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An agency’s inclusion efforts are comprehensive in nature. Consistent and pervasive actions toward building greater empathy and understanding within a workforce occur within and beyond the four walls of an agency.
Halfway through my time at [.redacted][agency][.redacted] NY, there was a noticeable uptick in racially charged comments—which seemed to correlate with the decline of Black coworkers in the office.
Before this happened, [.redacted][agency][.redacted] was “diverse” in the sense that we had several coworkers from other white dominated countries. These employees were all put on a pedestal and automatically put in positions of power, which inspired a wave of Europhilia around the office. I don’t think there was ever an intention to contribute to the glorification of European / white supremacy, but that doesn’t mean the effects weren’t felt. All the good opportunities were funneled towards the star European teams, then we, the only non-white creative duo, were assigned whatever projects they deemed were below them. If we ever came up with an interesting initiative, it was taken away from us and given to one of the European teams to “oversee,” who then actively blocked us from attending our own meetings and shamelessly weaned us off our projects. This created a toxic power dynamic and made it clear they were untouchable. This imbalance of power materialized in ways beyond race when one European supervisor thought it was okay to feel me up on more than one occasion. There was no point in reporting him because 1) I had no proof and 2) the overall culture of the agency made it clear nothing would be done.
“Halfway through my time at [.redacted][agency][.redacted], there was a noticeable uptick in racially charged comments—which seemed to correlate with the decline of Black coworkers in the office. [.redacted][agency][.redacted] was “diverse” in the sense that we had several coworkers from other white dominated countries.”
The term ‘diversity’, particularly within an agency environment, can be used quite broadly. A diversity recruiting practice, for example, may be deemed ‘successful’ if the influx of new talent overwhelmingly represents a particular demographic majority (White, male) while also qualifying as ‘diverse’ under a different designation. While a broader, more inclusive definition of diversity is optimal, when it is used to ‘stack the deck’ of a specific demographic within the agency, the effect can be a loss of many unique and impactful contributions different cultures and identities can bring to the workplace, in favor of advancing the perspective of only one group.
A significant and noticeable imbalance of demographic representation, especially within positions of influence, could increase competition and feelings of tension between the majority and various BI underrepresented groups. As the power balance continues to tip in one direction, mutual distrust and animosity can build, leading to an increase in hostility or blatant forms of racism and discrimination from a dominant group that feels singled out or threatened. The resulting revolving door of Blacks and other BIPOCs is further strengthened, creating a continuous cycle of unequal representation and overall opportunity within in the agency.
“… If we ever came up with an interesting initiative, it was taken away from us and given to one of the European teams to “oversee,” who then actively blocked us from attending our own meetings and shamelessly weaned us off our projects.”
The lack of Black representation within racially homogenized agencies is profound, while Black representation at a senior level is nearly nonexistent. Having those with similar cultural backgrounds and shared lived experiences occupy key influential agency positions gives Blacks and other BIPOC’s a general sense of safety and security that they and their contributions are valued within the agency. Without the significant presence of Black leadership, there’s potential for a lack of advocacy and championing of their talents and abilities by the White majority. The result is less autonomy and fewer opportunities granted Blacks and BIPOCs to consistently contribute and prove themselves as valuable assets to the agency.
Excessive oversight, micro-management and exclusionary practices also work to disempower the Black and BIPOC agency worker. The compounding effect negatively impacts self-confidence and trust, while at the same time working to perpetuate the ‘White superiority’ narrative that exists both within the industry and beyond.
