Why diverse teams are essential in marketing

Companies with inclusive cultures don’t just “look” better on paper. They outperform their peers, 1.7x higher innovation revenue, 87% better decision-making. But here’s what most leaders miss: - You can’t train inclusion into existence. - You have to design for it, in systems, structures, and leadership behaviors. In my DEI leadership programs, I often tell executives: “If inclusion isn’t showing up in your daily decisions, it’s not a value — it’s a press release.” When workplaces get this right, three things happen: - Diverse teams feel safe enough to challenge norms. - Innovation starts reflecting customer realities. - Retention rises, not because of perks, but because of belonging. Last week, at the Redline Book Festival for Black History Month, I joined Dr. Ebun Joseph, Peace Chukwurah, and Barrister Nwabuogo Enwerem to explore “Equity in the Workplace: Stories of Black Irish Women in Academia.” We spoke about: - Navigating systems not built for us. - The cost of representation. - And the power of writing as resistance and advocacy. It reminded me that inclusion isn’t a corporate initiative, it’s a cultural redesign. If your organization is ready to go beyond awareness into impact, I deliver keynotes and workshops on: - DEI as a business driver - Leadership excellence in the digital age - Strategic growth through inclusive innovation - and lots more Let’s build cultures that don’t just celebrate diverse voices, They listen, act, and grow because of them. Get in touch: https://lnkd.in/gPDbAuAh #Inclusion #Diversity #BlackHistoryMonth #WorkplaceCulture #Leadership #RedlineBookFestival

Black Women Need More Than Mentors—We Need Professional Third Places We talk about “third places” in community life—spaces outside of home and work where people connect and grow. But we rarely talk about professional third places: environments outside your employer where you build credibility, collaborate, and lead. As a Black woman, I have found these spaces essential to my growth and self-awareness. I consistently showed up in traditional workplaces, but how those spaces responded to me became a bellwether. Early in my career, an employer told me I “needed guidance and training.” At the exact same time, I was being invited to keynote and facilitate at a global NGO in the Boston area through my third-place connections. I thought: How can I be labeled “deficient” at work… yet trusted to teach global leaders? That was my first lesson in workplace bias toward Black women. (Side note: not long after, I ran for office in Cambridge—and won.) My Lessons: ✅ Build professional identity beyond your job. ✅ There are spaces waiting to embrace your leadership. ✅ Take feedback with a grain of salt, but stay open to growth—third places help you do both. Your professional third place might be where you stop surviving—and start flourishing. Don’t wait for validation. Go where you are seen.

Did you know there’s an incredible library of conversations exploring what inclusion looks like in Customer Success? Over the past few years, we've s proudly partnered with SuccessCOACHING to produce the Diversity in Customer Success series — a growing collection of panels and discussions that amplify underrepresented voices and spark change in our industry. Together, we’ve gone beyond representation to explore topics like: 🌍 Intersectionality and leadership 🤝 Sponsorship vs. mentorship 🧠 Neurodiversity and customer-facing roles 💬 Reframing diversity as impact, not just an initiative Each session shines a light on what it means to build teams and cultures where everyone belongs and the ripple effect that has on customer outcomes and company growth. We’re deeply grateful to every panelist, attendee, and ally who’s helped make this series a powerful resource for the entire CS community. Representation is where we start. Belonging is where we grow. 🖤 💛 Explore the full library here → https://lnkd.in/eKcyfZ5t

How can the business landscape become more diverse? One perspective notes that people often gravitate toward those they're comfortable with, leading to homogeneity in leadership positions. The key is to create opportunities for underrepresented groups to rise to the top. When a Black woman becomes CEO of a major company, it can create a ripple effect, leading to more diverse hiring practices and a more inclusive business environment. This approach aims to add a splash of color and create a more equitable business world. #mrpurchaseorder #blackbusiness #diversityandinclusion #leadership #equity #business #careers #socialimpact

Being more authentic cannot change company culture. Here are a few key insights from "Authentic: The Myth of Bringing Your Full Self to Work," by Jodi-Ann Burey. #authentic #teambuilding #career #leadership #diversity #work #business https://lnkd.in/gtMNaaRE

The worst leader I ever met thought she was the best. She'd spent the entire workshop displaying non-inclusive behaviours. She genuinely believed she was at the top of her inclusive leadership game. This is the inclusion delusion in action—and it affects most of us. Research shows a fascinating paradox: → The less we know about inclusion, the more we overestimate our abilities → The more we know, the more we underestimate ourselves It's the classic Dunning-Kruger effect. So how do we break free from this delusion? We get comfortable with being uncomfortable. We seek feedback from people who will tell us the truth. We create our own "Inclusion Advisory Board"—trusted colleagues who can show us what we can't see. Monica Bellucci said it perfectly: "There's an aspect of our personalities that only others can see, not ourselves." Our blind spots aren't character failures. They're human limitations we all share. The question is: are we willing to illuminate them? ♻️ More people need to see this, share it with your network! And follow Thais Compoint for more. 📌 Join 5,000+ subscribers for monthly insights on inclusion, psychological safety & leadership → https://lnkd.in/dPafDthh #InclusiveLeadership #SelfAwareness #DunningKrugerEffect

He was well-intentioned. Yet every “diversity” meeting left people quiet. I was consulting with a global firm a few years ago. The leader cared about inclusion or at least wanted to. However, when the conversation turned uncomfortable, he’d jump in to explain, to defend, to move on. He had the data. He’d read the books. He knew all the right statistics. What he didn’t know? How to listen. How to hold space. How to let others’ truth exist without centring his own. You might know an ally like that. Someone who means well but doesn’t realise allyship isn’t about being right. It’s about being present. Real allyship requires three kinds of intelligence: 💛 IQ: Information Quotient ↳ How well you learn, understand, and apply allyship knowledge. Helps you speak with clarity and context. Example: Understanding privilege, racism and microaggressions. 💚 EQ: Empathy Quotient ↳ How well you understand and empathise with others’ lived experiences. Helps you hold space without defensiveness. Example: Listening to Black colleagues and checking in after exclusionary moments. 💙 SQ: Solidarity Quotient ↳ How well you show up for others in alignment with inclusive values. Helps you take meaningful action and share power consistently. Example: Advocating for underrepresented voices when they’re not in the room. The best allies don’t just know inclusion, they practise it. They combine information with empathy and turn it into solidarity. 🖤 That’s where change begins. Want to gain knowledge bi-weekly on all things allyship, inclusion and belonging? Then join my newsletter here: https://shorturl.at/QpbpI 💬 What’s one action that made you feel truly supported by an ally at work? ***** ♻️ Repost to help more leaders grow from awareness to action. 👋 Follow @KikeAgoro for unapologetic takes on leadership, inclusion and work/life balance.

This week’s news cycle has been full of DEI discussions—but most are missing a crucial point. The question isn’t whether DEI “works.” The questions are: Are organizations willing to do the actual work required? Do they want everyone in their organization to contribute their genius and creativity, or do they want the same old ideas from people who are all alike? Quick takes on what I’m seeing: → Cutting DEI programs doesn’t eliminate the need for inclusion—it just pushes the issues underground → The pushback often comes when leaders are asked to change, not just when employees are asked to adapt → Real inclusion isn’t about initiatives. It’s about culture change. And that’s uncomfortable. Here’s my perspective: When organizations retreat from DEI during challenging times, they’re telling us who matters and who doesn’t. What are you seeing in your industry? How are you navigating these conversations? 👇 #DEI #CurrentEvents #TheInclusionist #InclusiveLeadership #WorkplaceCulture

The call for workplace authenticity is louder than ever, but studies reveal it can expose employees to significant risks, especially in environments with complex power dynamics. Leaders must evaluate when and how authenticity is encouraged to avoid unintended consequences. #WorkplaceCulture #Leadership #Authenticity