YPulse’s Post

🌟 **Boosting Board Diversity: e.l.f. Beauty's Bold Campaign** 🌟 e.l.f. Beauty has launched the "So Many Dicks" campaign to spotlight the lack of diversity on corporate boards across the U.S. "For the campaign, E.l.f.'s agency, OBERLAND analyzed the names of nearly 37,000 board members of 4,429 publicly traded companies on the NYSE and Nasdaq. Of the male board members, 566 were named Richard, Rick, or Dick. Hispanic women numbered 283--or half of the men who happened to be named Dick, prompting the wry tagline. The study also found more Black women (806 total) and Asian women (774) than men named Dick, but by slim enough margins to still raise eyebrows. Other findings include that the average corporate board in America is 88 percent White." Their initiative not only highlights disparities but also promotes the business benefits of diverse leadership.  Very clever campaign for sure! I suspect we will see a change in these numbers over the next 5-10 years, but for now, it's still an old boys club at the board level. 🌍💼 👏 Very good progress was made seeing the diverse room of board members a few weeks ago at the #PrivateCompanyGovernanceSummit. I was pleasantly surprised! #BoardDiversity #Leadership #Inclusion #CorporateGovernance Sources: Adweek, Beauty Packaging https://lnkd.in/en2y67Bd

I'm sure you've seen the E.L.F. BEAUTY and So Many Dicks campaign.... Not only is it eye catching, makes you want to read more, it's full of truth and facts about women and people of color in leadership, particularly in boardrooms around the US. and how we continue to lag. But what's even more eye catching are the comments I've read with people taking issue with campaign e.g., "why is a beauty company getting political? what is a make-up company getting involved in DEI? E.l.f. should just stay in their lane." Perhaps the people making these statements should look in the mirror. Why is this campaign important? Well, the facts speak for themselves. - There are 566 men named Richard, Rick, or Dick (Dicks) serving on public company boards; - Black women and Asian women barely outnumber men named Dick, with only 806 Black women, and 774 Asian women; - There are only 283 Hispanic women on these same boards, only half the number of “Dicks”; - There are 19 times more men named Dick than the 29 women of Middle Eastern descent on these boards’; - There are only three Native American women serving on these boards compared to 566 men named Dick. But more importantly, it's demonstrating that leaders need to turn the lens on their own leadership and evaluate what their teams look like, from all forms of diversity - representation, gender, background, thought. We need more role modeling from our leaders and this is a great example of a company looking in the mirror and realizing their leadership, their board, doesn't represent their employee base, their customers or their communities. So beyond this campaign being eye catching, it's also a great example of a leader of a publicly traded company taking a stand and doubling down on his commitment to DEI in his company and beyond. Something that is definitely lacking as we see the rollback of DEI commitments internal and externally by so many companies as of late. With Luminary in the middle of this DEI conversation with so many of members and partners, we'd love to see more Tarang Amin's in this world. Also, a reminder to all leaders, consumers have many options of who to buy from. They "vote" with their wallets. As an E.L.F. BEAUTY customer directly and through the many retailers they sell their products to, they will now get more of my business. And that hits the bottom line. Sharing a great piece on this campaign from Christine Lagorio-Chafkin of Inc. Magazine. #genderequity #genderparity #womenintheworkforce #diversityequityinclusion #womenonboards #parity #DEI

Closing out #WomensHistoryMonth, Zïa Bailey, PSPO, U.S. research strategist at Mediahub, dives into the buying power and influence of 'Gen She' (aka Gen Z women of color) and their demand for more authentic representation. From conscious consumerism to holding brands accountable, Zia's insights shed light on the pivotal role of media in driving DEI and how brands can go beyond surface-level commitment. Read the full piece, as part of Ad Age's Gen Z contributor column, here: https://lnkd.in/giTStzjn

🌟 🌟 🌟 Breaking the 'Dick' Ceiling on Corporate Boards 🌟 🌟 🌟 It’s past time to shake up the lack of diversity on corporate boards! 1️⃣ Calling Out the Problem: E.l.f.'s "Change the Board Game" campaign hilariously highlights that there are more board members named Richard, Rick, or Dick than there are Hispanic women on boards! The average board is still 88% White. This campaign is all about making us rethink the status quo. 🙄 #BoardDiversity #TimeForChange #DiverseLeadership 2️⃣ Walking the Talk: Tarang Amin, E.l.f.'s amazing CEO, has made diversity a real priority. With 75% of their employees being women and over 45% diverse, E.l.f. is one of just a few companies with a board that's two-thirds women. Now, that's leading by example! 💪 #WomenInLeadership #InclusiveWorkplace #DiversityMatters 3️⃣ Taking Action: E.l.f. isn't just talking about change—they're making it happen. They're sponsoring programs to help women and people of color get ready for board roles and partnering with legends like Billie Jean King to double the number of women and diverse board members in the next three years. 🚀 #EmpowerDiversity #LeadWithIntent #CorporateResponsibility Let's cheer on E.l.f. for their commitment to diversity and push for more inclusive leadership everywhere! 🌍🙌 #DiversityInAction #InclusiveLeadership #BreakTheBias https://lnkd.in/evAZ6_Kq

E.l.f. Cosmetics is making a bold statement with its "Change the Board Game" campaign, highlighting the stark lack of diversity in U.S. corporate boardrooms. By cleverly pointing out that there are more white men named Richard, Rick, or Dick on boards than any other group, E.l.f. is drawing attention to the glaring inequalities in corporate leadership. CEO Tarang Amin's commitment to creating a diverse board at E.l.f. serves as a powerful example of how intentional action can lead to positive change. This campaign raises awareness and takes concrete steps to support women and people of color in their journey to board positions. It's time for more companies to follow E.l.f.'s lead and prioritize diversity at the highest levels of decision-making. #ElfCosmetics #ElfLeads #BoardDiversity #ChangeTheBoardGame #RepresentationMatters

Reflecting on the journey of women in advertising unveils both stark realities and remarkable progress. In the article linked below, branding expert Camey O’Keefe recalls an early career casting brief that demanded ‘a blonde with biggies’—a jarring reminder of the overtly sexist undertones prevalent in past advertising, driven by a male-dominated industry. Fast forward to today, and the landscape looks vastly different. Increased female presence in leadership roles has catalyzed a shift towards more respectful and accurate representation of women in advertising. A great example is the modern Dove Real Beauty campaign ads. This change isn't just about fairness, it's about authenticity and connecting genuinely with diverse audiences. Let’s discuss why it matters for future branding strategies. Read more about the significant strides we've made in women’s representation in advertising: https://ab.co/3X2pUpj #GenderStereotypes #WomenInMarketing #Branding #Advertising

You have to admit, this is funny. And all too real. And a compelling campaign by E.L.F. BEAUTY. It's making waves, raising eyebrows and sharing a significant truth. There are more men named Richard, Rick or Dick on corporate boards than entire groups of underrepresented people. (Say what now?) Watch the video for the stats behind the need for this important campaign. #feministfriday #thefutureisfemale #corporateboreds https://lnkd.in/gzmQ9DDm

Ever wonder how brands are embracing inclusivity and diversity in their products? They identify the needs of underrepresented communities and craft products that solve their unique challenges. This mindful approach not only supports these communities, but cuts ambiguity surrounding inclusivity by making it an integral part of their brand identity. https://bit.ly/45INw6v #DEIB #Inclusion #Diversity #InclusiveBrands #BrandingStrategy

As we celebrate Women’s History Month, it’s exciting and inspiring to see so many female trailblazers highlighted for breaking down barriers in so many spaces. Yesterday was no exception as I listened to an interview with one of my all-time favorite athletes, Allyson Felix. Not only is she the most decorated female track and field champion in Olympic history, but Allyson is a champion for women!  Did you know that when she was pregnant around the time of her Nike contract renewal, they offered 70% less on her contract? Needless to say she left Nike, signed on with Athleta and started her own shoe company, Saysh. In the aftermath, Nike and other athletic apparel companies added maternity protections for sponsored athletes. GAMECHANGER ALERT! In case you were wondering, THIS HAPPENED IN 2019, JUST 5 YEARS AGO. You see, change takes time, and it takes champions like Allyson to shed light on the realities for women. Getting back to yesterday’s interview, here are few highlights that really spoke to me; maybe they’ll inspire you as well. GETTING STARTED: You don’t have to have it all figured out before you get started on your journey. WORK-LIFE BALANCE: It might be more accurate to call this work-life integration. It’s important to set boundaries, and it’s okay to ask for help. We need to take care of ourselves because we can’t “pour from an empty cup.” BUILDING CONFIDENCE: Confidence comes from knowing you’ve worked hard to prepare for challenges. Journal those efforts throughout your journey so you can easily reflect and remind yourself you are READY! FINDING YOUR VOICE: When faced with resistance try starting small, focus on small steps and start in your own circle. Then work to unite with others. We are stronger together! ADAPTABILITY: Its important to take the time to reflect on what works and what doesn’t. Pivot and adapt accordingly. SUCCESS: It’s about so much more than wins – think of success as creating change or having an impact AT ANY SCALE. And perhaps my favorite takeaway…DO IT SCARED! Don’t let fear hold you back. Lastly, remember that while we celebrate and highlight many amazing women throughout this month, the tireless work that’s being done to shatter glass ceilings in every industry goes on year-round, year-after-year. Let’s all support these efforts and be part of the solution! #WomensHistoryMonth #WomenLeaders

When it comes to taboos, every woman is different. Even though our research shows common threads amongst women —87% share alcohol purchases with others, for example—we can’t base advertising strategies on similarities alone. Women are incredibly unique depending on our backgrounds, values, personalities, and life paths. That’s why we at Fancy pursued attitudinal segmentation research—we wanted to understand how to reach women with different perceptions, beliefs, struggles, and preferences. Here are some nuances to help brands clarify women’s sharing behavior. For more on the segments themselves and what kind of women fall into them, take a gander at this previous blog, which is all about that. Brand Approvers, our segment that values privacy, are significantly less likely than the other segments to share anything with anybody. Our most reserved segment (they’re not leading the revolution like Boundary Pushers), these women need a light, comfort-building touch from brands. You may even consider skipping this segment and creating widespread change through Boundary Pushers and Female Favorers first, ultimately making engaging Brand Approvers easier.