Diversity

The Challenges of Working from Home

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The Challenges of Working from Home

As Seen Through the Eyes of a Former Remote Worker

September 2024 | The effects of remote work on DEI
By: Dawson Tran

What comes to mind when you think about working at home? Working in your pajamas. Scrolling through social media. Having your pet in your lap. Sounds like the best time ever, right? While working remote is definitely on the rise, it does raise some questions on how certain things can be changed or implemented compared to working onsite. A recent study revealed that one in five workers are currently working remotely. By the year 2025, an estimated 32.6 million Americans will be working remotely. Obviously, this is a very significant proportion of Americans who are working in this kind of format compared to those working onsite or even in a hybrid work setting.

However, with the rise of remote work, it is natural to encounter both advantages and disadvantages. A topic that has been brought to many people’s concern is the implementation of Diversity, Equity and Inclusion and how its impact varies between those who work onsite and those who work virtually. Obviously, DEI is a very important aspect of any environment. Its position in the workplace is to promote and encourage a respectful and supportive environment. With the ever-changing landscape of the workplace and DEI environment, it is something a lot of people are still trying very hard to navigate.

Ways that Remote Work can Impact DEI

  • Visibility: Compared to those who work in a regular office, people who virtually work from home can and may have reduced visibility in a community. In remote work, it can be a lot harder for managers and peers to really appreciate the work that an employee is doing. With not being able to see the people that you are working with like a regular 9-5 onsite office job would allow you to, it is quite understandable as to why some remote employees may not feel as seen compared to their peers who may work onsite.
  • Atmosphere: I think everybody can agree that the atmosphere and environment of one’s setting can really make an impact on the way people think. It can also really make an impact on one’s work and productivity. When I think of the environment or the atmosphere of an onsite office job, I think of people collaborating with one another, even if it is in their own little cubicle. When it comes to the atmosphere of someone who is doing remote work, it may seem a little isolating having to not truly be around someone all day. Although some workers may thrive in this kind of environment, the feeling of isolation is something that a lot of people would be able to connect with if put into that kind of setting. 
  • Interactions: Increased remote work leads to less interactions and workplace engagement. Less interactions leads to less of a sense of community. A lot of the time, when it comes to remote work, it tends to be just one person completing tasks for an assignment single handedly, as opposed to being able to work with others. This lack of interaction plays a very significant role in the feeling of isolation that a lot of people who work virtually can understand. 

Personal Insights

As someone who has worked both as an onsite and remote employee, I can understand as to why some people might prefer one option over the other. Personally for me, when it comes to just DEI principles and practices as a whole, I generally prefer working onsite than working from home. Obviously, everybody’s situations and experiences are going to be different with remote work, but I really just did not enjoy it. The main reason for this is because of the sense of community. To be quite honest, when I was working from home, I felt very isolated. I had the occasional manager or peer I would talk to once a day for about ten minutes, but then I would spend the remainder of the day working silently without any other human interaction. In my head, this did not feel quite normal to me. Obviously, this is something that I just had to adjust to. At some point, it just felt like I was on autopilot. I was getting the work done. I was doing a good job. I just didn’t feel like I was doing a good job.

After having completed the contract for this remote job and then transitioning into my new job, which was completely onsite, I noticed a very stark difference in my mood and the way I felt. By going back to seeing people face to face again, five days out of the week, I was able to enjoy that human interaction that I needed. Like I said before, this is different for everybody, as some others may thrive in remote work. But, for me, after having worked at both, I just really preferred onsite work.

I also do believe that this discussion and topic is something that should be open to people who aren’t even adults yet. In recent years, we have seen a recent rise in remote education. As someone who is taking online classes currently, I do believe that not enough DEI principles or practices are discussed, so that is something that definitely needs some work.

What can we do? What are our next steps?

  • Foster Team Building: Even in remote work settings, team building can still be an efficient way of creating a community. Organizations can create virtual team building exercises where it will allow all members to participate. Not only will this help create a better sense of community, but it can also be very engaging and fun for those who are participating!
  • Encourage Feedback from the Community: In any work environment, it is always important to invite feedback from your employees. Whether that be in a remote setting or an onsite setting, feedback should always be welcomed. Feedback allows us to see what is working in the work environment and what needs to be changed.
  • Provide/ Implement DEI Training: In the workplace, DEI Training can help a lot. Not only can it be beneficial for someone who works onsite, but it can be very beneficial to those who are also working remotely. The main reason for this is to be able to go over the clear and detailed guidelines that are needed to implement and foster an inclusive and supportive remote work environment.
  • Acknowledge Discrimination/ Bias that can Occur: There needs to be clear guidelines or ways where employees can address incidents of bias or discrimination accordingly and in an efficient way. Organizations need to create clear channels and programs for this type of procedure, especially for remote workers, since it may be harder for them to reach out.

The rise of remote work is happening so quickly and it’s not gonna stop anytime soon. And frankly, it doesn’t need to be stopped. With this rise, however, we need to adjust accordingly to make sure those who are working remotely still feel a sense of community and belonging. As they should be.

I Am Not My Hair

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I Am Not My Hair

…And Certainly Not The Discrimination That Comes With It 

August 2024

Hair Discrimination in Professional Settings, the CROWN Act, and Implications for Advertising

By: Jaya Wilson and Haniff Murray 

What is it, the braids? Well yes, it just might be. Some people may think that hair is trivial or that it is just a function of biology meant to keep us warm and cushion our craniums, but there are huge social and political implications behind the strands of hardened protein flowing from our scalps.

Whether it be braids, a buzzcut, or balding, hair is our natural accessory. It is an extension of how we carry ourselves and is reflective of our culture and personality. It could also potentially represent the mood we woke up in on a particular day or even the week we’ve been having. The way we wear our hair is relative to our freedom, and when policed, it can cause emotional distress.

Historically, American culture has championed Eurocentric hair textures and styles of hair as more acceptable than those of Black people and other people of color; this discriminatory sentiment leaks into academic, career, and life opportunities for people with hair outside of “the standard.”  This narrative fuels academic and workplace discrimination for traditionally Black hairstyles, like when Daryl George, a Black high school student, was suspended for over a month due to the length of his locs, or when Chastity Jones had her job offer with Catastrophe Management Solutions rescinded after refusing to cut her locs.

This type of discrimination has become more noticeable and more unmistakable over the past few years and has pushed people to organize and create protections for protective hairstyles and hair by-and-large. On July 3, 2019, the California legislature signed the CROWN Act into law. The CROWN Act celebrates the diversity and beauty of Black hair. It is crucial to ending hair discrimination, ensuring everyone can wear their hair with pride, free from bias and prejudice.

What is Hair Discrimination?

Hair discrimination impacts all people, but especially Black women and girls who wear hairstyles like locs, braids, twists, afros, and other natural hairstyles in schools and workplaces with unfair rules or policies. These policies are typically based on subjective/biased beliefs about what “professional” or “neat” hairstyles look like, often based on Eurocentric standards of beauty for hair textures, styles, and lengths (ex. straight hair). Hair discrimination can occur from the workplace to academia. In workplaces, hair discrimination happens when Black employees are judged, punished, or even fired for how they wear their hair to work. A 2023 study found that black women’s hair is 2.5 times more likely to be perceived as unprofessional, and 54% of them are more likely to feel like they have to wear their hair straight to a job interview in order to be successful.  Black women with natural hairstyles are also less likely to land job interviews in the first place because of their hairstyles. Hair discrimination also impacts students in a variety of ways. Some examples include students receiving detentions and suspensions for violating school dress codes which prohibit wearing hair in braids with extensions or other natural hairstyles, student-athletes who are unable to participate in sports unless they cut or change their hair, and displays that show images of Black children, including Black girls with braids, and label those hairstyles as “inappropriate.” 

Statistics 

According to the ADL

  • By age twelve, 86% of Black teenagers started experiencing discrimination based on their hair. 
  • 81% of Black children in majority-white schools say they sometimes wish their hair was straight. 
  • A previous study by Dove (in 2019) found that Black women were 1.5 times more likely to be sent home or know of a Black woman sent home from the workplace because of her hair. 
  • 80% of Black women are more likely to change their hair from its natural state to “fit in” at their place of work.

What is the Crown Act?

The CROWN Act is a law that forbids discrimination based on hair texture and hairstyles, with CROWN standing for: “Create a Respectful and Open Workplace for Natural Hair.” The CROWN Act has been passed in 23 states, including California and New York. In Florida, lawmakers have repeatedly tried to pass legislation to protect natural hair from discrimination. After attempting May 2023, their efforts to pass failed in the judiciary committee.

How does this Affect Advertising?

We advertise to market or sell a product, service, or experience. Advertising has come a long way from its humble origins and today we see dynamic campaigns featuring beautiful cinematography, complex animations, and trained actors all around us. Agencies and art directors should be very intentional and aware of how they represent different cultures on the big screen. As we stray away from the days where ethnic representation was far and few in between, let us make an effort as people and business professionals to portray different types of cultural hairstyles in our work.

It does not have to be the highlight of the advertisement. We do not have to emphasize that we are representing different ethnic styles in a way that may read inauthentic. It can be subtle! Simply having the representation there in an intentional and tasteful way is enough. The average viewer may overlook these efforts, but for the child with long locs that is told he cannot be a professional and wear his cultural hairstyle, seeing someone who looks like him in an advertisement could affirm his confidence. This also means agencies should hire employees who reflect these hairstyles and cultures to create culturally competent media. 

 

So, What’s Next?

There continues to be an ongoing push to pass the CROWN Act in multiple regions of the country. Here’s how you can help: 

⇒Push for reform.

No one should have to face natural hair discrimination. Workplaces and institutions should review their appearance policies and remove references to specifically prohibited ethnic hairstyles – talk to managers or unite with colleagues to push for this.

⇒Be an ally.

Whether in schools, social groups, or jobs, be prepared to call out discrimination when you see it. Allyship also means standing in solidarity with those who are affected by discrimination. 

⇒Be inclusive.

When making advertising campaigns, consider the portrayal of different ethnic and cultural hairstyles. Large audiences are unlikely to be ethnically homogenous, so the representation we show to them should reflect that.

You can find more information about the CROWN Act at: https://www.thecrownact.com/

AAF Most Promising Multicultural Student Program 2016

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By: Taylor Moore, UCF Ad Club & AAF MPMS class of 2016

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“I could just run away,” I thought as I sat in a plush armchair at the Roosevelt Hotel lobby. It was an hour into the career fair, and I had left the ballroom in a flurry of anxiety and panic.

This wasn’t working. These recruiters don’t like me, I thought. I was being too awkward, too passive. Ogilvy, Publicis, Omnicom, BBDO, DDB, TBWA—what does it all mean?

I’m not prepared enough. I’m not qualified enough. I’m not confident enough. Should I have made a portfolio? Why was I pursuing a discipline with few entry-level jobs? What was I even doing there? To calm myself, I checked my phone—Facebook, Twitter, Reddit, as if it all mattered. I tried to look busy to any casual onlookers. I contemplated staying in my hotel room until the next event. I contemplated jobs, prestige, the necessity of chairs with comfortable arms, and oblivion.

25164973931_f6cc651249_kA couple weeks ago, I was honored to be a part of the American Advertising Federation’s 2016 Most Promising Multicultural Students program in New York.

MPMS is an industry immersion and recruiting program for the nation’s top 50 minority college seniors. With the goal of promoting diversity within the field, we embarked on four packed days of agency visits, speaker panels, and workshops, which ultimately led up to a career fair and an awards luncheon. AAF selected me for their class of 2016 after a rigorous application that involved several essays and a nomination that I had received because of my involvement in Ad Club UCF.

On February 15, with high expectations, I flew to the Big Apple. Graduating this spring, I want to pursue a career in digital media and strategy, and New York is the place to be. This was the opportunity of a lifetime, and I didn’t want to waste it.

I sat in that comically ornate, godforsaken chair for 45 minutes. Staring at my notes but not reading. Sketching out detailed escape plans in my mind as if I were a prisoner and not the recipient of an astounding opportunity. Overanalyzing but—maybe—not analyzing enough.

In that moment in time, I was faced with myself, in this echo chamber of paralyzing self-doubt and than shame at that self-doubt. 24962411150_44584ea067_k

Then I did something I had never done before—I gave myself permission to fail miserably. I told myself to screw it and do the best that I could with all that I had. If New York chewed me up and spit me out, it was only one week in my life anyway.

And for that remaining hour of the fair, I killed it. I had a lot of valuable conversations with recruiters, and I learned so much more than if I had skipped town, as I had hilariously considered just 30 minutes earlier.

And from there, I had an incredible week. Our group visited General Mills, where we were met with a cereal bar and given boxes of Honey Nut Cheerios with our names on them. I got to sit at the news desk at CNN during our tour of Turner Broadcasting’s headquarters, where unfortunately I didn’t get my start as their newest anchor, but I had a fun time anyway. And at the awards luncheon, I got up on stage in front of hundreds of people and didn’t trip—not even once.

In those four days, I learned so much about the industry and my place in it, and I’m eternally grateful to the American Advertising Federation for bringing me that much closer to my dreams. I’ve also gained 49 brilliant, talented friends who are just as excited about the industry as I am, and the value of that is immeasurable.

And, perhaps most importantly, I discovered that you can’t run away from yourself. Your insecurities will follow wherever you ago, keeping you from doing what you want to do and what you need to do. They don’t scurry off when you board the plane.

So the next time you find yourself with a seemingly insurmountable challenge and voices in the back of your mind saying that you’re not good enough, tell them to shove it. You’re too busy for that crap. You’ve got somewhere to be. 25231816486_12b22e16a1_k

Diversity in Advertising

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First I’d like to introduce myself and give you a little background information. My name is Fawaz Zakir, I am your Ad 2 Diversity Chair for the 2013-14 board year. I was born in Riyadh, Saudi Arabia to Pakistani parents and moved to Orlando, FL at the age of two. Growing up I was never exposed to advertising as a career, I did not know my fondness of commercials and the message they expressed could actually be a profession until I reached college. Why is that? It could be my roots in South East Asian culture that mostly encourage health/ technology related fields. Although still I was brought up in an American school systems where I still do not recollect ever being taught of the creative field of advertising.

In the Advertising field we have come to understand the beauty of relaying an idea to the masses. Now more than ever we have seen advertising expand to include nearly every aspect of our life. It was not until fairly recently that advertising as a career was brought to pop culture thanks to the likes of AMC’s hit series Mad Men. Whether the show is a good representation of Advertising or not we may disagree on but i’m certain we can all agree that Advertising lacks diversity within it’s foundation. In a field that is based on creativity and the power of an idea more than race or sex why is it still so far behind in representing minorities and majorities alike? The video below is a great look at  Advertising and Diversity.

 

“85% of all advertising and marketing messages are aimed at women, 90% of all communications campaigns are created by men.”   This is why programs such as Ad 2 and AAF are so vital. To display the art of advertising to the masses and create an open discussion to those who already call it “work”. I look forward to a great year with Ad2 Orlando and expanding the conversation started by my predecessor Joel A. Montilla on such an important issue.

 

-Fawaz Zakir, Diversity Chair

 

Source: Institute of Practitioners in Advertising (IPA) Report 2011

 

The Latino Vote

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As we head into elections, we’re sure you’ve seen the intense advertising push by politicians who are desperately trying to gain your vote.

It comes as no surprise that understanding the diversity of specific demographics is important for advertising companies who work with these politicians to reach out to the important voters and influence their vote – one of which is the Latino (or Hispanic) vote.

We wanted to take this opportunity to provide a bit of stats in order for our profession (i.e. you) to better understand the approach and trends that surround us heading into elections.

The Latino Vote is described as the following: “The Latino vote or the Hispanic vote is a catchphrase that in American culture and American politics refers to the voting trends during elections in the United States by eligible voters of Latino or Hispanic background. This phrase is usually mentioned by the media as a way to label voters of this ethnicity, and to opine that this demographic group could potentially tilt the outcome of an election, and how candidates have pandered or not to that specific ethnic group.” -Wikipedia.org

“16 percent of all registered voters in Florida are Hispanic, just 6.79 percent of the total spent on local TV political ads has been on Spanish language media. And the Democrats have a huge edge: $4,260,740, compared to the Republican at  $2,118,750 on the President, U.S. Senate and U.S. House races. Nationally, in 10 large states, spending on Spanish-language ads totals just $16.4 million, or 4.57 percent of the nearly $359 million total spent on local political advertising in these races.” -Orlando Sentinel

As we wind down the final days before elections, take a look around and notice how advertisers and marketers are and are not taking on this challenge of reaching out to this demographic and let us learn from the successes and failures that continue to mold our future. For a trend that is described as “potentially tilting the outcome of the election,” the small percentages of overall advertising against this demo could still mostly be considered as ignored.  Our generation should be learning from this and continuing to demand that our profession better understand this culture and stress why it is so important to reach them.

Let us continue embracing the value in the diversity which makes us all who we are and who we will be.

This is our profession. This is Our Culture.

 

Joel A. Montilla – Ad 2 Orlando, Diversity Chair

2: http://blogs.orlandosentinel.com/news_politics/2012/10/spending-on-spanish-language-ads-doesnt-track-rise-in-hispanic-registration.html

Getting Social with Latinos

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My name is Joel A. Montilla, born to parents from the Dominican Republic and Puerto Rico.   I serve as your Diversity Chair. This is who I am – this is my culture.

September 15th through October 15th is Hispanic Heritage Month – a time in which we celebrate the history, culture, and contributions of Hispanics and Latinos.

We’ve mentioned previously that Hispanics and Latinos have fast become an important consumer and so is a key objective for many companies, but tapping into this demographic has become a challenge.   (See last year’s blog on the growth rate and increased buying power of the Hispanic Consumer)

And yet still, understanding their behavior to better serve them can prove to be a valuable tool to any company.  Here are a couple of resources that will allow you to gain a competitive advantage:

#latism – Latinos in Social Media

#latism is described as: “a pioneering social media organization, Latinos in Social Media (LATISM) has been hailed as the most influential online movement in the new multicultural Web.”

This is the keyword that provides an inside look into these demographics in the online world. In addition, it serves as a great educational resource for anyone wanting to learn about this trend.

You’ll be seeing more of this hashtag in advertising publications and around you more and more as companies start to hone in on this powerful consumer.

Last, but not least, there’s a publication that Ad Age provides regarding Hispanic marketing and media which includes data and information that is critical to the success of any given advertising campaign aimed at this demographic: Hispanic Fact Pack. This publication contains information that serves as a helpful guide to any and all ad agencies, CMO’s, industry execs, and marketers looking to better understand this consumer.

We’d recommend picking up a copy.

Here’s the link: http://adage.com/trend-reports/

We hope you find the information we provide in the coming months rich in information regarding the overwhelming presence in diversity in our everyday lives, and more importantly, in our profession.

– Joel A. Montilla, Ad 2 Diversity Chair

Diversity: Shake it Then Stir

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Yoma Edwin
This will be the first in a series of posts that I will be bringing to you on my prospective on diversity in advertising for young professionals in Orlando.  This is also my official introduction as the new Diversity Chair of Ad 2 Orlando. I am honored that the board has chosen me for this awesome position.

Diversity for many is like an exotic drink that most would like to try but when it all comes down to it, they feel more comfortable with just a regular beer because that keeps them in their comfort zone. Take me for instance, I am a 6’3 220+ black guy that loves Coldplay, Pink Floyd and Ingrid Michaelson and still thinks Tupac is alive and living in Guam.  

However, unless you allow yourself to know me without first assuming that we may not have anything alike because of my color, your color, my BMW or your Prius, then you will fail to realize that we are all connected. The only reason we even have a Diversity committee and not a “Just People” committee is because we allow assumptions, culture, race and friends to dictate our ability to connect without first learning. If you would first learn a person no matter what their differences, it would allow you to become people diverse which would then be reflected in your advertising messages and networking. I challenge you to shake up the status quo; become diverse and befriend someone that is outside your usual network.

Smile & Always Think Positive!
-Yoma