diversity at dcdx: what it means and what we’re doing about it.
how does diversity impact culture and our work?
It’s important to acknowledge that diversity is not easy to accomplish. If we are not very intentional about understanding the impact of diversity on culture and our end value to clients, diversity will quickly be put aside mentally as something that is not a top priority.
To keep diversity as a core focus, we have to first understand how it impacts our work and our culture.
We believe that diversity is about race, thought, opinions, backgrounds, cultures, beliefs and differences.
we believe in diversities of difference (dod).
When diverse differences are put together at the same table, we form connections. Connections that have not been made before. And connections that are critical for creating transformative relationships and transformative work.
Everything connects to everything else. - Leonardo da Vinci
Connection is what makes two strangers friends, two concepts an idea, and two colleagues teammates.
“Everything you do has an impact. Who you are – that you are – actually matters. In an interconnected world (the only kind we have), our actions and the actions of others are inextricably linked- we are always and forever in a dance of mutual influence with those with whom we directly and indirectly participate. It is the unavoidable reality of being social creatures, only magnified by an ever-increasingly complex and interwoven societal structure. We matter to each other.” - Paul Greiner.
Diversities of difference are important because they change the way we think, the way we act, and the way we connect with each other and the world around us.
And if we find ourselves lacking diversities of difference, then we must be intentional and seek it out. Because that is what creates transformative work, that is what creates a transformative relationship and transformative connection with the world.
Here is how we are intentionally creating diversities of difference within our organization:
our commitment to diversity at dcdx
Make a specific, measurable, and public commitment to improving Black, Latinx, AAPI, and other underrepresented populations in the organization and at its senior level.
Track and publicly report diversity data on an annual basis of polling and ambassador insights to create accountability for the consultancy and the industry.
Provide anti-racist education and share experiences of Black, Latinx, AAPI, and other underrepresented professionals in advertising to all employees in the onboarding process.
Provide resources for education and continued growth for all employees.
Extend hiring outreach to a more diverse representation of colleges, universities, and art schools
Establish a strategy review process to stem the spread of stereotypes in strategic work and ensure offensive or culturally insensitive work is never published.
Integrate sustainable philanthropic initiatives into our business model that provide financial support to underrepresented groups and/or related organizations.
Continue to hold monthly dod conversations with the entire team with clear action items from each meeting.
Communicate frequently and intentionally into the #dod channel on Slack with resources and actionable steps provided from diverse perspectives.