Author: Jorneybaldwin

The collaboration between the Society for Human Resource Management (SHRM), Harvard Business Review Analytic Services, and TRUSAIC resulted in a comprehensive study focusing on Diversity, Equity, and Inclusion (DEI) in the workplace. This study piqued my interest due to my previous involvement in DEI topics and its implications for organizational success and retention rates, a subject I recently explored in my article, “Nike’s DEI Journey: More Than A Shoe?”

Conducted in April and May of 2021, the research aimed to delve into how organizations approach DEI and their corresponding success factors. Utilizing the collected data, the trio produced a published infographic outlining their findings.

The survey employed for the study assessed the DEI strategies within participating organizations. The infographic delves into DEI Accountability, DEI strategic priority, obstacles to DEI efforts, and available support to enhance these initiatives.

The initial part of the infographic highlights the lack of DEI strategies in organizations based on responses from 1,115 study participants. While the infographic doesn’t specify respondents’ workplace details, further investigation revealed that all respondents were from North America, drawn from the HBR audience and SHRM membership. This geographical focus aligns with the study’s purpose, considering SHRM’s commitment to shaping workplaces.

For detailed insights, the executive study can be found here.

The infographic provides crucial information, though there is a desire for more guidance on making DEI in the workplace more accessible. Adding links to additional resources and support at the end of the infographic would enhance its utility. Nevertheless, the information presented is invaluable for shaping the future of DEI in workplaces.

About the Partners:

Society For Human Resource Management (SHRM):
SHRM connects individuals to learning opportunities for shaping workplaces through effective Human Resources practices, networking, and certifications. While specific training modules require membership, SHRM’s website hosts workplace news and trends blogs covering topics like “Working Through an Unstable Economy” and “Together, We Can Create Racial Equity.”

Harvard Business Review Analytic Services:
As a research unit within the Harvard Business Review Group, HBR Analytic Services employs both quantitative and qualitative research methods to provide insightful analyses on various topics influenced by the Harvard Business Group.

TRUSAIC:
TRUSAIC, based in Los Angeles, California, is dedicated to “Solving HR’s most complex challenges across people, data, and compliance.” Partnering with global companies like Kintestu, the Los Angeles County Office of Education, and ATLASSIAN, TRUSAIC focuses on increasing workplace productivity and providing solutions for diverse work environments.

For more details on the study, scan the QR code below.

Expressing the need for representation through social media and larger organizations, particularly in the context of my childhood, has been a personal journey. While I previously shared my experiences with Diversity, Equity, and Inclusion (DEI) within the education system in my hometown, I now want to shed light on the connection between Nike, my childhood, and its evolving impact on my life.

Growing up in Coos Bay, Oregon, a quaint coastal town known for loggers and fishermen, I later discovered its significance as the starting point of Mr. Steve Prefontaine’s athletic career. It wasn’t until high school that I grasped the special connection my town had with Nike because of him.

My initial encounter with Nike was through my tribe at a prevention event. I vividly recall receiving a pair of chunky white Nikes with blue stitching. These shoes, part of a Native American-specific initiative called N7, were distributed to tribal youth, including myself. Though I didn’t fully comprehend the implications at the time, I knew these shoes meant I could participate in cheer tryouts the following week.

What is N7?

N7 symbolizes seven generations and was established to unite the Native community through sports, fostering a support system, and providing grants to tribal nations across North America.

Two Reasons N7 Was Significant to Me as a Child:

1. As an Indigenous child in a low-income household, a gifted pair of running shoes alleviated financial pressure. This single pair of shoes opened doors to various sports, allowing me to explore new activities without burdening my mom with additional expenses.
2. Representation of culture in a brand is uncommon for Native Americans. N7 served as my first connection to myself beyond my family. In our small Native community, realizing there were like-minded individuals across the country made me feel seen and heard. Nike giving me a pair of shoes represented more than footwear; it symbolized acknowledgment.

Two Ways to Better Represent Native Communities:

1. N7’s social media presence is lacking. While the website features quality content, the disjointed social media strategy needs improvement. Segments like N7 and Move-To-Zero, advertised on separate accounts, lack the aesthetic appeal of the main Nike page. This raises questions about Nike’s authenticity in supporting DEI—is it genuine or just for social acceptance?
2. N7 products, designed by and for Natives, often carry unaffordable price tags. Despite the cultural significance and thoughtful design rooted in ancestral stories, the high prices create a barrier for many Native individuals. This contradicts the essence of representation and self-expression.

Reflecting on why N7 was vital in my childhood and suggesting ways to enhance representation for Native communities, I emphasize the transformative impact even minor representation can have on youth. In a media landscape with historically low Indigenous representation, initiatives like N7 offer an alternative to stereotypes, fostering a positive self-image for our community.

Photo by Kyle Austin on Unsplash.

The concept of diversity, equity, and inclusion (DEI) in large organizations comes to the forefront when considering their brand strategies. In my recent blog post, I delved into the success of Selena Gomez’s Rare Beauty, attributing its triumph to effective DEI marketing strategies that emphasize core values from the brand’s inception. Initiating a brand with a clear set of values fosters success in representation and inclusivity. While newer brands like Rare Beauty actively incorporate DEI into their platforms, it prompts the question of how well-established companies, such as Nike, integrate DEI strategies into their marketing after years in the industry.

Growing up in Oregon, Nike holds an esteemed position as an “elite” brand due to its founders’ significant influence, including ties to the University of Oregon. The geographical roots often shape a company’s values, and Nike has stood out as one of the most inclusive companies from the start. Over the years, I’ve witnessed Nike’s continuous efforts to diversify its advertisements and media content, providing a more comprehensive representation of people than many other long-standing companies. Visiting Nike’s website (Nike.com), it’s evident that their marketing strategies feature models of diverse shapes, sizes, ethnicities, and ages on the homepage. This commitment to inclusivity and body positivity has evolved over the years, making Nike a brand that caters to all active bodies, regardless of size, in my adulthood.

From a business perspective, there are several benefits tied to a company’s commitment to diversity and inclusion, including improved performance outcomes for consumers and workers, enhanced group processes, and increased productivity. Nike’s marketing strategies, showcasing a diverse range of individuals in their ad campaigns, likely contribute to different levels of achievement in racial and gender diversity. On an economic level, workforce diversity often mirrors consumer and market diversity, leading to advantages such as product development, consumer confidence, increased marketability, and revenue growth.

However, even for a well-established company like Nike, there’s always room for improvement in the realm of DEI and inclusivity. To make a more significant impact, Nike should go beyond representation on its website and focus on taking tangible actions. While the company has embraced diverse cultures in its ads, there’s an opportunity to amplify the impact by incorporating action-oriented initiatives, clear calls-to-action, and easily accessible support and education resources. By changing the narrative through representation and meaningful actions, Nike can provide another avenue for individual voices.

Nike, with its global influence, has the potential to create societal change beyond mere representation on websites. While the brand acknowledges the importance of individual voices and stories, there’s room for exploration in using its platform to challenge societal norms and deliver more than just expected representation. The aim is to witness Nike leverage its influence to push boundaries and contribute meaningfully to societal progress.

To read my own personal testimony on how Nike has influenced my life personally, Click Here.

The social and economic influence that companies wield in individuals’ daily lives becomes evident when viewed from an external perspective. Consumers often seek to invest their time and money in companies that strongly commit to social responsibility. Successful companies in the media exhibit a recurring pattern of socially conscious impacts that contribute to the popularity of their brands.

A compelling illustration of this phenomenon is Rare Beauty, Selena Gomez’s makeup line designed to encourage individuals to embrace their true selves “without hiding what makes you unique.” The brand has revolutionized the makeup industry by introducing diverse shades and a range of products that cater to everyone’s authentic identity. Rare Beauty has gained widespread attention on platforms like TikTok, with countless testimonials from individuals representing various cultures, backgrounds, and ethnicities praising the products. You can explore one of my preferred makeup tutorial videos using the Rare Beauty Foundation by clicking here or search #rarebeauty on TikTok to discover millions of videos featuring people across the country trying these products.

In the mission statement of Rare Beauty, the emphasis is placed on the profound connection the company forges with its consumers and the relationships it cultivates with people of all gender identities, sexual orientations, races, cultural backgrounds, physical or mental abilities, and perspectives. This commitment aligns seamlessly with the Rare Impact Fund, an integral part of the brand spearheaded by Gomez, which advocates for the significance of mental health. The brand actively fosters inclusivity by amplifying diverse voices, including those of consumers, employees, and the broader community, while also dedicating time to mental health education.

Within the Rare Impact Fund, Gomez shares her personal experiences with mental health and underscores how the brand has become intertwined with her own mental well-being. Through partnerships with various philanthropies, Rare Beauty donates 1% of all sales to the Rare Impact Fund, which, in turn, supports mental health education in schools. The impact on mental health within BIPOC/underrepresented communities showcases the brand’s commitment to providing individuals with the opportunity to express their authentic selves confidently. It’s noteworthy that all Rare Beauty products are vegan and cruelty-free.

Rare Beauty stands out as an exemplary case of the positive outcomes that can arise from connecting with a specific target audience and fostering genuine intentions. To achieve success similar to Rare Beauty, personalize your brand authentically. The more diversity you incorporate into your brand, the greater engagement you can generate around the issues you aim to address, such as mental health in the case of Rare Beauty. The more inclusive your brand or organization is, the easier it becomes for consumers to relate and be inclined to invest in your products or brand.

To contribute to the Rare Impact Fund, you can buy Rare Beauty products here. 

Growing up as a Native American-Asian woman on my Tribal land in Oregon, encountering accurate representation of my identity in large companies or educational settings has consistently been a challenge, even within the confines of my tribal community. The presence of tribal people or the BIPOC community in Oregon, in general, is notably scarce. Being bi-racial in a predominantly white state and continuing into higher education at an even more predominantly white institution has presented its own set of challenges. Stepping into rooms, I often sense the disparities in my lived experiences compared to those of my peers. Due to these disparities, finding a place where I felt wholly accepted has been a recurring struggle.

Native enough, Asian enough, Smart enough, Good enough.

During high school, I remained unaware that these feelings of inadequacy could have been influenced by the lack of representation within the school systems. From K-12th grade, I encountered only one teacher who was a person of color (POC), and the only other POC teacher within the district at that time happened to be my father. Reflecting on how the absence of diversity within schools can impact not just students’ education but also their mental well-being is striking, particularly when considering my own experiences.

While I had exceptional teachers whom I cherished, it has only recently dawned on me that I was shielded from a diversified education, significantly shaping the way I think, speak, and perceive the world around me.

Finding support through people and connections within brands has given me the assurance that, despite sometimes feeling isolated, I am not alone in these sentiments. Knowing there is support and others like me out there has been crucial. Imposter syndrome, especially prevalent among underrepresented communities, can take a toll on individuals’ mental health. This is why representation in the media holds immense significance. Growing up without access to connections with BIPOC leaders beyond those in my family made it challenging to grasp the relationship between race, culture, and success, especially during such formative years.

Promoting inclusivity and diversity in the media can reshape how BIPOC youth perceive themselves, instilling the confidence to pursue ambitious goals and alter the narrative for their communities. Nurturing the next generations of leaders is intricately tied to providing them with the platform to be seen.