Building inclusive teams
Hire and retain underrepresented talent
Hiring, progression, and a culture of belonging are all key ingredients to building - and keeping - an inclusive and equitable team. We know this is an area where we have lots of work to do, so it’s critical that we listen to the experts.
Industry Insight: Why inclusive teams deliver better ideas and stronger outcomes. Industry leaders share their thoughts on why inclusive teams deliver better ideas and stronger outcomes.
One of our partners, David Slocum, Academic Director of Rare with Google, has shared his insights with us. Rare aims to increase the representation and success of underrepresented talent in the creative industry.
“Homogenous teams produce homogenous outcomes. But diverse teams, built around different perspectives, experiences, and sets of skills, enable creativity and innovation. And that leads to better products and more meaningful marketing campaigns.”
Here are some concrete strategies from Prof. Slocum’s article, The power of difference: How to hire and retain diverse teams in brands and agencies:
As we all navigate the impact of COVID-19, it’s vital to continue building a culture of belonging in our workplaces. At Google, with many employees working remotely, we’re focused on helping our employees connect and find new ways to prioritize inclusion. Learn more from Melonie Parker, Google’s Chief Diversity Officer: How to foster inclusion while working from home.
Select inclusive partners
While some of our creative work is built in-house, much of it is done in partnership with creative agencies around the world. Agencies are an extension of our team. In order for us to develop work that’s inclusive, both Google and our agency partners need to foster a sense of belonging within each project team — and across our organizations as a whole.
To expand your team’s perspectives, consider partners whose ownership, management, and creative leads are made up of underrepresented talent.
Foster an inclusive team culture
Challenging bias is the core work of inclusive marketing. As such, it can (and should) lead to uncomfortable conversations and raise difficult questions. Without open discussions, we can’t make progress. At Google, we always strive to do better in this area, because when we do, we see significant improvements to our work.