Diversity in the workplace has become a hot topic. There are many reasons why this is the case, but the shocking number of problematic advertising campaigns has grabbed all of our attention. I began to ask myself whether major brands really cared about diversity.

I often found company websites stating how diverse businesses outperformed those that were not. Now, this is a fact I believe is very important for firms to acknowledge, however, it looks like a template firms seem to think they must have. Then I thought to myself, it's protocol; they have to sound like they care, I guess. In all honesty, I want some real life examples of how these brands have worked towards diversity and inclusion in the workplace.

Until a firm becomes passionate about tackling this issue, the same old quotas, opinions and over rehearsed lines will be all you will ever hear from your employer. I am not asking the whole organization to give a toss, I am asking businesses to hire those passionate about diversity. No heroes please. The underrepresented do not need saving, they just need the opportunity to showcase their talent. How I am questioning the motive of your employer is how employers must question those they employ to make their business more diverse.

The creative industry is certainly not alone, there are other industries that are not diverse and inclusive. However, it seems many businesses have been working on the initiative from the beginning of time. I am fully aware Rome was not built in one day, but it was eventually built. I think it’s time firms re-strategize their D&I initiatives, and work with those that communicate with individuals directly effected. I have come across a number of people that share the barriers faced when attempting to gain access to the industry. Whether it be lack of knowledge, connections or communication from creative businesses as to why they were not successful, the list is endless.

Numbers don’t lie, however, I think it’s time firms put aside the data, quotas and outdated "facts." They should begin to partner with those that have direct insight into the issues minorities face when trying to enter the industry. In addition to this, it’s time firms practice the art of safe place conversations, so they can also understand how the underrepresented within their business also feel. A lack of understanding on how firms can retain diverse talent will lead to the issue never being resolved. It’s time businesses quit using the same old traditional approach to resolve the disparity in diversity and inclusion.