Keynotes

What does abolition look like and mean from an industry perspective? The gov't doesn't control the rules per say in our industry, we shape it. How can we invest in continuing to question the why behind our overreliance on the “system” and ultimately reject what is no longer serving us? How can we imagine a future where our collective needs can be met? How might we advocate for increased liberation? Let’s cocreate what a collective charter of action can begin to look like.

This conversation will explore the concept of Double Consciousness, a concept coined by W.E.B. Dubois, which has evolved to define the experience of underrepresented people who experience a split in consciousness, merging their cultural heritages with the dominant white society. From the point of view of those in communications who both shape the narrative, and message communications on behalf of organizations while being impacted by that same messaging. Let’s break down what goes on while operating in dual consciousness and the challenges that come with it - mentally and emotionally. While also exploring the importance of cultural fluency in communications because behind every crafted communication, there is a level of fluency that must be kept top of mind for the communities impacted.

Are Marketing Executives paying attention to internal mobility, hiring, and diversity? Join us as we sit down with executives in Marketing leadership positions across the industry to dissect how agencies can do better in hiring people who have been historically marginalized. It doesn’t stop at the point of hire - once hired, what is being done to ensure folks are set up for success, such as pathways to promotions? Or feeling a sense of support and/or belonging that directly considers varying lived experiences?

It is no secret that disparities exist within the healthcare system. How has this shifted traditional structures and attitudes especially in how organizations create access and inclusion with bodily autonomy for employees? Let’s dissect the expansion of benefit offerings from parental leave coverage to travel coverage for abortion access to gender affirming surgery support. What does this look like for brands that want to evolve and expand to include offerings for reproductive rights for all versus those that choose not to?

Are you requiring people to come back into an office? Or exploring the intersection of a hybrid workplace? There are so many facets at play that prevent people from being able to do either which risk decentering one’s overall wellbeing. Black and Brown people often face microaggressions in person. People with disabilities or chronic health issues are up against navigating workplace accommodations that may not be accommodating to begin with. The uptick in Asian communities commuting safely brings into question the responsibility of bystander awareness. It’s time to envision not only the industry we want to see, but co-creating alongside employees what it means to center overall wellbeing in their work environment.

Stop trying to pay with change to make change. We need to move beyond donating and come up with real solutions. Together.