Inclusion Unpacked: Your Diversity Questions Answered
Introducing our Q&A Series!
Welcome to Inclusion Unpacked! Your weekly newsletter where we unpack diversity topics to help founders, managers, and community leaders navigate the current climate.
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Today We Are Answering your Questions! Remember, if you have a diversity-related question, email us at (hello@inclusionunpacked.com) and we will choose one to unpack in our newsletter every Tuesday.
This Week’s Question:
“I’m a brand manager and my company has been struggling with how to show up as allies online. We’re a group of about 25 mostly white employees and I don’t want to be disingenuous by trying to represent us as something we’re not. At the same time, I’m getting a lot of pressure from the owners to “be inclusive” in our social media. I feel out of my depth, honestly—it’s hard to even articulate but it’s this feeling of wanting to do good but also not wanting to offend or be fake. How do I explain this to my boss but also come up with a strategy moving forward? I’m sure we’re not the only brand struggling with this... I hope you can help! “
-Aspiring Ally
Dear Aspiring Ally,
Thank you for your vulnerability and willingness to be honest about where your company is in its allyship journey. The Diversity industry is rapidly changing to include social media as a critical component to displaying inclusivity. Those of us in the BIPOC and LGBTQIA+ communities want to know that you support us, not that you can just sell a cute product.
The first step in showing up as an ally is to be authentic, tell your community your values and what you stand for as a brand. Share your company values on your as a highlight on your Instagram page (as an example). If you don’t have exact brand values as it relates to DEI, I can help!
The second step is to acknowledge that you’re doing the work and encourage your community to do so as well. Share books that you’re reading, articles you find helpful, or newsletters you follow. By showing the steps you’re taking, you have the opportunity to influence your audience to do the same.
I’m glad you acknowledge not wanting to look or sound “fake”. Posting a cute meme or photo and then failing to commit to lifelong diversity work is called performative allyship. (If you remember those companies that posted black squares over the summer then resumed life as normal, you know what I’m talking about.) That behavior is not acceptable.
During significant racial and political moments, those of us in the BIPOC and LGBTQIA+ communities check to see posts from brands. We want to know how you’re continuing to show up for us. You must not only show your commitment but also back it up with the “how” -- how are you continuing to be an ally? What are you learning and doing?
Come up with a strategy:
Review your content calendar, think about moments where you can show up as an ally.
Ex: Black History Month, Women’s History Month, Lunar New Year, etc., and then think about how your brand fits into that.
Leverage the Share the Mic Series. I love the Share the Mic initiative because it amplifies Black women’s work while helping companies become more informed allies. Learn more about it here.
Beyond Social Media:
Work with your boss to develop an inclusive hiring strategy.
A 25 person, mostly white team means there is very little diversity. If you are about showing up externally, you must also begin to work internally.
Leverage Hiring platforms like Jopwell to find and hire diverse talent. (Once you’ve hired them, make sure you’re creating a work environment where they can thrive.)
Lastly, keep going in your allyship journey. I’m proud of you for committing yourself to this work. But know that it doesn’t stop and end with a social media strategy.
Commitment to allyship means that your hiring practices are inclusive, your values demonstrate equitability, and your social media is simply a reflection of that.
-Tori
CEO & Founder, Inclusion Unpacked