticity in inclusion and diversity is key for brands and retailers to succeed in marketing to this audience 👉 Over 58% of LGBTQ+ consumers feel invisible in the US 🌈 For brands and retailers, be cautious of 'rainbow washing' and only supporting the community and your consumers during one month of the year. "Know your truths and stick to your audience." 👑 Beauty is a space where brands and retailers have raised the bar in showing up authentically to support the community- great examples are SEPHORA and MAC Cosmetics 🌍 Within international organizations with strong cultural differences, the best way to advocate for support of LGBTQ+ initiatives is to use data 💪

June has come back around, and brands are *still* rainbow washing 🥱 Here are 5 meaningful things you can do this #PrideMonth, rather than change your logo to a rainbow 👇 1️⃣ Contribute to organizations directly supporting the LGBTQIA+ community (in the form of both time and money) 2️⃣ Ensure your internal policies and practices are inclusive to your existing and future workforce 3️⃣ Run DE&I training for your team to create a more inclusive working environment (hit up Laura Clarke if you want to make this happen!) 4️⃣ Partner on initiatives and campaigns with LGBTQIA+ creators — and please don’t expect them to work for free! (Ash has published some lovely content around this) 5️⃣ Engage with the LGBTQIA+ community to understand their perspectives, challenges and needs Brands often mean well, but meaninglessly posting about Pride Month can often create a false sense of allyship. Rainbows are more than welcomed…as long as the brand puts their money where their mouth is. If you really want to impact the equity, acceptance and inclusivity of the LGBT+ community, please positively commit to to these activities year-round. Ongoing support is much more meaningful, and helps create positive change for future generations! If you *are* going to post about #PrideMonth, ensure LGBTQIA+ voices are involved in the creation and approval of any content or campaigns you have going out. If you can think of anything else you’d like to see, feel free add other ideas in the comments 👇

Global studies show that employees in diverse and inclusive workplaces are more likely to enjoy their jobs, work harder, innovate more and ultimately stay with their employers longer. Diverse organizations have also been found to be nearly a third more productive and 21% more profitable than their peers–there is hope yet for organizations to act, implementing an inclusive culture, and putting some meat behind those rainbow logos. At International WELL Building Institute (IWBI), we’ve developed research-backed tools to help organizations create places where people can thrive—where everyone feels welcome, seen and heard. The WELL Equity Rating is a roadmap that empowers organizations to take action and drive accountability toward their diversity, equity, inclusion and accessibility goals. The rating helps organizations prioritize and implement equitable policies, programs and design interventions for the most marginalized people, including the LGBTQ+ community, allowing companies to proactively put measures in place that drive change—internally and externally. https://lnkd.in/eDtF42XW (WELL Equity Rating) https://lnkd.in/e__hkNgr (WELL Leveraging Social Sustainability & ESG alignments) https://lnkd.in/e36qYtGq (WELL Equity Rating is Winner of Inside Out award for Best DE&I for Mental Health Strategy) #WeAreWELL #DEI #Pride #equity

Explore the latest trends reshaping marketing strategies in our Insights Navigator: 5 Trends Reshaping Marketing Strategies. Here's a sneak peek at what you'll discover: 1️⃣ Embracing South Africa's Youth Culture: Learn how KFC's Play Braam Concept Store is revolutionizing experiential dining and customer engagement. 2️⃣ Rethinking Packaging for a Greener Future: Discover The Coca-Cola Company's Sustainable Sprite Bottles initiative and how prioritizing sustainability enhances brand appeal. 3️⃣ Tapping into Cultural Trends: Explore McDonald's Anime Campaign and how staying culturally relevant boosts consumer connections. 4️⃣ Empowering Activism through Limited-Edition Sneakers: See how Humanz x Riky Rick Foundation collaboration is making a positive impact through fashion. 5️⃣ Championing Diversity and Inclusivity: Learn about Procter & Gamble's Gable Initiative and its support for the LGBTQ+ community. Download our Insights Navigator today to stay ahead of the marketing curve and navigate the currents of change with confidence. https://lnkd.in/dxvX26Sn #InsightsNavigator #Trends #MarketingStrategies #Marketing

#Pride is less than a month away, and once again the haters have ramped up their campaign against businesses such as Target from selling Pride merchandise, and one again some of my fellow members of the #LGBTQ community are complaining about these companies apparently backing down from the haters. My question to those members of the LGBTQ community who complain about #Target and other companies shifting their policies towards selling Pride merchandise is what should a publicly traded company do to protect it's employees and property from some Trumpanzee wearing a MAGA hat two sizes too small so it doesn't cover the point on their head from potentially causing harm to their employees or property? Do you really expect a Target employee who's paid minimum wage to stand up to and possibly take a punch or worse by some attention seeking knuckle dragger who's recording their stomping a styrofoam Pride display just so they can get some views on YouTube? The responsible answer to my question is "NO!" One solution to the problem which I am suggesting to the LGBTQ community who want to purchase Pride merchandise from a business which is trying to deal with haters while both protecting their employees and property, as well as showing some support by offering Pride merchandise is, if possible, purchase Pride merchandise from the business's web site if it is offered. To that end here is the URL to Pride merchandise being offered by Target: https://lnkd.in/g7a8AzCi You can also purchase Pride merchandise from local businesses as well, to show your support of their supporting Pride. While you may not be too happy with the solution I am proposing you can take some joy from the fact it is a potential solution the haters, and it helps keep hardworking employees safe from harm, and more importantly it sends a message to the haters that they can't stop Pride or keep the LGBTQ community from celebrating Pride. I may or may not get some negative remarks from other members of the LGBTQ (or trolls pretending to be members of the LGBTQ community 😉 ), but I take pride in offering a solution to keeping Pride safe, and to show the haters the LGBTQ community can out whit them without too much effort. PS: Also consider that complaining about companies like Target shifting their policies regarding Pride is also what the haters want. PPS: Hate is bad for #business. Stand up to it or find ways around it. #LGBTQCommunity #AcceptanceMatters #NoToHate

Check out this save-worthy article on Creative Salon Worldwide about brands should be thinking about pride events this year. Edelman's LGBTQ+ taskforce, Out Front, the Human Rights Campaign to offer guidance and insights to brands on authentic inclusivity in 2024 (and beyond). What's cutting it, what's not, and what GenZ buyers and employees are prioritizing. They've simply and beautifully said: "Allyship is action, and culture is king." Whether you're a leader in a large corp working on Pride event activations this summer, or the owner of a boutique start up wanting to do the right thing, give this a read 👇 and save for future conversations.

Given the latest news (again) around LGBTQ+ pride products, companies laying off DEI staff, etc. My wife and I had a rather in depth conversation yesterday. I have a feeling that many people are having similar conversations. We are both active in our own ways to advocate for inclusion and belonging. Here’s the thing, there are a lot of opinions and misinformation out there and the upcoming election has things spinning out of control for some. The fabric of how we operate: from DEI to SOP (Diversity, Equity and Inclusion to Standard Operating Procedures) We have been transitioning from social and cultural aspirations to business sustainability, growth, innovation and competitive imperatives for quite some time. Unfortunately, “DEI” / DEIB” initiatives have been politicized and even blamed for completely unrelated events. Until we account for our differences and remove all personal and systemic biases, we will have a need for initiatives that help balance the scales. Notice I said “balance.” We’ve heard it before, this is not about taking away, but about lifting those that have been (and still are) excluded and underrepresented. It is about creating equitable opportunities to participate, grow and succeed. It is about addressing pay equity and generational wealth gaps. It is about showing up and thriving as the person you know yourself to be. It is about embracing and celebrating the many facets of your identity without trepidation. Our value and worth are not determined by our size, our age, the amount of melanin in our bodies, our beliefs, our culture, our gender identity, our sexual orientation, our socioeconomic status, etc. So… Retailers - keep those products on your shelves – you know the ones – those products that celebrate who we are. Let’s not just make those products available once a year. Let’s make them available all year. Every month is Black History month, every month is LGBTQ+ pride month and more. Let your customers decide what products they purchase. Sales should determine inventory – not politics. Let your values as a business and the customers you serve drive the product – not personal beliefs. The purchasing power of the LGBTQ+ community in the US is over $1.4TT and $3.9TT Globally. Just let that sink in for a minute. Advice to all businesses: work with the many great organizations that can help you navigate these confusing and challenging times. Education is key – the more we know the better decisions we make. Don’t let the noise distract and/or deter you. Keep doing the work to make every employee feel welcome, safe, included, seen and valued. What you do now will have a direct impact on customer acquisition, customer retention, talent acquisition and talent retention. Your stakeholders and communities will thank you! All opinions expressed are my own.

Given the latest news (again) around LGBTQ+ pride products, companies laying off DEI staff, etc. My wife and I had a rather in depth conversation yesterday. I have a feeling that many people are having similar conversations. We are both active in our own ways to advocate for inclusion and belonging. Here’s the thing, there are a lot of opinions and misinformation out there and the upcoming election has things spinning out of control for some. The fabric of how we operate: from DEI to SOP (Diversity, Equity and Inclusion to Standard Operating Procedures) We have been transitioning from social and cultural aspirations to business sustainability, growth, innovation and competitive imperatives for quite some time. Unfortunately, “DEI” / DEIB” initiatives have been politicized and even blamed for completely unrelated events. Until we account for our differences and remove all personal and systemic biases, we will have a need for initiatives that help balance the scales. Notice I said “balance.” We’ve heard it before, this is not about taking away, but about lifting those that have been (and still are) excluded and underrepresented. It is about creating equitable opportunities to participate, grow and succeed. It is about addressing pay equity and generational wealth gaps. It is about showing up and thriving as the person you know yourself to be. It is about embracing and celebrating the many facets of your identity without trepidation. Our value and worth are not determined by our size, our age, the amount of melanin in our bodies, our beliefs, our culture, our gender identity, our sexual orientation, our socioeconomic status, etc. So… Retailers - keep those products on your shelves – you know the ones – those products that celebrate who we are. Let’s not just make those products available once a year. Let’s make them available all year. Every month is Black History month, every month is LGBTQ+ pride month and more. Let your customers decide what products they purchase. Sales should determine inventory – not politics. Let your values as a business and the customers you serve drive the product – not personal beliefs. The purchasing power of the LGBTQ+ community in the US is over $1.4TT and $3.9TT Globally. Just let that sink in for a minute. Advice to all businesses: work with the many great organizations that can help you navigate these confusing and challenging times. Education is key – the more we know the better decisions we make. Don’t let the noise distract and/or deter you. Keep doing the work to make every employee feel welcome, safe, included, seen and valued. What you do now will have a direct impact on customer acquisition, customer retention, talent acquisition and talent retention. Your stakeholders and communities will thank you! All opinions expressed are my own.