After Climbing Mount Kilimanjaro, This Entrepreneur Found the Confidence to Take on the Fashion Industry
"Coming down from the summit, I realized what I was capable of."
We know how daunting it can be to start a new business, especially if you’re disrupting an industry or creating an entirely new one. When there is no path to follow, the biggest question is, where do I start? There is so much to do, but before you get ahead of yourself, let’s start at the beginning. To kick-start the process, and ease some of those first-time founder nerves, we’re asking successful entrepreneurs to share their stories in our new series, From Scratch. But this isn’t your typical day in the life profile. We’re getting into the nitty-gritty details—from writing a business plan (or not) to sourcing manufacturers and how much they pay themselves—we’re not holding back.
Photo: BKM Photography, Courtesy of Shobha Philips
Shobha Philips can remember feeling frustrated by the lack of nude bras available in her skin tone for as long as she’s been wearing one. But it wasn’t until she climbed Mount Kilimanjaro that she discovered the confidence to start her own lingerie line and address this glaring lack of inclusivity in the fashion industry. “It was a nine-day journey, and it was the most physically and mentally challenging thing I had ever done,” the founder tells Create & Cultivate of the climb. “Coming down from the summit, I realized what I was capable of, and suddenly starting a business seemed less intimidating.”
After summiting the tallest free-standing mountain in the world and experiencing this perspective-altering epiphany, she started Proclaim, an inclusive lingerie line. And true to her vision, there is an intention behind every element of the brand, from the name and mission to the ethical production of each garment. The brand’s pieces are made from earth-conscious fabrics (think wood pulp and recycled plastic bottles) and cut and sewn by skilled workers in Los Angeles who are paid fair hourly wages rather than per piece (a practice that often promotes wage exploitation and unsafe work conditions).
Ahead, Philips tells C&C how she brought Proclaim to life, from how she found the right manufacturing partners to why she used her own savings to fund the business.
Can you tell us a bit about your background and what you were doing professionally before launching Proclaim?
I studied marketing in school and had a few corporate roles in supply chain before starting Proclaim. I always knew in the back of my mind I wanted to start my own business—it just took a while to figure what that business would be.
Did you write a business plan? If so, was it helpful, and if not, what did you use to guide your business instead and why did you take that approach?
I started several versions of a business plan, but what I ended up with before launching Proclaim was more of an outline than a full-on business plan. I ended up pivoting and adapting throughout the development process and the first year so much that it felt like my business plan would have been invalid almost instantly. I do think it is important to think through each of the components of a business plan, but perfecting a business plan document was not something I focused on.
How did you come up with the name Proclaim, and what are some of the things you considered during the naming process?
I had a long-running list of possible names on a spreadsheet that I shared with friends and family to get their feedback. I wanted a name that spoke to the bold and disruptive vision and I had for this business, and in the end, Proclaim was the one that just felt right and resonated with people the most.
What were the immediate things you had to take care of to set up the business?
Setting up separate business accounts for checking and credit cards was important to keep track of business expenses and to keep them separate from personal expenses. I also made sure the domain name and social media handles were all available with the business name.
What research did you do for the brand beforehand?
I did not have a design background so I spent almost a year and a half researching the fashion industry in general and really trying to learn everything I could about bra construction and manufacturing. I purchased a ton of bras and took them apart to see how they were made. I also just had a lot of conversations with friends about their bras; what they loved, what they didn’t. I spent that year consuming all the information I could about this industry I was jumping into.
How did you find and identify the manufacturers that you work with? What was important to you during this process and are there any mistakes you made and learned from along the way?
Making connections for sourcing material and manufacturing took a while. It was a lot of Google research, cold calls, and dead ends trying to find the right partners who aligned with the brand values of being a sustainable and ethically made brand. I would recommend taking your time with this step. It takes a while to find the right manufacturing partners. I remember feeling like I was not moving fast enough and was anxious to get my collection made, but I think it’s such a crucial component to your success that it’s worth taking your time.
Photo: Marissa Alves, Courtesy of Shobha Philips
How did you fund Proclaim? What were the challenges and what would you change? Would you recommend your route to other entrepreneurs?
I used my own savings to fund Proclaim. As a values-driven brand, I wanted to be able to bring my vision to life without compromising for investors and outside stakeholders. As far as what I’d recommend to other entrepreneurs, I think it depends on the industry and what success looks like for you. For me, success was bringing a product to life that I felt needed to exist. If your goal is to be like the next Amazon, you’ll probably need outside capital.
Did you hire an accountant? Who helped you with the financial decisions and setup?
I have an accountant for taxes and I do all of the bookkeeping with Quickbooks. I recommend keeping up with it weekly because it does become daunting if you keep putting it off.
How did you promote your company? How did you get people to know who you are and create buzz?
Proclaim has grown mostly through Instagram. I’ve been lucky that I’ve had a lot of success on the app reaching like-minded people organically who believe in our mission. I started the account six months before launching so by the time we launched, there were already a few thousand followers who supported the vision.
Do you have a business coach or mentor? If so, how has this person helped you, and would you recommend one to other entrepreneurs?
I’ve met so many amazing women on this journey of running a business. There are a handful of women who are fellow designers and fashion entrepreneurs with whom I am in constant contact during the week. We help each other with everything from sourcing issues to marketing strategies and everything in between. My business would not be where it is today without the support and guidance of these fellow small business owners.
What is one thing you didn’t do during the setup process that ended up being crucial to the business and would advise others to do asap?
I’d say, make sure you’re building your email list from day one. Make it easy for customers who discover you to sign up on your website and social media pages. It is such a powerful and relatively inexpensive tool; I wish I had focused on it earlier.
What is your number one piece of financial advice for any new business owner and why?
Find a good CPA! Even if it seems pricey when you are first starting out, in the long run, it will save you money.
Photo: Marissa Alves, Courtesy of Shobha Philips
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3 Steps to Finding Your Voice in the Fight for Equity at Work
You have influence.
Photo: ColorJoy Stock
People outside of a community experiencing injustice can have a hard time becoming allies (and can never imagine being accomplices) because they often feel they don’t know where they fit when it comes to the fight for workplace equity. And the discomfort of not knowing or finding their place causes them to opt-out and say nothing.
When you’re in a workplace where your race, gender identity, ability, or a combination thereof aren’t represented in power, having the option to opt-out is a privilege you don’t get.
For those who do get the option, you create a bigger problem when you take it because now you’re putting the onus on the people who already don’t have access or power in a space to reshape it.
So now we’re here. That super fun place where the people experiencing injustice are held responsible for fixing systems of the workplace that are built against us.
How I’m gonna change it from outside the club? I can’t even get it in! Make it make sense.
As you’re finding your voice, the most crucial piece of your role here is employing your influence to break down constructs that are hurting other people.
Remember: Progress isn’t made in a silo.
If it were just people who made less than $15 an hour talking about the need for a minimum wage increase, then no one would be listening. The people with power; therefore can make the most noise in that fight, wouldn’t even get out of bed for $29k a year (the equivalent of $15/hr).
You have influence. You just need to be willing to see what it is and employ it, which brings me to step one.
Step 1: Identify your sphere of influence.
What projects are you spending your time on throughout the week? Month? Year? Who are the people impacted by the decisions you make each day? This is your sphere of influence.
This can be your colleagues, your clients, or even their customers. Once you know who is impacted, then you can start to open your mind to being curious about the experiences of those people.
You can look at things as they are and say, Is someone not seeing themselves represented? Would someone feel actively pushed out? Is there someone’s story not being heard? Am I approaching a challenge the same way I always have or is there another lens to look at it through?
On the first episode of my podcast, “As It Should Be with Thamarrah Jones,” my guest Susie Berg shared that when her son came out to her as trans, she began to notice the unnecessary barriers that he experienced.
She started to apply this same kind of thinking at the camp where she is on the board. “I thought about kids who come from single-parent families. I thought about kids for whom that means divorce and kids for whom that meant the death of a parent,” she explained.
It’s a Jewish camp so she also thought about interfaith families, and because “kids are kids, I know that a kid who can’t eat dairy probably feels completely left out when there’s only ice cream. And a kid at 11 years old doesn’t see the difference between being left out because of that and being left out because they’re non-binary… for a kid that’s just being left out.”
Opening your mind to this kind of curiosity widens your view to really see all types of inequity and how your actions and inaction can be harmful to those around you.
In a more traditional workplace applying this kind of wider, more curious lens might look like applying those questions to things like:
Diverse representation in market research surveys
Diversified supplier and vendor selection
Usability and accessibility of software
Step 2: Start with listening.
When you’re genuinely curious about other people’s experiences you feel inspired, motivated, or even honored when you’re given the opportunity to hear them talk about what they have seen, felt, and gone through. That’s the spirit I want you to walk with when you’re approaching any social issue too.
On Brene Brown’s podcast, “Dare to Lead,” a Black woman discussed being in a meeting where she presented the results of a project she's been leading for months. After the meeting, her boss asked how she felt, to which she responded feeling like the people in the room weren't even looking at her and asked all the questions to her white male colleagues in the room as opposed to her. Her boss told her that she was reading into things.
This is a common misstep (read: microaggression) I’ve seen from people when someone tells them their experience.
The people not “in the culture” will explain to the people who are, why they’re misconstruing an experience to be something that it’s not. Or that they are taking something too far by calling for a specific set of actions from people in power in response to an injustice.
This erases people's lived experiences.
If your instinct is to “keep the peace” by negating the experiences of the person telling you what's happening in front of their very eyes, why is that? What are you afraid of happening if you just believed them?
Your job is to listen, not direct what should and shouldn’t be someone’s response to an experience they’ve had. You have a voice, that doesn’t mean you have authority, but if you choose to, you have the power to make space for accountability.
Step 3: Recognize that if your intentions are genuine, then you would be willing to take risks.
Comfort tends to be prioritized over all else. Ultimately, the people whose comfort is of highest priority are the communities in your workplace who are represented in power. Typically, that means White, cis-gendered, and non-disabled.
The problem here is that when we prioritize comfort, nothing changes, because you are never asked to challenge your own power.
This whole exercise of finding your voice is an exercise in introspection. You have to be willing to recognize that you’ve had blindspots and in filling them you have to be willing to make mistakes and be corrected.
You have to make peace with that fact. But understand this: The people who are on the other side of inequity, being hurt by it every day, start with less privilege, power, and support than you’ve ever had and are living full lives anyway, putting up this fight.
I heard someone say ally is spelled L.O.U.D, and I couldn’t agree more.
“You have influence. You just need to be willing to see what it is and employ it.”
—Thamarrah Jones, Brand Strategist and Host of “As It Should Be with Thamarrah Jones"
About the Author: Thamarrah Jones (she/her) is a brand strategist and host of the podcast “As It Should Be with Thamarrah Jones,” a show about refusing to accept inequity. Thamarrah interviews culture shakers and professional troublemakers in every industry to learn how they are using their skills to create a more equitable world. Every day she chooses to create a career steeped in purpose by working with companies driven by a mission to improve the lives of those they serve and the world in which we live. If you’re ready to challenge white supremacy and help recreate the world as it should be, follow her on LinkedIn and subscribe to her podcast.
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16 Perspective-Shifting Books a Diversity and Inclusion Strategist Wants You to Read in 2021
Consider these bookshelf staples.
I’ve always loved to read and live for a good reading list from someone who likes the type of titles I’m drawn to. As we make our way through Black History Month in 2021, the year following a racial reckoning that much of the globe is still reeling from, I felt compelled to put together a collection of books that I’ve read or want to read using some thoughtful criteria.
First, I wanted to honor Black History Month by uplifting Black authors from all walks of life. While everyone on this list is a Black person, they are vastly different humans and have rich differences that come to life in each of their works, uniquely. Second, I wanted to choose books that haven’t necessarily had the visibility they deserve. Sometimes when searching for books, I see the same recommendations in several places; similarly to how many people celebrate Black History Month by reviewing the same handful of Black History figures year after year. I wanted to diversify my list of Black authors to maybe introduce you to someone you didn’t know.
Lastly, as an inclusion strategist, I work daily with organizations that are working to create more inclusive workplace cultures. So, I like books that give me stories to reference when I am teaching. Each of these books has a few threads that connect to inclusion and how it comes to life in real life. Some inclusion throughlines are easy to identify just in the titles, others are brought to life as you read.
This collection of books will shift your perspective, enhance your knowledge, make you laugh and cry, as well as shock you. This Black History Month, and perhaps even in the months following, pick one of these titles to dig into to support your journey to being more inclusive in your own life.
This Is Not a Test: A New Narrative on Race, Class, and Education
By José Luis Vilson
I love this book because it offers a window into education policy, which is often informed by race, through the author’s personal story. Part memoir, part nudge for policy reform, my friend José shows, through a collection of essays, how classrooms are informed by the communities from which their kids and their teachers come. José, a Black-Latino educator who taught middle school in Washington Heights, Manhattan brings the reader to contemplation about class, both from a learning perspective and as it relates to economic status.
Building for Everyone: Expand Your Market with Design Practices from Google’s Product Inclusion Team
By Annie Jean Baptiste
As an inclusion strategist, I’m fascinated by how other professionals in my industry are tackling the work. This book gives a behind-the-scenes look into how tech Giant Google creates award-winning and inclusive products.
Not Light But Fire: How to Lead Meaningful Race Conversations in the Classroom
By Mathew R. Kay
One of the most powerful periods in any person’s life is their high school years which, for many, serve as a season of awakening to new ideas and perspectives. With conversations on race becoming normalized in America, this book gives a framework for how to make difficult classroom conversations productive. The title is a nod to one of my favorite quotes by Frederick Douglas as he called abolitionists to action, “it is not light that is needed, but fire.” An educator’s must-have.
Caste: The Origin of our Discontents
By Isabel Wilkerson
Isabel Wilkerson peels back the layers of the power systems that silently define how we organize ourselves to move about the world. If you have ever struggled with understanding the idea of systemic oppression or wanted some historical context for how injustice not just happens but is engineered, take a dive into this text.
The Memo: What Women of Color Need to Know to Secure a Seat at the Table
By Minda Harts
The corporate journey is more difficult for women than it is for men, but add in being a woman of color and the challenges multiply. Infused with her engaging personal story, Minda breaks down how women of color can advocate for themselves in the workplace and how white allies can support.
I’m Still Here: Black Dignity in a World Made for Whiteness
By Austin Channing Brown
For anyone who still doesn’t understand the inherent advantages of white privilege, this book details the relentless nature of racism in this country.
More Than Enough: Claiming Space for Who You Are (No Matter What They Say)
By Elaine Welteroth
I live for an intimate memoir, and this book is rare in that the author is still fairly young yet has achieved more professionally than most people twice her age. That level of achievement didn’t come without cost, though, and in the book, the author shares vulnerably about her career journey and what was going on behind the scenes of her many headline-making career moves.
I Don’t Want to Die Poor
By Michael Arceneaux
In his second collection of essays, the author captures the Xennial experience, especially how being saddled with student loan debt impacts that experience, masterfully. Witty and honest, he shares his perspective with a vulnerability we don’t often see.
Lead From Outside: How to Build Your Future and Make Real Change
By Stacey Abrams
Stacey Abrams captured so many of our hearts and minds in the last few years as we’ve watched her bid for the Georgia governor’s seat and witnessed her galvanize Georgians during the 2020 presidential election. What we get from her book is more on her personal background along with her strategic long-term thinking mindset. For people who feel disempowered, this book will show you how to win with what you have.
Begin Again: James Baldwin’s America and Its Urgent Lessons for Our Own
By Eddie Glaude Jr.
If you fancy yourself a James Baldwin fan (and even if you don’t, you should familiarize yourself with his work), this book gives the Civil Rights era writer’s work new life. Sadly, many of the same political themes Baldwin covered in books like The Fire Next Time are just as timely today as they were fifty years ago. This book connects the two eras and offers some learnings on how not to repeat history.
The Color of Money: Black Banks and the Racial Wealth Gap
By Mehrsa Baradaran
Despite the title, this isn’t a book just about banking. Instead, it gives a detailed background on racialized economic policies in this country, much of which you won’t believe until you read it. Chock full of historical context as support, the author offers insight into Black folks' relationship with money and challenges the idea that Black people could build wealth in a segregated economy. If you have ever contemplated the wealth disparity in the U.S., this book explains it and offers ideas about how to solve for it without segregation.
Black Detroit: A People’s History of Self-Determination
By Herb Boyd
There’s something special about the city of Detroit, and I’m not just saying that because it’s my hometown. But I found this a fitting read for the month because it’s a history of one of our country’s great cities. Detroit has many tales to share about being Black and helping to shape America. If you think you already know Detroit, or even if you love the place as much as I do, this is the history of Detroit you may have missed but must revisit.
A Taste of Power: A Black Woman’s Story
By Elaine Brown
While many are familiar with the men who defined The Black Panthers in the sixties, Elaine Brown is not a household name. Yet she took the helm of the organization at a time when it was well-known for its misogynoir. A fascinating memoir and perspective you’re not likely to come across often.
Glory: Magical Visions of Black Vision
By Kahran Bethencourt
This is my one coffee table book recommendation because it is truly a work of art. It’s by a photography team who photographed Black children highlighting their natural beauty, natural hair, and personal stories. It’s both a book of photos and a collection of essays that reimagine young people.
Resilient: How to Overcome Anything and Build a Million Dollar Business With or Without Capital
By Sevetri Wilson
This book isn’t out yet, but I’m excited about its release. In this book, my friend Sevetri shares candidly how she bootstrapped a multimillion-dollar company and went on to raise millions in venture capital. For anyone with an entrepreneurial spirit, big ambitions, and who wants to make their start-up dream a reality, I am betting this is the book for you. I’ve already pre-ordered this book and can’t wait to read it.
Allies and Advocates: Creating an Inclusive and Equitable Culture
By Amber Cabral
Last but not least, my book, Allies and Advocates, was released in November. I share a framework for creating more inclusive work and home environments for those who are ready and willing to do the work. I cover making space for allyship, share a historical overview of “how we got here” from a race relations perspective, and offer concrete ways to use one’s privilege (we all have it) to be more inclusive of others. If you’re looking for a place to start or want to know what you can actively do to be an ally or an advocate, this is a great place to start.
“This collection of books will shift your perspective, enhance your knowledge, make you laugh and cry, as well as shock you.”
—Amber Cabral, Author and Diversity & Inclusion Strategist
About the Author: Amber Cabral is the author of Allies and Advocates: Creating an Inclusive and Equitable Culture. She works as a diversity, equity, and inclusion strategist for major retailers and the Fortune 500 through her company CabralCo.
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Here's the #1 Way You Can Be a More Inclusive Leader
Simple yet impactful.
Photo: Ivan Samkov from Pexels
“Take a seat at the back, please,” my brand manager told me. “We want to ensure all the leaders have a seat at the table,” he said, pointing to the very back of the room, a corner where there were a few folding tables and chairs.
I had arrived early that morning to set up the room for our annual brand plan presentation. I ensured the technology worked; that we had enough printed copies; that there were enough samples for our new launch to test and try. In fact, I had also worked tirelessly on the presentation when he had decided to take the week off leading up to the brand plan presentation with the leadership team. And while I was invited to the meeting to do all of the set-up, I wasn’t actually given a seat at the table.
I sat in the back at the folding table and in a folding chair, silently fuming. I felt like a child who had been instructed at Thanksgiving dinner to sit at the kids’ folding table in the corner. In the end, there was plenty of room at the “adults”-only table as I watched from the very back.
That afternoon the president of the division walked by me in the hallway. He had attended the brand plan presentation earlier that morning. He stopped as he saw me approaching him.
“Nice work,” he had said, smiling. “Next time, you should sit at the table,” he had suggested.
“Yes, thank you,” I had smiled back, clenching my teeth at his friendly suggestion.
Maybe he should have told my boss that.
From Korn Ferry and Catalyst to Harvard Business Review and Deloitte, there have been countless studies on the key traits of inclusive leaders. But what really makes an inclusive leader? It’s the elusive question we all seem to be trying to answer as organizations continue to scramble to figure out how to create inclusive workplaces.
Inclusive leadership is the foundation upon which great company cultures are built. When people feel they are included and belong, they are able to be the best version of themselves at work and are able to contribute all of their ideas freely and openly. They are able to make a significant impact for the company and for themselves.
Deloitte’s model highlights six signature traits of inclusive leaders, which include commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration. The model summarizes the detail of these traits and their importance in being an inclusive leader. And rather than only focusing on key traits, we need to focus on clear actions that individuals can take to be more inclusive leaders in the workplace. We need to move from the academic and theoretical discussions of inclusive leadership to the practical applications, where our teams see our inclusive behaviors in action.
What’s the number one way you can be an inclusive leader?
Start by giving individuals a seat at the table.
In the case of my former boss, giving me a seat at the table was a clear action he could have taken. The bigger question is: why don’t leaders want to give people a seat at the table? When leaders are insecure and lack confidence. When leaders see people working for them, and not with them. When leaders don’t want their team to receive praise, and only want the credit and spotlight for themselves. This behavior reflects someone who has a style the opposite of servant leadership.
These leaders derive authority simply from the fact that they are the boss and they are in control and they can command, as opposed to empowering and uplifting their teams and the people they work with.
In today’s world of remote working, there’s no reason to not extend an invite and include someone at the virtual table. No longer are we having to cram into a small conference room, drag in chairs, or offer someone a seat on the radiator. Start by checking your calendar tomorrow and ask yourself who is invited to certain meetings and who is not. Have they helped prepare materials for what’s being discussed? Are they a key stakeholder for the topic being discussed? Do they have a stake in the outcome of the meeting? So why aren’t they being included?
Once you give people a seat at the table, ensure you focus on the following:
1. Allow the space for all voices to be heard.
Invite everyone to speak and contribute, even if they have an opposing viewpoint. And a perspective you might not, as the leader, agree with. The journey to becoming an inclusive leader requires having an open mind and being able to actively listen to viewpoints you might not agree with. Allow yourself to listen, to really hear the things you didn’t expect to be discussed. Allow yourself the opportunity to change your mind. Please don’t give someone a seat at the table and then not allow them to contribute. In my case, I was relegated to the back of the room, which was a clear indication that I was not to be seen, and that my voice was also not to be heard. I might as well not have been invited to the meeting.
2. Give individuals credit for work.
Give credit where credit is due. If individuals have done the work, they deserve to present and share their ideas in the meeting. If they did all of the hard work, why shouldn’t they get to present and get credit for their work? Why are other leaders presenting their work instead?
Don’t allow individuals to talk over or interrupt each other. Intervene when you see ideas being stolen, or if ideas are being dismissed. Remember that you don’t have to be the most senior person to do this. We all need to stand up for each other to create an inclusive environment.
3. Pitch in with office work for the meeting.
We may no longer be ordering lunch, setting up the room for a senior leadership meeting with printouts, or passing around samples as many of us continue to work remotely, and yet office work and operational tasks still exists. It shows up in all different forms, including sending invites, tracking attendees, and dealing with technical difficulties. Scheduling virtual happy hours and ensuring team members get their cocktail kits in advance of the gathering. Be an inclusive leader and share the burden; don’t expect the same people on your team to do this work. Schedule a meeting or order that cocktail kit yourself.
Remember that becoming an inclusive leader is a continuous journey. There’s no destination we are rushing to arrive at; there’s no competition to win to see who can be more inclusive; there’s no scientific way, no precise indicator to measure how inclusive you actually are. The first step on this journey is inviting others to have a seat right next to you, to show that you value and recognize their contributions.
“When people feel they are included and belong, they are able to be the best version of themselves at work and are able to contribute all of their ideas freely and openly.”
—Mita Mallick, Head of Inclusion, Equity, and Impact at Carta
About the Author: Mita Mallick is a corporate change-maker with a track record of transforming businesses and cultures. She is the head of inclusion, equity, and impact at Carta. Mallick is a columnist for SWAAY, and her writing has been published in Harvard Business Review, The New York Post, and Business Insider.
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10 Diversity & Inclusion Thought Leaders Who Are Transforming The Workplace and Beyond
Follow their lead.
Diversity is so much more than a buzzword but we’re going to let the stats do the talking. According to a recent study, diverse companies produce 19% more revenue than companies that don’t value diversity. In fact, the study found that "increasing the diversity of leadership teams leads to more and better innovation and improved financial performance." And yet, a disheartening study found that white men account for 72% of corporate leadership at 16 of the Fortune 500 Companies.
If we know that diversity increases the bottom line, then why aren’t we seeing more of it from the top down? Unfortunately, women of color still face more obstacles and a steeper path to leadership, from receiving less support from managers to getting promoted more slowly. Because of these workplace challenges, Black women are also more inclined to go out on their own. In fact, Black female-owned businesses make up 21% of all women-owned businesses, making it the largest segment of women-owned businesses after non-minority women.
So, why is progress on diversity so slow? Well, it’s as Juliette Austin, Senior Diversity Equity & Inclusion Strategist at Bill & Melinda Gates Foundation says, it’s going to take more than investing in human capital, progressive hiring practices, or HR policies to achieve true diversity and inclusion. “Inclusion is what makes diversity stick,” says Austin. “Inclusion makes diversity meaningful.” Because diversity isn’t just a “nice to have” it’s integral to our personal and professional development, innovation, and financial performance.
So, today, in honor of Juneteenth— the oldest nationally celebrated commemoration of the ending of slavery in the United States—we are sharing 10 diversity and inclusion thought leaders who are transforming the workplace and beyond. Please follow their lead, do the work, and take anti-racist actions so we can achieve equity and true inclusion for all.
Dr. Akilah Cadet, MPH, Coach, Consultant, Founder, Change Cadet, and Host, Change Cadet Podcast
After experiencing judgment, “isms,” and barriers in the workplace, Dr. Akilah Cadet decided to break down those walls and dismantle the bias that contributed to the inequality that exists for Black women and women of color. So, she launched Change Cadet where she prepares individuals and companies to be “soldiers of change in the workforce” so there can be more women and people of color at the top. This includes services that support diversity, inclusion, equity, and belonging (DEIB) including executive coaching, strategic planning, workshops, and problem-solving.
Cadet is changing the face of the stereotypical leader so that no one will feel how she felt most of her career. Her latest podcast episode title “For White Women” with Adrienne Kimball of The Melanated Soul and Chief Talent Officer at Rubicon Programs will help you gain a “better understanding of the work it will take to undo deep-rooted systems of discrimination and white supremacy and how you can participate.”
Candice Morgan, Equity, Diversity & Inclusion Partner, GV (Google Ventures)
With over a decade of experience in diversity strategy and practice, Candice Morgan has been at the forefront of inclusive initiatives that are shaking up Silicon Valley and fixing tech’s major diversity issue. Before her role at GV, Candice Morgan was the Head of Inclusion and Diversity at Pinterest where she led strategy and programs to enhance a diverse and inclusive company including how to bring diversity to tech products. She curated impactful D&I programs such as Pinterest Apprenticeship, Knit Con—candidates from non-traditional tech backgrounds can experience engineering at Pinterest with the opportunity to become a full-time employee—and worked with their product teams to develop features like skin tone ranges to make Pinterest’s search more inclusive. She also headed up the research, advisory, and practices for Catalyst—the leading nonprofit for women in business.
Randi Bryant, Sista-intendent of Inclusivity
After years as a diversity and inclusion strategist, Randi B. was tired of helping corporations simply “check the diversity and inclusion box” or be seen as "doing the right thing without addressing the often-uncomfortable topics of unequal pay, monocultural executive team, survey results, employee conflicts, microaggressions, and more. This is why she went out on her own.
Now, Bryant is focused on spearheading real change. As an author, speaker, and Sista•intendent of Inclusivity she’s cultivating conversations to tackle tough racial, gender, and cultural issues by equipping them with the right tools and resources to foster a real, open dialogue and to create spaces where everyone feels as if they belong.
Minda Harts, Founder, and CEO, The Memo and Best-Selling Author, The Memo: What Women of Color Need To Know To Secure A Seat At The Table
Minda Harts is a popular thought-leader and speaker on leadership, equity, and entrepreneurship that advance women of color. She is also an assistant professor of public service of NYU’s Robert F. Wagner Graduate School of Public Service and the founder of The Memo LLC—a career development company providing the tools, access, and community for women of color and the companies they work. She wrote a best-selling book by the same name, The Memo: What Women of Color Need To Know To Secure A Seat At The Table, and she speaks in-depth on these topics in her weekly career podcast Secure the Seat.
Juliette Austin, Senior Diversity Equity & Inclusion Strategist, Bill & Melinda Gates Foundation, and Founder, Orisa Tii
As an experienced diversity and inclusion (D&I) consultant, Juliette Austin has one mission: To be a “conscientious change agent and disruptor in increasing representation and belonging in the workplace.” And she’s doing just that by managing and leading D&I initiatives across major global organizations including Ernst & Young, Canon USA, Buzzfeed, and currently at the Bill & Melinda Gates Foundation. A huge part of her role is moving companies from diversity to inclusion.
”Oftentimes organizations treat diversity as a hiring blitz to bring in as many women and black and brown faces as possible,” she told Forbes. “And they may do a really great job at bringing people into the building, but if they are not addressing inclusion, it becomes this revolving door—bringing them in, then spinning them out just as quickly. That's a huge cost for any company, the hiring and rehiring cycle is not cheap. Nor do you create really good brand ambassadors in the end. Inclusion is what makes diversity stick. Inclusion makes diversity meaningful.”
Follow her brand on Instagram.
Ellen McGirt, Senior Editor, Fortune Magazine, Co-Chair, The CEO Initiative
Award-winning journalist, Ellen McGirt has been diversifying the media landscape with her in-depth reporting on race, culture, and leadership. Her Fortune column, raceAhead focuses on racism and allyship. McGirt was formerly a senior writer at Fast Company and Editor at Large for Time Inc. She's also a regular on TV shows such as Good Morning America, NBC Nightly News, CNN, and others.
Watch her TEDx talk on The Importance of Showing Up.
Sign up for her raceAhead newsletter.
Myisha T. Hill, Author, Speaker, Coach, Founder, Check Your Privilege, and Brown Sisters Speak
Myisha is passionate about the mental wellness and empowerment of women. As a mental health activist, speaker, coach, author, and entrepreneur, she works closely with organizations and community groups to take “white people on a self-reflective journey exploring their relationship with power, privilege, and racism.” Her Check Your Privilege platform seeks to move white people beyond passive ally-ship to action-driven co-conspirators. This guided journey (and best-selling book, Check Your Privilege: Live into the Work) aims to deepen awareness around your actions and how they affect the mental health of Black, Brown, Indigenous, People of Color ( BBIPoC).
Download the Check Your Privilege workbook.
Learn more about Brown Sisters Speak.
Avery Francis, CEO and Founder, Build With Bloom and Sunday Showers, Diversity, Inclusion, and Equity Champion
While she is not an anti-racism educator, she is an HR leader, entrepreneur, and diversity, inclusion, and equity champion. Avery has spent her career working with leading startups to navigate the challenging world of talent, hiring and building creative cultures worth being a part of. She is the founder of the Bridge Program, A free code school for women-identified and non-binary people on tech. Formerly the Head of Talent at League and Director of Talent at Rangle.io, Avery specializes in helping the world’s best startups and most talented people grow their teams and their careers. She also shares mini-guides on Instagram on topics such as “9 Ways White People Can Spend Their Privilege” and “Things Not to Say to a Bi-Racial Woman" which “is a reflection of my learning and lived experiences as a Black woman.”
Join Sunday Showers—A Biz Shower.
Dr. Sarah Saska, Co-Founder, and CEO, Feminuity
Dr. Sarah Saska is the co-founder and CEO of Feminuity, a global strategy firm that partners with leading technology startups through to Fortune 500 companies to build diverse teams, develop equitable systems, design inclusive products, and company cultures. She has a Ph.D in Equitable and Ethical Tech from Western University and led pioneering doctoral research at the intersection of diversity, inclusion, and innovation which highlighted the need for companies, namely those in the technology and innovation sector, to embed diversity, equity, and inclusion into the core of their business. In 2018, she spoke on the TEDx stage about why “We’re On the Verge of a Diversity Debt Crisis.”
Follow Dr. Sarah Saska on Instagram.
Download her Indigenous Ally toolkit.
Mini Timmaraju, Executive Director, Diversity & Inclusion, Comcast NBCUniversal
With over 20 years as a professional leader and executive in the government, policy, political campaign, and advocacy space, Mini Timmaraju has an extensive background amplifying diversity and inclusion, gender issues, and community outreach strategies. As the Executive Director on the Diversity and Inclusion team for Comcast NBCUniversal, Timmaraju oversees corporate strategy and key initiatives supporting company-wide goals on diversity and inclusion.
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12 LGBTQIA+ Founders, Executives, and Leaders Who Are Shaping Major Companies and Shifting Culture in the Process
From Coolhaus to Beautycon to Netflix—and beyond.
Until now, over half (52%) of the people who identify as LGBTQIA+ in the U.S. were living in states where they could be fired, passed over for a promotion, denied training, and harassed in the workplace based on their gender identity or sexual orientation.
On June 15, 2020, the U.S. Supreme Court took a long-overdue step in ending these discriminatory practices by ruling that the Civil Rights Act of 1964, which prohibits employment discrimination based on race, religion, national origin, and sex, also applies to discrimination based on sexual orientation or gender identity. “An employer who fires an individual merely for being gay or transgender defies the law,” Justice Neil M. Gorsuch wrote for the majority in the historic six-to-three ruling.
In honor of this landmark ruling, which also just so happens to coincide with Pride, we’re using our platform to shine a spotlight on LGBTQIA+ entrepreneurs and leaders who are running cool companies and shifting culture in the process. Scroll on to meet just a few of the founders, executives, and leaders who are shaping some of the most influential businesses in our cultural lexicon—like Netflix, Facebook, and Reddit to name drop a few—and paving the way to the boardroom for the young LGBTQIA+ individuals coming up behind them.
Freya Estreller & Natasha Case
Co-Founders, Coolhaus
“When you are a true CEO, you are driving your own dream but you think of the company as a place for all of your employees to accomplish their dreams as well.”
—Natasha Case, CEO & Co-Founder, Coolhaus
It’s safe to say Freya Estreller and Natasha Case have successfully disrupted the freezer aisle. The co-founders of the women-owned, women-run ice cream brand Coolhaus, which is known for its innovative flavors (think street cart churro dough) and “farchitecture” ice cream sandwiches, have built a formidable franchise complete with a fleet of ice cream trucks, two scoop shops, and premium placement in the freezer aisle in over 7,500 grocery stores from Safeway to Whole Foods. Earlier this year, we shined a spotlight on the innovative founders as Create & Cultivate 100 honorees.
Jimena Almendares
Product Executive, Facebook
Jimena Almendares’ résumé is impressive, to put it mildly. Before she landed her current role as product executive at Facebook, she helped shape other major companies like Intuit, OkCupid, and Meetup. While at OkCupid, she led the company through its IPO, and ad Intuit, she led the expansion of Quickbooks into Mexico and set the record for the fastest global launch the company’s history in the process. Not to mention, she’s on the board of Out for Undergrad (O4U), an organization dedicated to helping high-achieving LGBTQ+ undergraduates reach their full potential.
Rachel Tipograph
Founder & CEO, MikMak
“
Invest in your voice. Your ability to be a powerful orator will get you much further than any other skill.”
—Rachel Tipograph Founder & CEO, MikMak
Rachel Tipograph is making marketing cool again. With a client list that includes brands like L’Oreal, Hershey’s, Unilever, and Estée Lauder, the founder of MikMak is leveraging social media for major profits, something the 2017 Create & Cultivate 100 honoree talked about at our recent Digital Money Moves Summit. It’s no wonder the innovative entrepreneur has been honored in Forbes’ 30 Under 30 Who Are Changing the World, Marie Claire’s 50 Most Influential Women in America, Fast Company’s Most Creative People in Business, and Entrepreneur's 50 Most Daring Entrepreneurs lists. She’s also an angel investor who’s passionate about funding women, POC, and LGBTQIA+ founders.
Jen Wong
COO, Reddit
“We share responsibility for the health and safety of the platform with our communities.”
Jen Wong’s career reads like a dream run on paper. Before joining Reddit, Wong served as president and COO of Time, Inc, where she was the highest-ranking female executive. Before that, she served as PopSugar’s chief business officer and even spent a stint as AOL’s global head of business operations. Under Wong’s leadership, Reddit is reportedly on track to reach $262 million dollars in ad revenue by 2021, which is more than double last year’s revenue.
Photo credit: @onewong
Leanne Pittsford
Founder, Lesbians Who Tech & Allies
“Power doesn’t give up power. You must create urgency around change. It doesn’t happen naturally.”
—Leanne Pittsford, Founder, Lesbians Who Tech & Allies
In 2012, Leanne Pittsford organized a series of happy hour networking events for lesbians in technology. Fast-forward to 2020 and what started as a small gathering of just 30 people has grown into Lesbians Who Tech & Allies, a veritable tech community of 40,000 members with chapters in 40 cities. Since then, the 2019 Create & Cultivate 100 honoree has founded two more companies to help underrepresented people in tech land their dream jobs: Include.io, a mentoring and recruiting platform, and Tech Jobs Tour, a series of networking events across the country to bridge the gap between tech companies and prospective job candidates.
Lydia Polgreen
Head of Content, Gimlet Media
Earlier this year, Lydia Polgreen resigned as HuffPost’s editor in chief—a role she took on when Arianna Huffington, the founder, stepped down—to become head of content at Gimlet Media. In doing so, the seasoned storyteller, who spent nearly 15 years on staff at The New York Times before joining HuffPost, validated what many in media already suspected: podcasting is on the rise. In fact, Spotify paid nearly $340 million in a combined deal to acquire both Gimlet and Anchor, a company that makes easy-to-use tools for producing podcasts, in 2019.
Arlan Hamilton
Founder & Managing Partner, Backstage Capital
“
It started with my mom telling me I deserved to be in any room and shouldn't shrink myself to make someone else feel better about themselves.”
—Arlan Hamilton, Founder & Managing Partner, Backstage Capital
Here are some startling stats: Only 12% of venture capital funds are invested in companies with at least one female founder, according to All Raise. Additionally, of the $425 billion raised in VC funding since 2009, a mere 0.32% went to Latinx female founders and .0006% to startups led by Black women. Arlan Hamilton, the founder and managing partner of the venture capital firm Backstage Capital, is on a mission to tip these statistics in the right direction. Since launching in 2015, Backstage Capital has invested over $7M in 130 companies led by underrepresented founders, according to the company’s website. It’s no wonder we included her on our 2018 Create & Cultivate 100 list.
Emma Mcilroy
CEO, Wildfang
Emma Mcilroy started a feminist revolution in 2013 when she launched her clothing brand, Wildfang—remember this Wild Feminist T-shirt?—dismantling the patriarchy and gender norms in the process. And it seems a lot of people want to join Mcilroy for the ride. Now a multi-million-dollar company, Wildfang is also a global community and a place for women to feel that they can conquer anything.
Denyelle Bruno
CEO, Tender Greens
“It’s easy to get caught up in the game of trying to be like others, but the best copying will result in a less good version of another person.”
—Denyelle Bruno, CEO, Tender Greens
As the CEO of Tender Greens, Denyelle Bruno is at the helm of a casual restaurant chain that serves over seven million customers across 30 locations in California, New York, and Massachusetts and, not to mention, brings in an impressive $100 million in annual revenue. But it’s not just about the bottom line for Bruno. In an industry where the gender gap is getting wider, not narrower, Bruno is leading the charge in gender diversity. In fact, by the end of 2020, Tender Greens achieved gender parity across the company’s restaurant leadership, from executive chefs to sous chefs, which is one of the many reasons we included Bruno on our 2020 Create & Cultivate 100 list.
Angelica Ross
Actor, Writer, Producer, Founder and CEO, TransTech Social Enterprises
You probably know Angelica Ross as Candy Ferocity on Pose, but she’s also a leading figure in the movement for trans and racial equality. When you consider the statistics—72% of trans homicide victims between 2010 and 2016 were black trans women and femmes—it’s easy to see why Ross wants to ensure that these women aren’t reduced to a statistic. As the founder of TransTech Social Enterprises, she’s is working to empower trans and gender-nonconforming people through on-the-job training in leadership and workplace skills. As a powerful speaker, she tours nationally to share her mission with business leaders, educators, and the President of the United States.
Cindy Holland
VP of Original Content, Netflix
As vice president of original content at Netflix, Cindy Holland, who has been with the company since 2002, oversees the production of the streaming giant’s binge-worthy original series and the multi-billion-dollar budget needed to bring that high-quality, programming to the platform’s 182 million subscribers and counting. Under Holland’s watch, Netflix earned 117 Emmy nominations in 2019, 17 Golden Globe nominations in 2020, and has secured deals with the likes of Shonda Rhimes and Janet Mock, who is the first openly trans creator to sign a major deal with Netflix.
Up next: 19 Powerful LGBTQIA+ Leaders on Instagram to Follow and Support Now and Always
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Stop Being Color Blind: The First Important Step in Having Courageous Conversations
Five things to remember when entering a conversation as an ally.
Written by Mita Mallick, Head of Diversity & Inclusion and Cross-Cultural Marketing at Unilever.
“I’m color blind,” a colleague had confidently proclaimed to me several years ago while we were meeting. “I’m color blind, and I don’t see you as any color at all,” she boldly claimed again, sitting right across from me and staring me straight in the eyes. All the while slowly sipping her cup of coffee. I stared blankly at her “First Coffee, Then Slay” boss lady-style mug.
“I just don’t see color.”
Colorblind is the infamous get out of jail card, a free pass, a VIP status, to buy, pass go, and collect your $200 Monopoly-style and to let everyone know there’s no possible way that you see color. Along with phrases like;
“My dentist who I love is Indian.”
“My best friend from fifth grade is Black.”
“My grandchildren are half Asian. I don’t see color. How can I see color?”
“Did I mention my college sweetheart was Colombian? So I can’t possibly be a racist. And I am one of the most evolved, open-minded people you will ever meet. I live in Manhattan, after all.”
When you use the words “I am color blind” you have completely shut down any possibility of having a conversation with me around race. Because I am Brown. As a Brown person, I don’t have the privilege of saying I am color blind. I know when I walk into my workspaces and workplaces my brownness has entered the room before I have even had the chance to sit down and say hello. I wear my brownness every single day of my life.
Like many of you, I am in shock and in pain over the death of George Floyd—a pain compounded by Ahmaud Arbery’s tragic death in Georgia and Amy Cooper’s weaponizing of race in Central Park. As a Diversity and Inclusion leader and as a woman of color, I am trying hard to stand as an ally for the Black community.
Being an ally starts with acknowledging that race matters. And for Black and Brown people, race has defined us since the day we were born. Because for Black and Brown people, being color blind is a privilege we cannot afford.
To understand what’s happening in our country right now—emotions swirling, the flame reignited, the wildfire spreading again across the country—and to learn and understand about institutional racism, you must first see our Black colleagues. You must see that they are Black. Our Black colleagues must be seen and then heard.
Having courageous conversations on race is the first place to start as an ally for the Black community. Here are the 5 things I am reminding myself when entering into a conversation as an ally.
Photo: Retha Ferguson from Pexels
Please just listen. Allow the space for stories to be shared.
In a world that won’t shut up, it’s hard for us to just be present and listen because we want to talk and talk and talk. We just need to listen. Deeply listen to what is being shared. Sometimes when someone is sharing with you, it’s because of a recent racist experience they have had and they trust you to listen. They might be emotional. They may get quiet. Sit in the silence and emotion with them and to say, “I am here, I am here to listen.”
Other times, you might want to check in on how a Black friend or colleague is doing, particularly after a devastating event like the death of George Floyd. In that case, some might want to share how they are feeling; others won’t want to share. Maybe not at the moment, and maybe not ever. The pain and trauma are deep. The important part is that as an ally, you checked in. They know you are standing with them.
“We just need to listen. Deeply listen to what is being shared.”
Please don’t minimize their experience.
“Are you sure that happened? Maybe you misunderstood what she said? She’s the nicest person I ever met.”
“No way that happened.”
“You are joking, right? That’s not even possible!”
Please do not ask questions. Please do not make statements and question the validity of what is being shared. Now is not the time to be an investigative journalist. Accept that they are telling you to be true. Because it is true. Seek to understand and learn from what they are sharing.
“Seek to understand and learn from what they are sharing. ”
Please don’t time insert your own experiences.
Please don’t start telling stories about sexist or racist or homophobic experiences you have had in response to what they shared. After 9/11, it was the first time in my life I started to fear authority. I feared for my brother and my father and all the South Asian men in my life who could, for no reason, be dragged away and deemed a terrorist threat by police. My Black friends reminded me that this was the fear they have lived with all their lives.
Now is not the time to compare and contrast experiences or trying to show you understand their pain. Because if you haven’t lived in their shoes, you don’t.
When there are long periods of silence, and someone is emotional during a conversation, our instinct is to fill up the air to make it less comfortable. I try to stay present, ensure the person sees my eye contact. If this was an in-person conversation and I knew the person well, I would offer a tissue or lightly extend my hand on their hand or shoulder to show I am there for them.
I avoid phrases like “It’s going to be okay” or “It will get better” or “Progress takes time.”
Instead, I focus on phrases like “I am here for you as an ally” and “I am here to listen, there’s no rush, please take your time.” And “I can’t imagine how painful this is for you and thank you for trusting me and sharing” and “Please know you can trust me to share anything you like” and “I haven’t walked in your shoes, and I can’t imagine what pain you are in, and I am working hard to understand and educate myself on experiences that aren’t my own.”
“Now is not the time to compare and contrast experiences or trying to show you understand their pain. Because if you haven’t lived in their shoes, you don’t.”
Please don’t try to problem-solve.
As leaders, we are trained to problem solve. The most difficult part about conversations on race I have found is the non-closure. You have left the conversation feeling like you couldn’t help; you didn’t brainstorm an action plan; you didn’t provide a solution. It was a failed conversation.
If it was so easy to end institutional racism, we would have collectively eliminated racism a long time ago. So it won’t be solved in one courageous conversation. You need to keep engaging. You need to keep learning.
“It won’t be solved in one courageous conversation. You need to keep engaging. You need to keep learning.”
Please do continue to educate yourself.
Courageous conversations on race are an important place to start. When ending any conversation, please thank the person for trusting you to have the conversation. And that you are here for future conversations and that will continue to educate yourself. Please ask them how you can continue to be an ally for them.
Please also know that you cannot continue to emotionally burden every Black person you know to share with you their daily experiences, living, and being impacted by institutions of racism. There is so much content out there to start educating yourself as an ally; please don’t continue to ask all the Black people you know.
When I first started working in Diversity & Inclusion, my husband gifted me the book Between the World and Me by Ta-Nehisi Coates. I went on to read White Fragility: Why It’s So Hard for White People to Talk About Racism by Robin Diangelo. I am taking free Yale Open Courses and learning about African American History: From Emancipation to the Present. I still have my work to do, and it’s a start.
Please stop being color blind. Please start to see color. Start to see every Black person in your life. Please see them and hear them. Because we need you to start seeing color now. Because I need you as an ally to stand with me for the Black community.
“There is so much content out there to start educating yourself as an ally; please don’t continue to ask all the Black people you know.”
About the Author
Photo: Courtesy of Mita Mallick
Mita Mallick is a corporate change-maker with a track record of transforming businesses and cultures. Mita is a passionate storyteller who believes in the power of diversity to spur creative strategic thinking which can ultimately transform brands.
As the Head of Diversity & Inclusion and Cross-Cultural Marketing at Unilever, Mita’s efforts to build an inclusive culture are being celebrated. Under her leadership, Unilever is gender-balanced at manager level and above. Unilever was named the #1 Company for Working Mothers by Working Mother Media in 2018. Mita also co-created the first of its kind Cultural Immersions series to increase the cultural competency of marketers training over 5,000 marketers to date.
Mita has had an extensive career in the beauty and consumer products goods space. She was one of the chief lieutenants in launching The Vaseline Healing Project in the U.S., signing award-winning actress & activist Viola Davis as the brand’s ambassador to help set the brand back to growth.
Mita was named a Working Mother of the Year by She Runs It and named a Valiente Award Finalist at SXSW for her inspiring work in 2019. Mita has been featured in Forbes and quoted in The New York Times. She received the Inaugural Diversity Innovator Award from the National Association for Female Executives in 2018, and was on the “50 People Under 40 Shaking Up Beauty” Youthquake List by Women’s Wear Daily2017. Mita is also a columnist for Swaay and a contributor for FairyGodBoss and her writing has been published on The Good Men Project, Scary Mommy, The New York Post, and The Riveter.
Mita has a B.A. from Columbia University and a M.B.A. from Duke University.
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