Author: Jorneybaldwin

Heading home for the holidays often stirs a mix of emotions. Whether reconnecting with family members you haven’t seen in a while or unexpectedly finding yourself in social situations with high school acquaintances, striking a balance between fostering healthy connections and recognizing when it’s time to disengage can be challenging.

In my interactions and relationships, I emphasize the equality of every individual. Recognizing that everyone has distinct lived experiences, varying perspectives on topics, diverse religious beliefs, and unique insights shaped by upbringing and available safe spaces for educational conversations is crucial. Despite differing views on life and people, fostering respectful discussions to better understand others’ viewpoints is a goal I strive for. While acknowledging the imperfect nature of the world and the occasional stubbornness of individuals, I believe in the importance of making an effort.

Navigating these conversations, especially around the holiday season, can be particularly challenging. Following Thanksgiving and with Christmas approaching, I’d like to share some tips and strategies I employ when engaging with people from my past in my evolved state.

My friend and former colleague, Dakota Maccoll, and I conducted a “Thanks But No Thanksgiving” workshop at the University of Oregon, focusing on revealing the true narrative of Thanksgiving. Drawing from this experience, I’ll delve into the distinctions between dialogue and debate, shedding light on effective conversation techniques.

A special acknowledgment goes to Maccoll for teaching me the terminology to articulate these concepts, and facilitating improved communication for those who, like me, sometimes find expressing emotions and thoughts challenging. I’ll discuss our collaborative efforts throughout 2020-2021, omitting the Thanksgiving connection.

Dialogue vs. Debate:

Dialogue:

• Collaboration toward a shared understanding.
• Genuine concern for the other person without seeking to offend or attack their beliefs.
• Seeking areas of agreement and strengths in the conversation.
• Identifying common goals.
• Embracing openness to being wrong and a willingness to change for mutual solutions.

Debate:

• Attempting to prove each other wrong.
• Prioritizing winning, regardless of correctness.
• Defending assumptions as absolute truth.
• Fostering a close-minded attitude.
• Assuming there is a single correct answer even for open-ended topics.
• Aiming for a conclusion.

Navigating Conversations:

Effectively managing emotions:

• Surrounding oneself with diverse perspectives for educational conversations.
• Communicating feelings in a non-judgmental manner.
• Recognizing when to remove oneself from a conversation based on its nature.

Planning:

• Reflecting on past conversations for best and worst-case scenarios.
• Identifying potential challenging topics and anticipating positive and negative reactions.
• Evaluating the stakeholders and the conversation’s worth.
• Acknowledging the importance of mental health and being willing to disengage when necessary.

Pro-Tip: Prioritize your mental health. If a situation feels unsafe or highly uncomfortable, don’t hesitate to leave. Your well-being is paramount, and others should understand and respect that.

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.