The National Association of Broadcasters (NAB) will host a Diversity Symposium at noon on Sunday, April 24, at the 2022 NAB Show in Las Vegas, NV. The symposium, designed to help broadcast organizations develop corporate diversity, equity and inclusion (DEI) strategies and embrace diversity in media and the workplace, is open to all NAB Show attendees. The 2022 symposium follows NAB’s first Diversity Symposium, which was held virtually in November.

[SCN Exclusive: Expect Big Changes at 2022 NAB Show]

“As a reflection of our culture and communities, it is more important than ever that the media create a workplace that fosters understanding and provides opportunities to people from all backgrounds,” said Michelle Duke, NAB’s chief diversity officer. “In this highly competitive job market, we are hyper focused this year on helping companies navigate the recruitment process and attract a diverse workforce. We are excited to engage, discuss and collaborate with NAB Show attendees on these timely issues.”

The symposium will kick off with a session titled “Removing Bias From the Hiring Process to Diversify Your Talent Pool,” moderated by Danyelle S.T. Wright, vice president of employment and labor law and chief diversity officer at The E.W. Scripps Company. Featuring Kevin Johnson, SFC United States Army (ret.) and director of veteran recruiting at Hearst Television, the session will provide insights from a panel of experts as they examine some of the common missteps that organizations make during the hiring cycle and offer tips to remove bias from the process and ensure DEI is top of mind.

[Viewpoint: Supporting Women, Diversity Councils Protect the Future of AV Industr]

Tegna chief diversity Officer Grady Tripp will moderate a panel, “Pipeline Partnerships: Building a Diverse Pipeline to Attract Top Talent to Entry Level Opportunities at Your Station," with George Spencer, chief development officer at the Thurgood Marshall College Fund, and Lynn Pasquerella, president of the American Association of Colleges and Universities. Attendees will hear from broadcasters and partner organizations that cultivate top-tier, diverse, entry-level talent who are ready to start their careers in every function from sales to engineering to finance.

Julia Yarbrough, communications consultant at Magid, will moderate “Start with Inclusion to Build the Brand and Attract the Best Talent.” Panelists Deborah Barrett, president of DH Barrett Solutions, The E.W. Scripps Company head of talent acquisition Karen Hite and Jessica McFadden, head of marketing at Stories Incorporated, will discuss how employers can assess and reframe their culture to create a fully inclusive environment that embraces the entire team.

The symposium will conclude with a panel discussion titled, “Representation Matters: Intersectionality On- and Off-Air.” Panelists Renee Summerour, Jenn Auh, Le’Andre Fox, Cassie Soto, and Carrie Roper of the Las Vegas Review-Journal’s 7@7 team will explore how having the most diverse anchor desk in the Las Vegas market has led to the success of the newspaper’s digital newscast and the importance of intersectional diversity on and off-camera.

Most companies need to make a conscious effort to make diversity a priority when hiring. But for Woodland Park, New Jersey-based FSR, diversity started when the company was established in 1981 with its three founders, Jan Sandri, Bill Fitzsimmons, and Charles Rodriguez.

“It was incredibly unusual back then for a woman to be in a management—much less ownership—position, but I always believed women brought something special to the workplace,” said Jan Sandri, FRS’s president. “We were multi-tasking long before the term became a common phrase, simply because we had to.”

Sandri began her business career working for a large conglomerate back in the days when it was frowned upon for women to travel for business, be promoted into management ranks, or go to work dressed in a pants suit. “I wasn’t going to let that stop me though and I managed to push the envelope. I traveled, was promoted into management, joined the all-male management club (with two other women), but I still preferred dresses! I didn’t stay in that management club long because it lacked the challenge I craved, but I’m happy to say that I helped break the ceiling for other women,” she said.

[ FSR Celebrates 40th Anniversary ]

Bill Fitzsimmons and Sandri began in the AV industry with Charles Rodriguez at AV Services serving the staging and rental segment of the industry. “Charles wanted to move toward installation and Bill recognized the opportunity and began developing products that every installation company needed in a growing industry. And so FSR was born, and the innovation began! In addition to our standard product line, we created custom products for IBM, M&M, Allen-Bradley, etc. We developed wonderful relationships with the few consultants that existed back then and provided them with the solutions they requested,” Sandri explained. Initially the product line consisted of small control modules, a multi-plex control system, video and audio switchers, and of course its flagship floor boxes.

Over the years FSR watched as the industry transformed. “InfoComm grew into the huge trade show and organization it is today, the NSCA tabletop trade show disappeared but the organization remains strong and healthy, supporting and being supported by integrators,” Sandri said, “And as new technologies emerge and transform workflows and workspaces, we enjoy being part of organizations like BICSI that directs its trade shows and education toward the IT industry.”

[ FSR’s Bill Fitzsimmons Dies ]

As the company grew and needs increased, staff was hired based on talent and ambition. “FSR embraced diversity and gender equality from the beginning with a multi-cultural team comprised of different nationalities, skin color, religions and genders,” Sandri said. Today women at FSR hold positions that range from production workers, to accounting heads, HR management, inside sales supervisors, purchasing managers, design engineering professionals, and of course Sandri as the president. “I’m especially proud of the longevity of our employees,” she added. “Many of our production workers, engineers, sales staff, etc. have been with FSR for over 25 years. That says something about our company culture as well as our management style.”

A Changing AV Industry

As the industry has changed over the last 40 years, FSR product lines have also dramatically changed. “Our one floor box solution has proliferated into dozens of choices, plus now we offer robust lines of wall, ceiling and table boxes which have been outrageously popular,” she added. “Most recently we added our Smart-Way Floor Raceway System that has taken off like a rocket.”

The rise of AV/IT has also brought new opportunities. For FSR, the challenge was identifying the players in the IT world. “We were already well known to the AV consultants and engineers, but at those same familiar facilities there were now a new set of contacts, those designing the IT infrastructure, that needed to be introduced to our company. While many of our products serve both industries, we are flexible enough to make the adjustments that the IT professionals require.  But it didn’t end there. We also had to get in front of a new set of architects, interior designers, and end users to familiarize them with our capabilities and showcase our solutions.”

Facing Pandemic Challenges Head-on

The past couple of years has been a challenge for the entire world, and the pandemic has affected so many. “However, throughout the entire pandemic FSR has kept working, manufacturing products, and loading them into inventory,” Sandri said. “Although sales slowed, we knew our products would still be in demand when things turned around, and they are!” During a time when nearly every industry throughout the world is experiencing supply chain issues, FSR might be among the few who are saying, “We have inventory!” Sandri explained, “One of the things I’m most proud of is that we manufacture in the USA. And because of that we are quick to respond, can handle requests for custom or customized products, and can give our customers the service they deserve.”

While trying to project into the future is always difficult, Sandri offered, “But I can say that FSR will continue to serve our wonderful industry and we will continue to manufacture in the United States of America!”

[ Loaded with New Products, FSR Returns to Infocomm ]

A Staff That Reflects FSR’s Philosophy

FSR’s hiring philosophy has not changed in its 40 years in business. Sandri explained, “We live by it today: hire the best person for the job. Period. The only qualifications we’ve ever considered were, and still are skill, knowledge and ability to achieve results. Today the FSR staff reflects the great country we live in, a melting pot of people from different walks of life; a diverse team comprised of different nationalities, skin color, religions and genders.”

FSR is a woman-owned business and as it happens, 18 percent of its Metal Fabrication Division is staffed by women, which is a departure from a traditionally male-dominated metal department. “Their positions are as diverse as they are,” Sandri said. “Some operate machinery, others assemble products, some are responsible for inventory control, and some are on our management team. In our main building women make up about 50 percent of the employee population. Some work the day shift, others the second shift. What they all have in common is an impeccable work ethic and commitment to quality. 

At FSR we strive to maintain a healthy work environment for all our employees where they can thrive without fear of bigotry, misogyny, or any sort of intimidation. We are especially proud of these women and appreciate the enormous contributions they bring to the company, the industry and ultimately our customers,” Sandri concluded.

The Metal Shop Women of FSR

We asked some women who worked at FSR if they’d be willing to share a bit about themselves and working at the company. English is a second language for some, and to keep the responses honest, we chose not to edit their comments. Additionally, their comments were not vetted by FSR management.

Anayeli Brito Azcatl

Job: Hardware

How long have you been at FSR? 2 years, 7 months

Describe your job function: I put together the piece by using screws.

What attracted you to this job? You work at your own pace

Share a bit about the FSR work environment and what makes it a good fit for you as a woman: I like working here because you have your own space to work at, especially now with the pandemic. In addition, I also like it because men respect us; they do not talk to us unless you talk to them.

Maribel Garay

Job: Set up person for the night shift

How long have you been at FSR? 6 years

Describe your job function: I do the set up start with the piece, take out the piece and do the quality control of it; after the quality control I take it to be inspected and after being inspected then the piece continues to be elaborated in production to completion and I have to be aware of the rest of the operators to try to keep the surroundings clean, check that all tools are okay and all tools are okay and there are no broken tools; because if there’s one broken tool that would create a malformation of the pieces. Well, there is a lot of quality control involved.

What attracted you to this job? When I first came here, I already had knowledge of what machine was and how it worked. I was also attending Community College and studying Design like master cam so, I have been trying to get involved into Design, it has not been possible yet at a 100 percent but soon it will come. But I really like the second shift, as a woman, my co-workers have respected me, of course there’s always competition amongst each other which I think is normal; but of course I think the environment is mostly masculine rather than feminine in this case; however, I consider that as woman we do more polished job, supervised, controlled and I think a cleaner one.

Share a bit about the FSR work environment and what makes it a good fit for you as a woman: I feel good working here, however, sometimes I do feel there is some kind of male chauvinism, which is normal, but what matters is what you give. I love getting into the machines, I love to set up and I truly love my job.

Dulfary Salgado Gomez

Job: Machine operator

How long have you been at FSR? Two years on February 10

Describe your job function:  Set up person. From the beginning of setting the piece to looking for the tools I need to work with, I put the piece together in the raw. I monitor throught the entire process, and when the piece is already finished I confront it against the blueprint and I verify that all the parameters and measurements are all correct, following that I take it to the supervisor to make sure everything is okay and signs for it. Then I continue my labor.

What attracted you to this job? Previously in Colombia I worked for a company were I learned how to work a machine like that or similar to it. I really like the process of how the raw material becomes into a piece, which is what I love the most.

Share a bit about the FSR work environment and what makes it a good fit for you as a woman: In the shift that I am in there is a lot of fellowship and support; it does not accentuate that difference, you know like that male and female difference or male pride if you will. As far as shifts go, yes, it shows a bit more how men show their competitiveness, like us women we don’t the same mental capacity, like intelligence, so, only in certain people not generalize it’s just in the same level of type of work that we do. However, out of that, there is a perfect type of fellowship and respect, you do not see that difference and the environment we move in other jobs.

Daybelis Jaquez Hernandez

Job: Production coordinator

How long have you been at FSR? 7 years

Describe your job function: Responsible for processing various orders and make sure there is follow up on all orders and maintain an inventory of the supplies needed for daily operation.

What attracted you to this job? A lot of things, but most important was that it was a big opportunity for me to learn and to do a variety of work in this company as well as flexible hours.

Share a bit about the FSR work environment and what makes it a good fit for you as a woman: Of course it does! FSR is a very healthy place of work, my co-workers and manager treat me with a lot of respect and we are given equal opportunities to women just like men and FSR helps gives us opportunity of leadership.

Niurquidelis Jimenez

Job: Assembler/packer

How long have you been at FSR? 3 years

Describe your job function: I assemble the covers, all the electrical pieces that are meant to be assembled I put them together. I know them all now! (laughing)

What attracted you to this job? Well, at the beginning I was looking for a job that would humanly understand me, because I have a sick child, therefore I constantly have to be asking for permission to be out, and Gustavo (supervisor) he is very human and understanding in that area and he helps me out so much. Not every job will understand my situation and sometimes I have to be gone for weeks, and Gustavo tells me “don’t worry about it, take your time.” If I have PTO time I get paid and if not, at least I get to be with my child and I don’t leave him alone, and when I get come back I still have my job.

Share a bit about the FSR work environment and what makes it a good fit for you as a woman: As a woman, yes, of course I love what I do!

Cristina Matthias

Lourdes Rymer

[ FSR Supports Foster Care Charity ]

At AVIXA, diversity, equity and inclusion are not hip buzzwords, appropriate for this moment in history, but real principles reflected in the organization’s, and thus InfoComm’s, marrow in a pledge for and commitment to an equitable future. As a member-driven association, AVIXA is using its talent and resources, as well as that of its industry volunteers, to be a voice of change, as reflected dramatically in the content it produces and actions it takes at InfoComm 2021.

From AVIXA’s industry pledge for an equitable future:

Together we have an opportunity to create a world in which we embrace individuals from all backgrounds. The diverse thought and experience of women, LGBTQ+, Black, Latino, Asian, Indigenous, and disabled persons as well as veterans expands our industry knowledge, workplace success, business performance and innovation, and represents a better future for our AV community. Recognizing that there is much work to be done and this commitment is merely the beginning, AVIXA is calling on the entire audiovisual industry to stand with it and champion further equity and full representation across every aspect of the business.

The AV Industry Pledge for an Equitable Future is a personal pledge that any individual can take to help drive inclusive behavior across their company and the industry. The pledge is a highlight of the AVIXA booth (5043) at InfoComm 2021, where attendees can sign it in person, or sign up online at https://www.avixa.org/about-us/a-culture-of-inclusion/get-involved-sign-the-pledge/#pledge and encourage those you work with to do the same.

This commitment will be evident at InfoComm 2021 in a number of ways:

Pass the Mic

For InfoComm 2021, AVIXA set out to make the InfoComm education program more inclusive by encouraging speakers to include and encourage colleagues to present sessions at InfoComm to amplify more diverse voices and points of view. In the first year of requesting speaker demographics and compiling the data, one of the biggest takeaways is the much higher percentage of female representation among the speakers than InfoComm normally sees for show attendance. On average, about 12 percent of attendance is female, and the stages this year are representing females at 28 percent across all sessions. While the team at AVIXA believes there is vast room for improvement in speaker demographics and equitable representation, 2021 can now provide a benchmark for improvement year over year.

[ Why Diversity Matters to AVIXA ]

Gender-Neutral Bathrooms

AVIXA has designated several bathrooms around the OCCC as all-gender restrooms that can be used by participants regardless of their gender. These are private, one-person restrooms.

Locations:

Level 2: #203: next to meeting room W204C, across from Hall A4 entrance; #215: located in Hall A3, front of hall across from booth 1300; #223: located in Hall B4, front of hall across from booth 4101; #227: located in Hall C, front of hall across from booth 5342; #263: next to meeting room W223AB, West D Lobby.

Level 3: #305: across from meeting room W305A; #309: across from meeting room W312A.

Level 4: #405: next to Valencia Room W415D.

[ Why Pronouns Are Important ] 

Wellness Rooms

The OCCC has wellness rooms, which are dedicated private locations that can be used for personal medical needs, prayer, and by new mothers for pumping. The rooms ensure privacy and offer a lock that notifies others whether the room is occupied.

Six wellness rooms are located within the West Building of the OCCC:

Level 1: Two rooms located across from restrooms before the ramp to level 2

Level 2: Located in Hall C and in E/F Lobby near Tangerine Ballroom Section #4

Level 3: In C Lobby beside meeting room W315

Level 4: Beside elevator by meeting room W414

AVIXA Diversity Council

The AVIXA Diversity Council is a group of AVIXA members interested in bringing together AV and integrated experience professionals from various backgrounds and cultures to facilitate a larger dialogue around initiatives of inclusion within the industry. All are welcome in this council, no matter their race, gender identity, sexual orientation, veteran status, religious affiliation, disability, national origin or any other community affiliation. The AVIXA Diversity Council chair is Frank Padikkala, Kairos solution architect, Panasonic. To join the Diversity Council, sign up at https://infocomm.wufoo.com/forms/zr466ih06r3d7p/.

AVIXA Diversity Council Session & Reception (sold out)

“DEI and Tech: A Case for People and Business Transformation—How diversity and technology intersect to evolve leadership, relationships and the bottom line in organizations.” The speaker for this session is Shelby Hill, Ph.D., founder/president, Next Leadership. A speaker, facilitator, DEI advocate and leadership expert, Hill works with businesses to identify talent and succession development. Hill has worked in leadership, diversity and inclusion with some of the world’s largest hospitality and healthcare brands, developing employee resource programs (ERGs), designing and facilitating leadership and diversity programs for hundreds of leaders and team members. He has more than 15 years of experience in facilitation, consulting and leadership development. A graduate of the University of South Florida, Hill is a 2021 Ph.D. candidate in management education and leadership.

Anti-Harassment Policy at InfoComm

AVIXA is committed to providing a professional environment free from physical, psychological and verbal harassment. AVIXA will not tolerate harassment of any kind, including but not limited to harassment based on ethnicity, religion, disability, physical appearance, gender or sexual orientation. This policy applies to all speakers, staff, volunteers, guests, members, contractors, exhibitors, government and attendees at AVIXA conferences, meetings and events. The full anti-harassment statement is part of the InfoComm Show Rules, which must be adhered to by all participants. The full statement is at https://www.infocommshow.org/event-info/show-rules.

This story originally appeared in the Wednesday, Oct. 27, edition of the InfoComm 2021 Show Daily. Read more from the InfoComm Day One Show Daily online.

For the latest show updates, visit our InfoComm 2021 hub.

Other Industry Diversity and Inclusion Initiatives

AVIXA’s Diversity, Equity, and Inclusion Initiative Takes Flight • Members of AVIXA's Diversity Task Force Rochelle Richardson, Narin Nara, and April Peay sat down virtually with AVNetwork to share in their own words why their initiatives will lead the pro AV industry down a brighter path.

AVIXA Announces AV Industry Pledge for an Equitable Future • AVIXA is championing an environment of giving, sharing, mutual respect, and equity through both learning and education, with a commitment to providing training resources and research that will support the industry’s progress toward an equitable future.

Why Diversity Matters to AVIXA • AVIXA CEO Dave Labuskes shares why diversity should matter to all members of the pro AV community and what AVIXA is doing to promote diversity within the industry.

The Professional Audio Manufacturers Alliance (PAMA) is working with its members and industry trade organizations to address outdated language and terminology issues increasingly identified as discouraging a spirit of inclusivity within the professional audio community.

“The goal of this project is to introduce and create normalcy around neutral language in the audio industry,” said PAMA Inclusion Committee member Dawn Birr of Sennheiser. “As we all strive for continuous improvement in our work, personal lives, and society, often it’s the small steps that get us to our goals. We hope that by taking these actions we can begin making meaningful change happen over time.”

PAMA circulated a survey throughout PAMA membership companies to gather feedback regarding problematic language (e.g., master/slave in clocking references and eliminating male/female in reference to connector topology) and soliciting input on alternate, neutral terminology. “The intent is for PAMA members to recommend adopting a framework within their organizations for the implementation of unified terminology across the industry, in the spirit of inclusivity and consistency,” explained PAMA Board chair-elect and Inclusion Committee member Karam Kaul of Harman. “It comes down to treating each other with respect. PAMA is working in collaboration with Audinate and a few other member organizations, using an Audinate framework as a starting point, with additional added elements such as addressing the replacement of gender identification of connectors with the neutral designations plug/socket.” The result is a list of suggested terms to replace current terminology.

[ Why Pronouns Are Important ]

The PAMA document “PAMA Recommendations for Neutral Nomenclature in Pro Audio” can be downloaded at tinyurl.com/PAMA-NN-Guide. This is a living document that will continue to evolve with ongoing input from the industry at large. “PAMA member companies have committed to seeing this initiative through in their individual documentation and communication, thoughtfully applying these guidelines,” said Kaul.

“Shoutout to PAMA for introducing neutral language for the audio industry,” said Karrie Keyes, executive director of the women-in-audio advocacy group SoundGirls.org, as well as monitor engineer for Pearl Jam/Eddie Vedder. “This is a tremendous undertaking and is important to continue working toward meaningful changes in our industry.”

Other Industry Diversity and Inclusion Initiatives

AVIXA’s Diversity, Equity, and Inclusion Initiative Takes Flight • Members of AVIXA's Diversity Task Force Rochelle Richardson, Narin Nara, and April Peay sat down virtually with AVNetwork to share in their own words why their initiatives will lead the pro AV industry down a brighter path.

AVIXA Announces AV Industry Pledge for an Equitable Future • AVIXA is championing an environment of giving, sharing, mutual respect, and equity through both learning and education, with a commitment to providing training resources and research that will support the industry’s progress toward an equitable future.

Why Diversity Matters to AVIXA • AVIXA CEO Dave Labuskes shares why diversity should matter to all members of the pro AV community and what AVIXA is doing to promote diversity within the industry.

AES Diversity and Inclusion Committee Acts with Intention • The AES Diversity and Inclusion Committee met to discuss goals and accomplishments as part of the organization's efforts to better represent all segments of the pro audio community.

To take a line from my dear friend Tim Albright, .my name is not Joe, it is not short for Josephine, and no, my dad was not eager for boy when I was born. My name is Joé (pronounced Joey) and my pronouns are she/her. I tell you this because when I think about engagement with my co-workers, business partners, or truly anyone I interact with on any given day, it’s always more respectful and leads to better outcomes when I refer to them by their preferred name. 

AVIXA recently asked members of our community Why am I an ally for pronouns? And the responses were nothing short of amazing. Take a moment to watch the video and take the extra moment to respect those around you. 

For those who fall outside of traditional gender norms, the feeling is much the same, and it all comes back to respect. Respect for ourselves, respect for those around us and respect for the choices that each and everyone us make for the person we put forward in business. According to Steven Huang, head of diversity and inclusion at Culture Amp, “For most, their singular and visible gender identity is a privilege. Not everybody has this privilege; those that are referred to with the wrong pronoun can feel disrespected, invalidated, and alienated.” 

[AVIXA’s Diversity, Equity, and Inclusion Initiative Takes Flight]

If you recognize your privilege, you recognize there are doors you have never had to open and doors you have never seen; you also have an understanding of those who have had to knock the loudest. So, asking, knowing, and using someone’s gender pronouns is a positive way to support and respect those around you or those you work with. And it takes nothing more than the time to ask the question and listen for an answer. 

Culture Amp suggests a few ways to ask someone what their gender pronoun is: 

As part of an introduction or icebreaker at work, you can say “Tell us your name, your role, and if you’re comfortable, your gender pronoun.” You might hear gender-neutral pronouns like “they, them, theirs” —or some people prefer that you simply use their name. In a one-on-one conversation, the best way to ask is with a straightforward: “What are your gender pronouns?” or “Can you remind me of which pronouns you like for yourself?” 

And for those of us with visible gender identities, we can be allies by normalizing the use of gender pronouns in our business signatures, social media profiles and group or 1-1 introductions. 

If you want to be part of the conversation for creating a culture of belonging, you can sign the AV Industry Pledge for an Equitable Future or connect with us at socialjustice@avixa.org. 

AVIXA's Leadership Search Committee (LSC) has appointed Frank Padikkala, CTS-D, Kairos solution architect at Panasonic, to serve as chairperson of the AVIXA Diversity Council.

Padikkala is an AV/IT engineer and tech enthusiast who places both innovation and inclusion at the heart of his design philosophy. As an AV and IT expert, he hopes to bridge the knowledge gap between the two industries which have already begun to overlap in a wide array of market segments. A firm advocate of both training and certification, Padikkala holds a master’s degree in cybersecurity in addition to more than 10 AV and IT certifications.

[AVIXA’s Diversity, Equity, and Inclusion Initiative Takes Flight]

“The growth of the AVIXA Diversity Council in the last three years under Charmaine Torruella’s leadership has been meteoric and we will continue to honor her legacy,” said Sarah Joyce, chief global officer of AVIXA. “Frank’s focus on outreach and the addition of both local and regional events will raise the sense of community and belonging that we champion at AVIXA.”

“The advancement of diversity within our AV community is so much more than training sessions and webinars,” said Padikkala. “My biggest goal is to bring the community together for personal learning journeys through the creation of safe spaces where we can each learn from one another, learn about ourselves, and learn about the value and power of our own diversity. Everyone’s diversity journey is different, and inclusion is achieved through the shared and mutual acceptance of your identity and brand. The hope, with the focus on outreach efforts both locally and internationally, is that it will help to broaden our perspective and bring positive change within the global AV community.” 

[Balancing Technology and Design]

The AVIXA Diversity Council’s mission is to encourage inclusion and promote human, cultural, and systemic diversity in all forms within the commercial audiovisual industry through the utilization of professional networking, educational opportunities, leadership development, and community awareness. To learn more about the council and how to join, visit www.avixa.org/diversitycouncil.

It’s unwise to specify technology simply for technology’s sake. Technology should be integrated seamlessly into spaces so it’s almost unnoticeable. Integrators should consult actual end users to understand how they move through spaces and use the tech within them. Talk to any technology designer and they will eventually express some version of these ambitions, but how do we actually go about achieving them? SCN sat down with several of the AV industry’s designers and technologists to learn how they approach the relationship between technology and building design.

Anne Guthrie is an associate working out of the San Francisco office at Arup, a multidisciplinary design and engineering firm headquartered in London. Guthrie explained that the firm’s process involves in-depth discussions with clients, stakeholders, and end users to determine use case for the space in question, and then explores how technology will play a role. “[The technology] is integrated into the space, and sometimes it’s almost invisible because it’s supposed to assist the main functions, not be the function,” Guthrie said.

In some cases this process reveals that technology isn’t required to achieve the desired outcome, noted Alexander Mayo, senior consultant at Arup in New York, NY. “The answer for one client may be a very big technology package, but we may gather information that lets us know that the final design may be a bit simpler [for another client]—perhaps it leans on an architectural piece to give an experience.” In prioritizing experience, he said, he and his colleagues are better positioned to deliver designs that are compatible with as many different users as possible.

[ Strengthening Ties Between Architects, Consultants, and Integrators ] 

Peter Coman, chief technology officer at People Technology Space (PTS), a global technology design firm headquartered in New York, NY, described the relationship between tech and building design as a three-legged stool: there are the people and the culture of the organization, there is the space itself, and then there is the technology. “All three need to be equal—they all need to work together,” he said. As a technology designer, he examines not only what a project’s outcome will be, but whether the end result will have a positive or negative effect on that organization’s culture. “We don’t just focus on the technology; we consider all those other elements. If you can you get everyone working together, you can achieve some really great outcomes.”

Hybrid Work

While many organizations are returning to on-premises work, the hybrid work model, unsurprisingly, remains prevalent. In the hybrid work scenario, the continued challenge is promoting and maintaining culture among a disparate workforce—something that was much easier when internal brand messaging could be contained within a company’s campus, noted Peter Charland, executive vice president of global sales and service at HB Communications, an AV design, integration, and managed services provider headquartered in North Haven, CT. “We’re actively working with clients on more flexible architecture for their corporate events, training, and town halls so that their employees—no matter where they are—can feel like part of the company culture and not have a drop in that connection that remote employees feel,” he said. “[We’re adapting] conference rooms and training centers to make them friendlier to remote participants so they feel more physically part of the experience.”

Coman noted that the pandemic has accelerated demand for certain technologies that clients once may have viewed as “nice to have,” such as touchless systems (voice activation, QR codes, or a one-button press to start a meeting). Analytical sensors are also near the top of the list. In open offices, sensors may be used for occupancy and density monitoring down to the seat level to ensure that only every second desk is occupied, for example, to respect distancing guidelines. Integrated with scheduling systems, the sensors inform office workers which desks are available, and alert cleaning staff about which workstations need to be sanitized—even in instances where someone may have occupied a work area without booking it through the system. “Rather than using theoretical data—which is to say room booking or seat booking—we’re using actual real-time data,” Coman explained. He added that density monitoring functionality expands out of the office and into common areas such as restrooms.

[ Audiovisual Tools and Strategies for the Evolving Corporate Campus ] 

A Healthy Environment

A building’s overall health is another area of focus for many clients, observed Gideon D’Arcangelo, associate principal at Arup in New York, NY. He said that an increasing number of owners are inquiring about the International WELL Building Institute’s WELL Building Standard, designed, as its name suggests, to promote health and wellness. He also noted a significant interest in, once again, sensor technology that tracks indoor environmental air quality, ventilation, and particulate matter, as well as lighting and noise levels. “We expect to see more transparency of that data,” he said. Armed with that information, building owners may choose to share it with visitors to give them confidence that the space they’re frequenting is indeed a healthy one.

Both Guthrie and D’Arcangelo stress that this trend extends to the measurement of how healthy buildings are for the environment around them. D’Arcangelo concedes that striking this balance can be challenging, since what may be good for a building’s occupants may be less so for a structure’s immediate surroundings. “It’s this incredible balancing act that’s required of modern buildings, and technology plays a huge role in that because it can help monitor and sense everything that’s happening within the building, and also promote a story to the people within the building about how they can better behave, or change their behavior to reach those goals,” he said. “It’s not like you build a building, you’re done, and you leave. Now it’s [about] what happens after people move in, and how technology keeps the conversation going.”

DEI and Design

“The idea of relying purely on a smartphone to get on your plane is a little bit frightening. What if it dies right before you get to the gate? What if you don’t get service in the secure corridor and you can’t figure out where you’re going? You do need some fixed technology in the space to help you navigate and not miss your flight,” Guthrie said. “People with sensory issues don’t want to be bombarded with advertising while they’re trying to figure out where they’re going, [for example]. There are a lot of aspects that are useful to think about in finding a solution.”

Public and commercial spaces welcome a diverse range of people, and Gideon D’Arcangelo, associate principal at Arup, argues that good designs take as many people as possible into account. Not only does this require designers to consider people with disabilities and special needs, but also factors such as age, gender, profession, marital status, culture, socioeconomics … and how accepting of technology certain user groups may or may not be.

D’Arcangelo cites smartphones as an example. For most of us, especially tech workers, it’s a given that we’ll have one in our pocket, and therefore we’ll have access to QR codes or meeting room functionality delivered via personal device. But not everyone has (or wants) a smartphone. “A lot of our process involves thinking about a really diverse range of potential users and really trying to get to know them, and then not designing in a single way throughout the space but in multiple ways through the space,” he said.

Still using the smartphone example, Anne Guthrie, associate at Arup, points out that even if someone owns a smartphone, the device in question may not be adequately charged at a crucial moment. It may be outdated or incompatible with certain systems, its owner may not know how to use all of its features … or even if they do, those features may not be accessible in spaces where network connectivity is unstable. Case in point: ever worry about having trouble connecting to the network at an airport?

Click here to read more stories from the June 2021 issue of SCN.

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I’ve said it before and I’ll say it again: Diversity matters. Equality matters.

We’ve all heard the saying, “If you can see me, you can be me,” but imagine the converse, working in an industry where people in power don’t look like you. (You may not even have to imagine.) Many AV professionals find themselves in that situation today, although there is the potential for great change on the horizon as we strive for diversity of thought, gender, race, abilities, and more.

Being an advocate of diversity isn’t just good for your soul—it’s good for your bottom line. According to a 2019 study by Gartner, “75 percent of organizations with frontline decision-making teams reflecting a diverse and inclusive culture will exceed their financial targets.” On top of that, “gender-diverse and inclusive teams outperformed gender-homogeneous, less inclusive teams by 50 percent, on average.”

In addition to fostering diverse teams today, aging industries—like the pro AV industry—should be building diverse generational leadership, which can help to create what some call “cognitive diversity.” Experience matters—there’s no substitution for years of on-the-job, hands-on experience—but lack of experience can also be an asset if harnessed properly. Younger generations are often fearless. They haven’t been around long enough to make our mistakes … so they’re not afraid to try their “crazy” new idea and fail. Or maybe their innovative thinking will work. Something everyone thought was insane could end up being the million-dollar idea that saves your company.

[Check out the young innovators featured in SCN: The Nine]

My hope for the future is that, one day, I won’t have to write editorial letters about why the industry needs to be more inclusive. I hope I’m able to write about how the industry turned the page and set an example for others. Remember, there’s room for everyone, and when we bring more people into the fold and pass the mic, everybody wins.

P.S. I’m proud to say the team at Systems Contractor News has signed the AV Industry Pledge for an Equitable Future. We encourage you to join us.

On March 19, 2021, AVIXA officially announced its commitment to building a culture of inclusion and the AV Industry Pledge for an Equitable Future. This important endeavor began almost a year ago by a group of AVIXA employees who raised their hands and said they wanted to make a difference. This Diversity Task Force in collaboration with AVIXA’s Diversity Council, founded in 2018, rolled up their sleeves and said how can we as people and an industry help create a world that embraces individuals from all backgrounds? 

Members of that task force, AVIXA’s Rochelle Richardson, senior vice president, Exhibition and Event Services; Narin Nara, digital media producer; and April Peay, project manager, sat down virtually with AVNetwork to share in their own words why this initiative will lead us down a brighter path.

AVN: What motivated you to join the call for change in the pro AV industry?

ROCHELLE RICHARDSON: It is imperative to amplify the importance of diversity, equity, and inclusion, and what better way to do that than to unite with others that share a similar passion to improve diversity in our workplace and industry? It is important to me to be a part of AVIXA’s Diversity Task Force to be a voice that represents all, provide solutions, and to have a heart of compassion to understand the needs of others and the courage to take action.   

NARIN NARA: When a call was made to bring together a group of volunteers to be a part of the task force, I knew I had get involved in order to do what I can to help promote diversity and equity in our industry when it comes to BIPOC, LGBTQIA+, those with disabilities, and our veterans. Last year, as we reached a heightened level of awareness of racial injustice, I was motivated to do my part to ensure that people understand what is going on in our society and that Black lives matter. Period. I’m determined to help build a culture of inclusion within our industry. The Diversity Task Force, in conjunction with the Diversity Council, is a good start for this journey.

AVN: Who works on the Diversity Task Force and how do you collaborate with others? 

RR: AVIXA’s Diversity Task Force consists of a diverse group of individuals collaborating and engaging together to discuss and bring awareness to systemic racism and the need to create a better world by committing to be the catalyst for change, establishing measurable goals, and being authentic to share the progress with AVIXA and our industry. The Task Force members volunteered many hours working together to formulate ideas that helped to create the initial framework for AVIXA’s culture of inclusion. This initiative includes the acceleration of diverse representation on global stages and presentations, self-guided resources, training, and an inclusive language guide.  

APRIL PEAY: The members of the AVIXA Diversity Task Force are not experts on diversity. We are not sociologists or psychologists, so our goal is not to dictate actions to our members in the AV industry. Instead, we want our efforts to guide and inspire more diversity, inclusivity, and equity within the AV industry.

NN: Collaborating with the task force really opened my eyes—there was a lot I learned about appropriate ways to approach nomenclature and language when it comes to what we do. I enjoyed learning more about my peers who I don’t normally work with, and it was an educational and rewarding experience that certainly builds more awareness for all involved. 

AVN: What are you most proud of when it comes to your diversity initiatives? 

RR: Diversity, equity, and inclusion initiatives must be a part of the overall strategy in order to be successful and it starts at the top. I am proud that AVIXA’s CEO David Labuskes is committed to this action, that we launched this initiative at a critical time for our industry, and that we created an opportunity for everyone in the AV industry to take the AV Pledge for an Equitable Future and be a part of the solution.  

NN: I helped in different areas, specifically the content side of things. I was able to feature some of the great interviews I’ve done in the past, such as my interviews with Chris Hope of The Loop Lab and Latoya Lewis of EnventU, which highlight the stories of these great leaders in our industry who inspire the future of the AV workforce. The part I’m particularly excited about is the pledge. I think it is a fantastic way to get the word out there about this initiative, but the part of it that is most important for us is that it encourages the person taking the pledge to continue to take action, to promote the cause, and to be a real difference maker for the industry when it comes to embracing change in AV.

AP:  I’m proud of how well we all work together as a group and the respect that we have for each other. I am particularly proud of the inclusive language guide. That’s the project that I am leading. I think it is the simplest, most tangible way for folks to start thinking clearly about equity and inclusivity within their organizations. Doing the research and making the connections necessary to get what I wanted for the guide has taken me on quite an enlightening journey. I’ve learned so much and look forward to continuing to evolve the guide as language, the AV industry, and society continue to evolve. 

AVN: How do you plan to impact change for the future?

NN: We want people to talk the talk, to walk the walk, and to be there for their peers. Unfortunately, we’re not in a world where we can make change happen overnight. We can, however, help to provide a platform. Whether it is people learning more about inclusivity through our resources or taking the pledge to stand up for their peers, we want to see people talk about diversity, equity, and inclusion with passion and great vigor. I want to see people champion for human rights and a better tomorrow!

AP: I hope to see more signatories of our DEI pledge, and for those signatories to share with the industry the actions they’re taking to improve diversity and inclusion within their organizations. Sharing is the most important part as that will help other organizations and ultimately the industry as a whole.

NN : As a member of the Asian-American community, we’ve seen recently the effects that racism and hate-driven narrative on people. It has caused pain, heartbreak, and in the case of the Atlanta spas, a loss of innocent family members. It’s been several months since we’ve started work with the Diversity Task Force, but one thing is clear as the months pass by—there will unfortunately always be injustice and evil in the form of hate. This is why educating people on diversity, equity, and inclusion is so important. We need to continue to educate people and show them that love, compassion, and understanding the diverse cultures of the world, will always win. Hate has no place in our society, but what most certainly has a place in everyone’s hearts is appreciation for our peers and celebrating what makes us all unique.

Editor's Note: For more information on AVIXA's diversity efforts, visit avixa.org/about-us/a-culture-of-inclusion. 

With a promise to help drive positive change in the pro AV industry, AVIXA is introducing the AV Industry Pledge for an Equitable Future, a pledge that any individual or company can sign in order to advance inclusive behavior across their company and the industry. 

AVIXA is calling on the entire audiovisual industry to champion further equity and full representation across every aspect of the AV world, because the diverse thought and experience of women, LGBTQ+, Black, Latino, Asian, Indigenous, and disabled persons as well as veterans expands industry knowledge, workplace success, business performance, and innovation, and represents a better future for the AV community.

“Together we have an opportunity to create a world in which we embrace individuals from all backgrounds,” said David Labuskes, CTS, CEO of AVIXA. “We recognize there is much work to be done and this commitment is merely the beginning. I am certain that we are laying a cornerstone that can be built upon and change at least a little part of the world for the better. And that is how big changes begin.”

The AV Pledge for an Equitable Future is a commitment to: 

• Foster Awareness: Positive change starts with understanding and acknowledging the existence of systemic racism, leaning in to tough conversations, and analyzing how we can contribute to creating a better world.
• Take Action: Pledge to set measurable goals, follow through on findings, and commit resources toward the goal. 
• Be Accountable: Share your progress with AVIXA and industry peers—the challenges and successes so everyone can learn. 

Individuals who sign the pledge are asked to consider joining AVIXA’s Diversity Council and participate in future council events, take part in diversity and inclusion surveys, as well as participate in future Diversity, Equity, and Inclusion (DEI) events exploring the industry pledge, toolkit resources, and how this effort has impacted the industry.

With a goal of sharing both resources and research, the AVIXA Diversity Council is also launching its DEI survey. This survey asks for important, though sensitive, demographics information, such as gender identity, race/ethnicity, and sexual orientation and delves into the availability of resources and programs provided by AV employers. The survey was developed by AVIXA’s independent Diversity Council, and when combined with the results of AVIXA’s annual member survey, it will help establish a benchmark for the AV industry to measure future progress. This survey is 100 percent secure and anonymous, according to AVIXA. To access the survey, visit https://avixa.org/av-diversity-survey. 

“Participation in this pledge will enable data-driven insights and scalable solutions, challenge our thinking, and enhance processes and practices that will ultimately reduce bias, diversify talent pools, and cultivate innovation,” said Charmaine Torruella, Diversity Council chair and GMS account manager for Verrex. 

For more information on AVIXA’s commitment to diversity and the AV Industry Pledge for an Equitable Future, visit www.avixa.org/about-us/a-culture-of-inclusion. 

Guitar Center has appointed Paul Gimenez as its director of diversity, inclusion, and belonging. This appointment comes as the result of a months-long search that began last year when the company’s executive team made a commitment to improve its diversity and inclusion efforts both internal and externally within the musical instrument industry.   

In his new role, Gimenez will partner with key stakeholders across the Guitar Center enterprise in order to design, develop, and lead the company’s Diversity and Inclusion initiative and related programs. He will also provide strategic advice and counsel to the organization’s senior leadership on diversity-related issues. Gimenez will contribute thought leadership, perspective and vision to create and implement programs that champion Guitar Center’s core Diversity and Inclusion mission: to cultivate an inclusive organization composed of individuals with diverse backgrounds at all levels, while simultaneously prioritizing diversity of thought and action.   

“I am happy to announce that through much care and deliberation, the position has been filled by Paul Gimenez," said Ron Japinga, president and CEO of Guitar Center. "Paul brings a wealth of knowledge and proven experience in developing and executing strategies that drive diversity, equity, and inclusion across an ever-evolving landscape." 

"While evaluating the course of action for the position, we discovered that it is just as important for Guitar Center to be a place of belonging for all as it is a workplace that strives to promote and practice diversity and inclusivity," he added. "As such, ‘belonging’ was added to the responsibilities of the position and will be another vital component of our diversity and inclusion mission. On behalf of the Management Committee, we are ready to work alongside Paul to launch diversity, inclusion and belonging initiatives that support a positive workspace and workplace for all.”  

AVIXA says it is dedicated to accelerating the representation of women, non-binary genders, disabled individuals, Black, Indigenous, and people of color across the industry and is putting a greater emphasis on its search for diverse speakers to take the stage at InfoComm 2021 on June 12-18 and events throughout the year.

“We're calling on the entire audiovisual industry to help us ensure we have full representation of voices for InfoComm 2021,” said Rochelle Richardson, CEM, senior vice president of expositions and events, AVIXA. “This is one step forward in championing a diverse and inclusive environment for speakers across all AVIXA stages and programs. Diversity will strengthen the value of our shows, our content, and the industry itself.”

For the first time, InfoComm’s Call for Presenters submission form will ask for speaker demographics. In addition to the InfoComm 2021 show, this year’s Call for Presenters entries will be reviewed and considered for a variety of additional speaking opportunities on various AVIXA platforms. Speaker selections will be based on the following criteria: concise objectives with actionable takeaways for attendees; a unique take on the latest trends in AV technology that will inform, inspire, and educate; and a diverse voice and point of view.

Also, to help grow the show’s group of speakers, InfoComm 2021 is introducing “pass the mic.” The concept is for industry insiders and past presenters to recommend lesser heard voices from every background across the globe to take the stage.

InfoComm 2021’s Call for Presenters is open now through Nov. 2, 2020. Visit infocommshow.org/call-for-presenters to submit a session. InfoComm 2021 is also accepting presentation submissions for manufacturers’ training. The deadline to apply is April 15, 2021.  

Recent studies have shown that diverse companies tend to be more innovative and profitable than their more homogenous counterparts. How can businesses work to establish a culture that not only attracts diversity, but enables its employees with different backgrounds to flourish? 

Loni Olazaba, director of inclusion and recruiting at LinkedIn, sat down with Jennifer Taylor, VP of industry affairs at the CTA, to address this question and more in a discussion titled “Moving from Inclusion to Belonging,” on the CTA Center Stage at CES 2020. “This is something that we all as humans look for in our lives,” Taylor said. “It’s especially true at work, because in order to do your best work, you want to feel like you belong in the environment.”

[Investing in Diversity]

For Olazaba, the difference between inclusion and belonging is a matter of embracing the things that make us unique as people, not just as professionals. “[Inclusion means] you bring something to the table, you have an idea, you have a skill set or a strength; you’re going to be acknowledged and you’re going to have a seat at the table,” she said. Belonging is much more personal: “What is your background, what is your life journey? What are your personality traits? Who you are as a human being? That is where belonging comes in.”

Olazaba said that one of the reasons LinkedIn has been so successful in establishing a diverse culture is because the initiative started from the top down with its CEO Jeff Weiner. She said that the company seeks all manners of diversity and cited the success of its Reach program, which recruits employees with non-traditional backgrounds such as those without a college education. 

Olazaba suggested that companies looking to build their diversity should begin by outlining their mission and vision. “Now is the time, because the movement is here,” she said. “We see it, we feel it, and with this generation it’s becoming so much more important.”

For more CES 2020 news and stories, visit twice.com/tag/ces-2020.

Listen Technologies has been recognized in the Women Tech Council’s 2018 Shatter List for actively employing measures to help break technology’s glass ceiling. Listen Technologies was among 44 companies recognized based on the development and successful implementation of measures that create inclusive cultures where women can contribute and succeed.

“Being included in the Shatter List requires a holistic and active commitment to creating inclusive cultures from the executive level all the way down to entry positions,” said Cydni Tetro, president of the Women Tech Council. “The best practices these companies are developing and implementing to actively champion women boost the teams and individuals in their organization while simultaneously helping shatter the glass ceiling for the entire technology industry.”

In making the list, Listen Technologies was evaluated and scored against hundreds of technology companies on executive engagement, company programming, community investment and women’s or diversity and inclusion groups. All data was gathered from 10 secondary data sets and required active demonstration of visible activities at all levels of the company showing commitment and progress in these four areas.

“Listen Technologies is proud to be included in Women Tech Council’s 2018 Shatter List and to continue to support women in the Audio-Visual industry,” said Russ Gentner, president and CEO, Listen Technologies.

“Listen Technologies is founded on the ideals of inclusivity and equality; our mission is to bring clear sound to all people and provide a better way to hear the world,” said Maile Keone, chief revenue officer, Listen Technologies. “These ideals permeate Listen Technologies’ culture and extend to our workforce where talented professional women and men are second to none in their knowledge of the industry, technical expertise and passion for customer service.”

Among these criteria, Listen Technologies was especially recognized for cultivating the best talent and promoting inclusivity throughout its product portfolio and within its workforce. Two of Listen Technologies’ four founders are women and women are represented throughout the organization from the executive level and sales team to marketing and product development.

For more information about the Shatter List, visit www.womentechcouncil.org.

Innovation is a constant—it’s something we inject into technology every day, to solve problems and improve the tools we use to live our lives. As AV solutionist, we are part of this innovation journey; we design, build, deliver, and service technology solutions where we live, work, learn, and are entertained. With so much innovative growth, why does the tech industry continue to struggle in terms of diversity in terms of both sex, age, and race? Why does the AV industry?

Let’s start with the basics. Why is racial diversity critical to our industry? First, future talent: Recruitment of new talent is more competitive than it’s ever been, and, by tapping into a more diverse background of talent, you will broaden your reach in expanding your workforce. Second, innovation: Becoming more diverse will drive innovation within organizations, as the ideas of many different backgrounds and experiences will be part of the solutions we create. Finally, and maybe the most critical to many organizations, is the financial impact: McKinsey and Company, a global consultancy firm, has completed extensive research and found that racial and ethnic diversity in the U.S. has a strong benefit to financial performance; the company’s research shows for every 10-percent increase in racial and ethnic diversity within senior management, earnings before interest and taxes rise 0.8 percent.

Racial diversity can be an uncomfortable conversation, and it isn’t being discussed enough. To start to reap these benefits and achieve better racial diversity in the AV industry, let’s consider these questions as we start the discussion of being a more diverse industry.

Are You Willing to Listen?

This is a tough one: listening is something we do so poorly on a regular basis. Most of us listen solely with the intent to respond, not with the intent to understand; in the process, we don’t accurately translate the information we heard because we have already triggered a conclusion and built the response in our head. When it comes to diversity in the industry, we should give a voice to those viewed as a minority to understand their perspective. One of the easiest ways to solve a problem is listening to those who have been, and continue to be affected by the problem. The fact is, at this point in time, that conversation isn’t happening. If we want to improve diversity in our industry, then those who have the influence and power to do so will have to be willing not only to listen, but to take action.

Is There a Cycle That Needs to be Broken?

The perception of trying to break through a glass ceiling is real for ethnic people in the AV industry. In my opinion, the live events and entertainment production segment of the industry appears to have largest quantity of people of color, with a majority of them residing in technical roles.

Trying to reach senior management or executive level positions in this market segment, and all other segments of the industry, has been a struggle for many; women of color have an even larger uphill battle. How do we break the cycle? Training, mentoring, trust, and career opportunities are the keys to success. Speaking with ethnic industry colleagues and friends, almost all have said that there was a point in their career where they were passed over or not given the opportunity for promotion because the job was given to what they perceived as a less qualified white male. Until we work together to break that cycle, progress in racial diversity won’t begin to happen.

Would You Consider Walking in Someone Else’s Shoes?

The summer before my senior year in high school, I remember taking a trip with my parents to Full Sail University for an open-house tour. It was one hell of a recruitment trip, and after leaving there, I knew for sure a career in AV is what I wanted.

What got me hooked wasn’t all the fancy gear they pulled out or the console that mixed Star Wars at Lucasfilm, it was the stories. There was a story behind the technology that connected with me and what I wanted to do, and I realized I didn't need a degree to do it. To recruit and retain the next generation workforce, especially those of ethnic backgrounds, it will help to broaden your search and start at an earlier age, lower the barrier to entry, and tell a story that relates to them. After all, it’s about them, not you.

Do You Want to Make a Change?

By 2020, Millennials and Gen Z are projected to constitute more than 50 percent of the U.S. workforce, and by 2025, greater than 75 percent. To change our future, we have to start working today. I know everyone will not want this change, and they believe the industry is fine the way it is, but I hope that this article will start a proactive conversation amongst the current generations to pave the way for a more racially diverse future in our industry.

Would an Industry Focus Group be a Good Thing?
Our industry has built communities for various underrepresented segments, such as young professionals and women. These focused networking groups have been able to highlight challenges and share success stories.Focusing on racial diversity and acknowledging our industry’s lack thereof is sorely needed. Creating a group to serve as a resource for ethnic minorities is long overdue. We need a place for minorities to network, learn, grow, and support one another. We can all work together to achieve long-term success and create a more diverse industry. Those of us with influence should come together, create this group, and actively support its mission.