Wimbart’s Post

⏳ Just 4 days left to make your voice heard! We're calling on all Black PR and comms professionals to share your experiences. Together with PRWeek UK and Opinium, our One Step Forward Two Steps Black survey aims to uncover the truth about inequities, celebrate successes and set a new standard for our industry. Back in 2020, nearly half of Black communication pros told us they’d never received an internal promotion. We want to know if things have changed. Are you being hired, recognized, and rewarded fairly? Your input is crucial to shaping meaningful recommendations for change. The survey is anonymous and takes just 6 minutes to complete. 🔗 Hit the link below to participate and help us pave the way for a more equitable future in PR and comms. 📅 Remember, the survey closes this Friday, 28th June 2024. Let's make a difference together! ✊🏾 https://lnkd.in/eM--X-Fs

We went through all the categories on this year’s @observer PR Power list to fully understand the scope of the firms and agencies recognized. Upon seeing these numbers, it’s hard not to feel that something is amiss, as there are Black-owned agencies out there meeting metrics and doing impactful work. The only plausible explanation for their absence is a lack of care and attention from those compiling these lists. It exemplifies the industry’s tendency to pay lip service to diversity without following through with meaningful action. In 2020, there was a shift, with Black PR professionals becoming more outspoken about the challenges they face in this industry. Our industry claimed to listen, learn, and take actionable steps towards improvement in an effort to spur honest efforts toward change. However, instances like this list’s glaring omissions call that into question. This reflects larger systemic and industry issues and is another recent example of the dismissal and outright discrimination the media displays in amplifying or suppressing the work of Black talent across PR, marketing, and advertising. We must continue pushing for true equity and inclusion in tangible ways, not just empty platitudes. If you believe in the importance of diversity and inclusion in our industry, please consider adding your name to this open letter. Together, we can make a difference. Read the letter and sign via https://lnkd.in/eHfxE_-i

💪🏿 Happy Juneteenth!! We at PeakHR commemorate this complicated day, recognizing the harsh realities of history, reflecting on the very real impact of systemic racism over time, acknowledging the inequities that exist today but also celebrating Black culture, excellence and joy. 🙌🏿 As HR practitioners, we have had a front row seat at how companies have navigated Juneteenth over these past years. We have a few thoughts we’d like to share: 1️⃣ Juneteenth is not new. It has been recognized and celebrated by Black Americans, especially Black Texans, for decades, and thanks in large part to activists, including Opal Lee, it is finally a federal holiday.  2️⃣ As individuals, we encourage you to advocate for a deeper understanding of the Black experience in America - in your community, at home, at schools and in your workplace. Don’t pretend that deep, systemic inequities don’t exist and do not allow legislators or corporations to pretend either.  3️⃣ As HR leaders, create the systems and processes that hire, promote and pay Black talent fairly for their work. Open doors, create safe spaces and conditions for Black talent to thrive and contribute.  4️⃣ As investors, consumers and entities, support Black entrepreneurs and Black businesses. Peak HR is proud to be led by a Black Texan and today, we celebrate Morgan Williams' story, contributions and experience. And we encourage you all to join us in making this not just another day on your calendar. Open thread below for sharing resources, stories, or whatever you'd like to contribute to the Juneteenth discourse on LinkedIn. Let's use our platforms for good today.👇🏿

Black employees, even during #BlackHistoryMonth, you have the right to say "No." Last week, I spoke with a Black employee from a large organisation who used my 'Call a Sista' Service. She felt guilty for refusing to organise a last-minute Black History Month event for her company and wanted to 'check' if she was wrong to say no. She works in IT, not EDI! This work is mentally and emotionally draining. Don't underestimate the toll it takes on you—especially when it's unpaid and on top of your regular duties. I know this first-hand! So in case you need to hear this, 'yes', the work does need doing, but 'no' it doesn't have to be YOU doing it. Set your boundaries, and drop the guilt. You have the right to unapologetically OPT OUT! If your leadership is truly committed to EDI and anti-racism, they should: 1️⃣ Plan well in advance, as they likely do for other national and cultural observances. 2️⃣ Hire experts and compensate them fairly for their specialised work. 3️⃣ Stop burdening their Black employees with the responsibility to educate them for free. 4️⃣ Recognise the emotional labour involved and offer adequate support. 🌟 Need help setting workplace boundaries? COMMENT below or DM me, and I'll send you my FREE Masterclass and Workbook on 'Setting Workplace Boundaries as a Black Woman in Corporate.'

Black marketers make up 7.2% of our industry’s workforce*, woefully below Black representation in the U.S. population. Representation matters, so this year, we’re celebrating Black History Month on our social channels by creating more visibility for Black marketers. We asked our people to tell us about some of the most extraordinary Black brand-side marketers they’ve been lucky enough to work with, and why they’re legends in the making. Keep an eye on our social channels throughout Black History month to find out which Black marketing rockstars we’ll be buzzing about for years to come. *According to ANA #BlackHistoryMonth #JackMorton #LegendsInTheMaking #BlackHistory #BlackMarketers #BlackTalent #BlackInAdvertising #BlackAtJack #DEIB #culture #Diversity

This is your friendly reminder that Black History Month is approaching and your organization's social teams are likely scrambling to come up with what to post in February. Here is what NOT to do: ● If your organization has not highlighted or featured black employees before now, please sit this one out. We can tell and in 2024, this is the bare minimum you could be doing. ● If all you have is your basic "Happy Black History Month" template, sit this one out. It's 2024, you're organization has been around how long and all you have to contribute is the same "Happy Black History Month" you have likely recycled every year. Shame on you. ● If your organization claims to care about DEI initiatives, but this is the only month you address any, sit this one out. There are plenty of important DEI causes to address all year. Don't wait until February to speak on them. Here are some creative ideas you COULD do. - Celebrate black owned business leaders or companies in your space. - Highlight clients or C-Suite executives that are of color. - Speak up about a cause that you truly advocate for. - Allow your black employees to "takeover" social for the month. (Post a day in the life working at ______) - Feature a recent promotion of a/an employee(s). - Highlight a black owned business you or your employees frequent for breakfast, lunch, or dinner. - Highlight a black owned business that has supported your business in the past or that you do business with. This list is only a start but we have to continue to push beyond the bare minimum acknowledgments and it starts here. #BlackHistoryMonth #DEI #SocialMedia #Marketing #SocialMediaManager

This Juneteenth, it’s crucial for company leaders and organizations to recognize that asking Black employees to recount traumatic experiences to educate their larger employee base is not acceptable. Here’s why: - First and foremost, such requests place a burden on Black employees, forcing them to confront painful memories that can retraumatize them. - It disregards their emotional well-being and autonomy, reducing their experiences to tools for the education of others. - It perpetuates a harmful dynamic where Black employees are expected to serve as educators on racism, further marginalizing them within the organization. This burden should not fall solely on the shoulders of those who are already navigating systemic inequalities and biases in the workplace. Here’s what you can do: - Create affinity groups or employee resource groups (ERGs) where marginalized employees can find support, camaraderie, and opportunities for professional development. - Leaders, take this time to publicly speak out in support of Juneteenth. - Encourage non-marginalized employees to take the time off to research the history of the holiday. - Partner with Perfeqta! Our company training sessions are tailored to help your entire organization hold engaging conversations about building a safe and inclusive workplace.

I once received a job description stating, "this role is reserved for a Black candidate." You can't make this stuff up. This from a business owner trying, in his clumsy way, to make space for Black talent. Obviously we declined working the role. In the wake of George Floyd, Ahmaud Arbery, and Breonna Taylor's murders, our world felt like it was on fire. Companies rushed to support Black Lives Matter, and DEIA efforts surged. Overnight, LinkedIn profiles transformed, with many suddenly claiming a decade of DEI experience to land those coveted roles. New positions were created, events launched, and corporations loudly professed their commitment to diversity. Recruitment agencies with a history of discriminatory practices started hiring Black and Brown talent and boasting about their DEI expertise. We even faced competition from an agency known for discriminating on behalf of clients, all because they spun a tale about being experts in placing diverse talent. The vultures were out in full force. Fast forward to 2024: Companies now claim they lack budget for DEI but still wanted Black speakers for Black History Month—for free. Here's the bottom line: DEI is not a passing trend or a marketing tool. If your company truly cares about DEI, it will commit to it, even when it's not convenient or profitable. Real change requires real commitment.

🌍📢 Let's Keep the Marketing Energy Going Beyond Black History Month! 🙌🏾 As we celebrate Black History Month, it's important to remember that our commitment to diversity and inclusion should extend far beyond these 29 days. Let's keep the same marketing energy for the other 11 months and continue supporting and uplifting the Black community throughout the year. 🤝 It's not just about going "BLACK" for a limited time and then forgetting about the community. We must strive for authentic and sustained inclusivity in our marketing efforts. 🌟 By embracing diversity and creating meaningful connections with all communities, we not only enrich our businesses but also contribute to a more equitable society. 🌈 So, let's avoid making a marketing mockery and instead, let's stand together and make a lasting impact. Let's actively seek out opportunities to collaborate with Black entrepreneurs, leaders, and organizations, amplifying their voices and supporting their businesses. 💪🏽 Remember, true progress requires consistent commitment. Let's keep pushing for change, promoting diversity, and celebrating the richness of every community beyond just one month. Together, we can foster an environment where everyone feels seen, heard, and valued. 🌟 #BlackHistoryMonth #DiversityandInclusion #InclusiveMarketing #BeyondBlackHistoryMonth #SupportBlackBusinesses #SocialResponsibility

It’s never too late to talk about #diversityandinclusion within the comms industry. Hold The PRess’ recent open letter highlights the disparities within The Observer’s PR Power List, touching on the underrepresentation of Black-owned firms and professionals. They’re calling for “action, accountability, and transparency” in the public relations industry and acknowledgment of the fact that out of the eight firms nominated or recognized on the list, none were entirely Black-owned. Of the 138 professionals highlighted, there were only 4 Black individuals, and a mere 1 of the 4 was in a leadership position. At WhitPR, we’ve experienced firsthand the systemic challenges faced by independently owned Black firms. We thrive despite the gaps in industry coverage that downplay the billions of impressions we earn through diligent and strategic advocacy for our clients. Trust me, it’s not just about being recognized; because PR is often a thankless industry, it’s about being included in meaningful conversations and opportunities. Discrimination takes many forms, from overt blacklisting to subtle oversight. Black agencies tend to only be recognized when it comes to Black campaigns and by Black institutions. This limits their opportunities in other spaces. Being sidelined from “mainstream” dialogues ensures that they are only thought of as able to fit into certain slots. We are capable of more than that. We have demonstrated that over and over, but we’re still overlooked for other opportunities, even if they have glowing track records in other spaces. LinkedIn is the place to foster connections so let’s see how we can collaborate and create a more equitable future. Email me at dreena@whitpr.com to start the conversation.