It’s not too late to change...

When it comes to issues of diversity, equity and inclusion, my own personal coping mechanism was to ignore the problem.

‘Keep your head down.’

'Don’t be a troublemaker.’

‘Blend in, become one of them’

‘Hustle hard so that they see your talent and not your skin colour.’

‘Whatever you do, do not play the race card.’

Growing up, this was the common narrative and as a result I’ve developed a pretty thick skin against racial negativity. My list of “experiences” is endless, and over time I learnt to just let other people’s ignorance wash over me.

What I now know is that ignoring the problem for me, also meant ignoring the problem for everyone else. Maybe I was the one who was ignorant?

The penny dropped after hearing the experience of a friend of mine at work. With blonde hair, blue eyes and quintessential Scandi style, I assumed she would have had it easy. But it was exactly these attributes that meant my colleague has also experienced discrimination. While in South America, she explained that she often felt like “a walking circus animal that people would stare at and even touch without asking.”

It was a real eye-opening moment for me; despite being polar opposites and from different ends of the world, we share similar experiences. It woke me up to the fact that I’ve been walking around with blinkers on.?

This story was shared during the first meeting of Readly’s new DEI committee. I am proud and excited to take on the role of Chair of the committee, however I accepted the role on the proviso that this is not just a tick-box exercise, but a mechanism through which we can make a positive impact, educate, and change attitudes towards diversity, equity, and inclusion.

Where many businesses fall short of DEI expectations is just that – by applying a tick-box framework to DEI. Author of The Necessary Journey, Dr Ella Washington lays out five stages of a DEI process that are common across organisations and industries. They are:

• Awareness: leaders are thinking about DEI and what it means for the organisation.
• Compliance: businesses are compliant with the legal requirements of DEI.
• Tactical: some DEI opportunities and initiatives are seen within departments, and they may be connected to wider business objectives, but they are not yet integrated across the whole organisation.
• Integrated: at this stage, there is a unified effort across the entire organisation, both internally and externally. Companies at this stage can truly say they are making progress.
• ?Sustainable: at this stage, an organisation has viable DEI efforts that have longevity, and can overcome changes in leadership, economy or market trends.?

Many organisations get stuck at stage two; they’ve started to take action but haven’t progressed DEI past the legal and regulatory obligations.

With our committee in place, Readly is committed to the cause. We can now start to think about what stage we’re currently at and how we can progress our DEI maturity. Personally, I’m looking forward to being educated and informed, but it’s also a brilliant opportunity for Readly to align itself with the challenges and changes facing the wider media industry.?

DEI in the media and publishing sector has been a topic of concern over the past few years. Traditionally the industry has been dominated by white, male voices, and the content produced is often not reflective of modern society.? In recent years the industry has had to confront issues of racial bias, lack of diversity, gender inequality, and under-representation of marginalised people – however things are improving.

Many companies have recognised their shortcomings and are implementing DEI initiatives aimed at promoting inclusivity, equity and representation across all areas of the business. We’re seeing an increasing number of initiatives aimed at promoting diverse hiring practices, creating diverse author lists, publishing societally representative content, and creating safe places for employees to engage in conversations about DEI issues. One of the biggest advocates for change and holding the industry accountable is the PPA. Their inaugural Next Gen Board was announced in March this year, and is part of the PPA’s strategy to encourage more inclusivity of younger and more diverse voices across the special interest media sector. This is a really progressive step that is enabling and instigating change at grassroots levels.

There are other media and publishing brands that are ahead of the curve in addressing DEI issues.? Penguin Random House has set up a diversity and inclusion team with the aim of increasing the diversity of its authors and its workforce, while Vogue UK - under the stewardship of Edward Enniful - has received wide acclaim for championing diversity and inclusivity. A good example of this was the recent May issue which featured five disabled cover stars and 9 disabled people in total from fashion, sport and the arts. Titled Reframing Fashion, the edition was intended to represent some of the 16 million people living with invisible and visible disabilities in the UK and show how the fashion industry can be more inclusive.

Magazines should be a window to society so the fact that steps are being taken to tackle DEI issues is a progressive step, however, more needs to be done. By providing a platform for diverse voices, the media industry can be a catalyst for change. This would significantly help to foster greater understanding and empathy in society, while at the same time, cultivating a more inclusive audience who feel represented and included.

The industry is on a learning curve and I feel confident and inspired that it can keep progressing in an upward trajectory. I will no longer ignore the issues surrounding DEI and I intend to contribute to that upward trajectory in whatever way I can. As leaders in the industry, it’s up to us to make sure that we’re approaching DEI from a place of authenticity rather than something that is tied to tick boxes. I now recognise that our individual experiences can be our superpower and it's time to acknowledge, accept and appreciate that. By valuing and nurturing diversity in all its forms, we create an inclusive society that celebrates and uplifts every individual, while fostering a culture of equality, understanding, and progress.