Advancing equity is the active process of looking at the systems we have today through the lens of those most disadvantaged by those systems.

Shelley Spector, founder of the Museum of Public Relations, will be honored with the Page Distinguished Service Award at the Page Annual Conference on September 18 in Chicago. The award recognizes leaders who have strengthened the role of corporate communications and public relations in business and society through service to the profession.

Most communicators working on diversity, equity and inclusion (DE&I) initiatives understand that it starts with benchmarks, as an organization can’t make progress when it doesn’t know where to start.

Did you know internal communicators have a super power? It’s that people trust them and the information they share. It’s true, and this fact puts the role of internal communicators as the new influencers in the spotlight. And just like Thor’s hammer has the power of lightning, IC professionals now have power and influence as trusted advisors to leadership.

When it comes to the one of the biggest sources of strength in any work environment, discover how to build an inclusive workplace.

Recent research conducted by CultureAmp shows that while most business leaders realize a more inclusive workplace is essential for business success in 2022, they are not investing at the levels required to drive the changes needed to create an inclusive and diverse workplace culture.

Although research has shown that a commitment to DEI and sustainability can make businesses more productive and profitable, there are still those who question the investment it takes to implement these strategies in a meaningful way. 

Netflix did everything that DE&I advocates asked for when staffing its brand journalism venture, Tudum.

The company hired a diverse cohort, mostly people of color and/or women. It gave them generous pay and creative freedom to speak to audiences from their individual, unique perspectives.

Then, after less than a year, Netflix laid them off.

While there is a strong trend for diversity, equity and inclusion in the workplace, studies show that progress is slow, and many companies are struggling with these concepts.

According to the HR Research Institute’s report, The Future of Diversity, Equity, and Inclusion released earlier this year, most organizations lack mature and effective diversity, equity, and inclusion (DEI) programs. 

McKinsey & Co just released an all-time perfect New Year’s resolution.  Companies that focus on creating diverse workforces are 35% more likely to have above-average profit margins in 2022.

The Fragrance Foundation’s (TFF) signature DEI initiative, #FragranceForwardTFF, officially launched with a free webinar, Industry Perspectives on Diversity, Equity & Inclusion. Featuring brand owner Chris Collins, World of Chris Collins; Givaudan Senior Perfumer, Linda Song; Rob Smith, founder, The Phluid Project; and, Corey Smith, Head of North America DEI, LVMH,  the virtual event brought together more than 1,000 attendees, ranging from brands and media, to beauty and fragrance executives and enthusiasts, students and consumers from across the country. The engaging and lively discussion, moderated by Helen Shelton, Global Chief Diversity Officer and luxury brand marketing communications expert at Finn Partners, offered actionable next steps and best practices for industry leaders and those interested in entering the field, as well as insights on the career and professional development journeys of pioneering voices in the industry.

Join cross-generational communications and DEI leaders as they discuss the current state of diversity, equity, inclusion, and belonging in the workplace and emphasize a call to action for individual accountability and commitment to DEI across all levels of an organization. 

We surveyed 200 leaders nationwide at Cinderella to CEO, asking women and men how the global pandemic affected their professional and personal stamina.

The Fragrance Foundation (TFF) today announced #FragranceForwardTFF, a sweeping new initiative to advance, increase and sustain measurable levels of diversity, equity and inclusion in the multi-billion-dollar fragrance industry. The initiative will harness the collective power of TFF’s membership base to share and allocate dedicated resources towards education and scholarship programs, recruitment and outreach, as well as mentoring and networking opportunities.