Equity in Practice with Jezz Chung & Jennifer Ekeleme: Column #2
JEZZ CHUNG & JENNIFER EKELEME / DE&I PRACTITIONERS
Equity in Practice is a monthly advice column from two women of color in the creative industries who have become thought leaders in the space of diversity, equity, and inclusion through their heart-centered commitment to education and advocacy. Each month, Jezz Chung and Jenn Ekeleme will answer questions submitted from the Working Not Working community to provide insight and guidance around building an equitable future.
To submit questions and topics for consideration in the next column, email magazine@workingnotworking.com with subject line “Equity in Practice” and tune into the monthly webinar series of the same name to hear live conversations from Jenn and Jezz. Below is an IGTV recording of our latest Equity in Practice event in mid-December, hosted by Jezz Chung with guest Bianca Wilson of Say Space.
Is it possible to decolonize and reclaim our imagination in a capitalist structure / work culture rooted in white supremacy? Is it hypocritical of me to advocate for Black liberation and believe in dismantling white supremacy while working in an inherently racist and patriarchal system?
Jezz Chung: Whew! There are so many fruits that can be born from this seed of a sentiment. Equity in Practice was created from a desire to dive into deeper dialogue around creating change throughout our workplace cultures. These questions reflect the possibility within us to take insight beyond performative action.
As we’re transitioning into a new year (and if you’re in tune with astrology, moving into the age of Aquarius with the Great Conjunction on December 21), it’s a good time to look back while we also look forward. These are questions so many of us are asking this year, in volumes and magnitudes we haven’t seen before. We saw the masses getting curious about understanding the systemic nature of systemic racism. Books about race and identity jumped to the top of bestseller lists. The organizers of the Black Lives Matter movement along with grassroots activists across the nation reminded us that this conversation isn’t new, it’s just now become unavoidable to people who have had the privilege of avoiding it.
Angela Davis said: “You have to act as if it were possible to radically transform the world. And you have to do it all the time.”
So first, I’d like to think that it’s possible. Whatever world we want to dream up, whatever ways we want to reimagine and reenvision, I think it’s essential that we believe it’s possible before we even try.
At the same time, the workplace is a result of our societal, economic, and political fibers. Meaning white supremacy and heteropatriarchy show up in pretty much every single workplace policy, practice, and interaction. Agency and company founders have created different clothes with the same fabric and maybe acknowledging that can help us take a big inhale-exhale so we can attack the problem instead of the purveyors.
This is where we can practice the “both-and” thinking, holding multiple truths together and leaving room for curiosity and discovery. We don’t have to figure it all out right this moment. We don’t have to think in binary this-or-that, now-or-never.
Audre Lorde’s essay The Master’s Tools Will Never Dismantle the Master’s House is a powerful read that speaks to the necessary scale of change. There’s no easy solution, no one-size-fits-all approach. And that’s where creativity and imagination come into play.
Some questions that can guide this work of reimagining from within a structure:
1. How can we truly celebrate, amplify, and honor our differences?
In the essay linked above, Audre Lorde writes about why intersectionality is essential when holding discussions about dismantling the patriarchy.
“Advocating the mere tolerance of difference between women is the grossest reformism. It is a total denial of the creative function of difference in our lives. Difference must be not merely tolerated, but seen as a fund of necessary polarities between which our creativity can spark like a dialectic. Only then does the necessity for interdependency become unthreatening. Only within that interdependency of different strengths, acknowledged and equal, can the power to seek new ways of being in the world generate, as well as the courage and sustenance to act where there are no charters.”
She also writes: “In our world, divide and conquer must become define and empower.”
If you’re reading this, I assume you’re committed to building equity within your workplace. I assume you consider yourself as part of the growing group of change agents moving with intention and conviction throughout the creative industries to expand it, to include and uplift people who have been historically overlooked and underserved. What would it look like to define and empower people and ideas that challenge tradition?
Is it possible to integrate more teachings from Black, Brown, femme, queer thinkers into the workplace? Is it possible to celebrate differences yearlong instead of siloing to cultural celebration months?
In what ways can we expand access to decision-making positions and responsibilities that shape the future trajectory of an agency? For anyone reading this who has decision-making power at an organization, how can you step aside and “pass the mic” (if you’re of a dominant identity) or how can you step up and “take the mic” (if you’re of a non-dominant identity) to make room for new conversations? So often, people of dominant identities aren’t even able to spot the workplace and social problems that non-dominant identities face.
“Reducing harm and investing in care has been an essential message of social justice movements this year. What does that look like in the workplace? Maybe it’s in the ways we make requests, enforce or push back against deadlines, advocate for someone when they’re not in the room...Maybe it’s in the pause, leaving room to dig and inquire about what’s missing.”
2. How can we practice care and compassion in our daily microactions?
Shifting the workplace to move away from white supremacist heteropatriarchal values is lifelong work. Discouragement will weigh us down without a vision in sight, without community to walk hand in hand with, without celebrating tiny wins.
Grace Lee Boggs said “Another world is necessary. Another world is possible. Another world is happening.” She also said “The only way to survive is by taking care of each other.” How can we hold these two sentiments together? Reducing harm and investing in care has been an essential message of social justice movements this year. What does that look like in the workplace? Maybe it’s in the ways we make requests, enforce or push back against deadlines, advocate for someone when they’re not in the room. Maybe it’s in who we make eye contact with in a meeting (or in the Zoom world, whose presence we acknowledge and vocalize support for). Maybe it’s in the pause, leaving room to dig and inquire about what’s missing.
As we move away from these practices that uphold white supremacy and heteropatriarchy, it’s helpful to see what we’re moving towards. Here’s a one-sheeter of perspective shifts that can help with this, and ultimately help build more expansive ways of working with each other.
There’s room for more. There’s room for both. There’s room for something better.
In growth and gratitude,
Jezz
We saw a lot of promises made this year by executives and leadership teams but saw the momentum die down with the news cycle. How can we maintain accountability within our agencies in a way that’s generative and doesn’t trigger defensiveness?
Jezz Chung: Oooooooweeeee did we see a lot of this across the board, from big established companies to small emerging brands. What I think we witnessed were quick fixes to big flames. Like watching people splash a bucket of water onto a big burning house then walk away wiping their foreheads in relief. While posing for a photo opp to make sure everyone saw.
I’m thinking about the process of creativity here, as I so often do when thinking about the art of creating change. What we’re essentially talking about is the practice of accountability— how do you make a promise and follow through? How do you match intention with impact? How do you keep pushing when you’re tired of being the one to constantly yell “fire!” (Btw, you have every reason to yell fire, the whole workplace and world is in proverbial flames).
Consider this, if it’s helpful. There are stages to a creative idea. There’s the conception phase, full of excitement. And I think most of us have unrealistic expectations of the phases that follow. It’s a psychological trap. There’s action and adventure and enthusiasm and momentum but there’s also periods of stagnancy, discouragement, and fatigue. What gets us through is vision and resilience.
Maybe we can consider sticking with the process, especially the ugly bits. Maybe then, we can more manageably solve the problem we began to address. We can create something that makes the world a little prettier, a little lighter, a little more connected. Isn’t that what we aim to do with our work in advertising and media?
Shame isn’t a sustainable source of motivation. But it’s a quick and easy tool we’re conditioned to reach for. And shame can often be an opening for empathy, for many executives at agencies who have never had to face the impact of their whiteness or their gender expression or their socioeconomic status or their lack of disabilities.
Some learnings this year that are available to guide us as we move forward:
1. It’s critical to have a vision pulling us forward.
Following the December 14 Equity in Practice Instagram Live conversation with guest contributor Bianca Wilson of Say Space, what can we focus on to pull us forward? How can we move towards a vision instead of running away from a nightmare? Vision— born from imagination— is a more sustainable source for equitable change than fear. Anger can be a source of fuel until a desire for a better world takes over and steps into the driver’s seat, but it can’t take up the whole tank.
2. It’s critical to invest in this vision, consistently and courageously.
The biggest investments come in time and attention. And yep, money too. This has to be a priority. Maybe there’s a monthly status meeting. Putting things on the calendar makes room for more accountability— we know it’s coming, we plan for it, we plan around it, we show up for it. Or at the very least, we’re more likely to.
What do budgets supporting DE&I initiatives look like at a company? Whatever it is, it should be amplified by 10x or more in 2021. Otherwise, we’ll keep seeing the same patterns of people of color leaving the industry and campaign “missteps” that expose an agency’s lack of cultural competency.
How can an organization rewrite their mission statement and values to incorporate a commitment to equity? How can these values be enforced with clients, within the leadership teams, within the company culture?
3. It’s imperative that we value people doing this work.
This means having the internal conversations to make the budget, that means paying people their rate, that means compensating people for doing equity-related work internally and not just passing out pats on their back. That means not labeling it as extracurricular and seeing equity as an essential part of business strategy and structure.
This means checking in often with the people leading these initiatives. See if they have what they need to sustain themselves. Remember this is a different kind of labor than laying out strategies or producing ideas, one that’s just as essential to a business that can sustain into the future. A huge pattern we’ve seen over the years is in DE&I leads leaving organizations because they are undervalued and underresourced. What are some ways you can uplift and advocate for the people who are leading this work in your organization?
“We are constantly changing and our structures should change with us...What if there was room for fluidity and flexibility in the grounding guidelines? Maybe there’s a sweet spot for your organization, between that fluidity and accountability. Maybe part of the process is in committing to find it together.”
4. Set grounding guidelines.
Organize a list of guidelines so the people committed to building equity aren’t discouraged without immediate results, so everyone involved can be clear about the expectations and not be surprised at moments of fatigue or stagnancy.
How can the promises made be readjusted? How can we remove shame from this practice? Remember that one of the characteristics of white supremacist culture is worship of the written word. We are constantly in flux.
I’m thinking of Octavia Butler’s words in her novel Parable of the Sower:
“All that you touch,
You Change.
All that you Change,
Changes you.
The only lasting truth
Is Change.”
We’re conditioned to be afraid of change, and hold onto tradition, rules, and policies as if they were written to be enforced for all of eternity. As if they’re written for all of our best interests in mind, no matter our needs or experiences. We are constantly changing and our structures should change with us. The way we engage with each other, the values that guide us, the way we enforce those values, the ways we hold our leaders accountable. What if there was room for fluidity and flexibility in the grounding guidelines? Maybe there’s a sweet spot for your organization, between that fluidity and accountability. Maybe part of the process is in committing to find it together.
How can we embrace the both-and principle of duality?
Resource: “The Revolution is in Our Evolution” Allyship & Action closing keynote by Jezz Chung from August 2020 speaks to the importance of thinking beyond the binaries and invest in our personal evolution.
In growth and gratitude,
Jezz
What are the steps to implementing rest/wellness into a company’s structure and process?
Jenn Ekeleme: In reflection of what this past year has taught many of us (outside of learning how to hop onto a Zoom call in 5 mins flat), it’s that self-care is critical to maintaining our sanity during challenging times.
While we all know that taking care of our mental and physical health should be a high priority, in our creative industry that is often described as “fast-paced,” we too often fall prey to deadlines and commitments that make it hard to balance life and work even though we never leave the house to do either.
But in my experience of creating retreats and developing my own self-care routine, there are a few key elements you need to implement wellness into a company’s structure and process.
Naming the need for rest. The simple acknowledgment of the need for rest sets the stage for real adoption and change. You cannot change that which you do not name.
Assess and Define. Based on your company culture, industry, and line of work, you’ll need to define what type of rest will feel restorative for your employees and culture. This is probably the most important part of implementing
Establish objectives and a budget. What are the ultimate outcomes for implementing wellness into the company structure? How do you want your employees to feel and how do you think the shift in the process will impact your bottom line?
Design the components. Think about all of the ways that rest can be incorporated into creatives’ processes, new business development, sales processes, or how people come together to discuss company details. What rituals will you create that become a part of the culture? How will you communicate its importance?
Set the example. The best indicator for the success of a wellness program is seeing the leadership promote and engage in the activities designed for the employees. When the employees feel psychologically safe to relish in the wellness practices, they will be more likely to adopt and advocate for the program.
Commit to the rest. Consistency in making space for rest and wellness within a company means that all of the internal activities will then begin to organize around those key elements of running an agency or company. If you know that your people need to be forced to stop working, create an on-ramp activity like a 15-minute mediation with an outside trained professional and make it a part of the regular company schedule. Once your employees see the commitment to keeping the appointment, they will over time begin to schedule this wellness break as a part of their day without the guilt.
“Consistency in making space for rest and wellness within a company means that all of the internal activities will then begin to organize around those key elements of running an agency or company...Once your employees see the commitment to keeping the appointment, they will over time begin to schedule this wellness break as a part of their day without the guilt.”
How do we allow space for new ideas to emerge and invite the imagination to thrive while also facing strict deadlines?
Jenn Ekeleme: The answer to this question is actually a bit more simple than you may think. When you’re working against deadlines, the best thing to do is give yourself time to “free think.” That process may look like taking a 20-minute walk to change your environment or even setting structured time for meditation as milestones in the roadmap to the deadlines. When you are forced with unmovable time constraints that is your cue to get creative with how to use the time. You don’t need to spend the entire time creating; part of the creative process means setting the stage for revelation. And that requires you to give your mind and body space and time to do its magic. So my best advice for anyone who has to work against strict deadlines is to work out the timeline as soon as you kick-off your project; then incorporate opportunities to move your body so that you can easily create the energy of invitation of your creative spark.
“When you are forced with unmovable time constraints that is your cue to get creative with how to use the time. You don’t need to spend the entire time creating; part of the creative process means setting the stage for revelation.”
How do you use your voice as a freelancer vs as a full-timer?
Jenn Ekeleme: I love this question because I’ve been on both sides many times in the last eight years; whether it is working at small or big agencies or consulting for a start-up or CEO of a DTC brand, the decision to use my voice (about matters of racial or social justice) required me to not only tap into my emotional intelligence but also understand how my voice would change or shift the perspective of the environment for the better.
As a freelancer, my approach for any project was to come in and be as helpful as possible to everyone involved with the assignment I was working on. In all honesty, hectic deadlines and limited interaction didn’t always give me the opportunity to use my voice constructively, but in cases where your engagement or interaction is limited, the best way to use your voice is to build relationships with two types of people: those who drive the culture and those who make important decisions (about process and execution of the work.) The goal is to understand how you fit into the larger picture of the company and current circumstances. This will help you think strategically about how to use your time and what seeds you want to plant with those people that you are focused on building relationships with; sometimes using your voice is less about actually being the bullhorn but more about clearing the path and planting the seed for new ideas to bloom in places that need it the most.
As a full-time employee, the approach to using your voice can be met with more strategy and breadth. The questions you should ask yourself are:
— What perspectives or ideas need to evolve and why?
— How will using your voice improve the culture or improve the lives of the people you work with?
— What skills do I possess that can elevate or bring more attention to an important issue?
— Will using your voice on important issues make everyone smarter (and not just increase your profile?)
Answering these questions is a great start to crafting your own thought leadership strategy within your company; regardless of the medium, you work in. So whether you are a designer, creative strategist, or even the trusted account director at your company or agency, you need to start with the basics and get familiar with the issues you care about. Give yourself the opportunity to map out what communicating your idea can look like internally, then create a plan for what it can look like externally. Once you map out these basics, all you have to think about is how consistently you want to share your ideas with the world. When you map out your plan with intention and mindfulness and use the aforementioned tools and process, you will begin to realize the reward is not just in the preparation and sharing but also in how the ideas move other people into action and change.
Wherever you are in your process, keep reading, keep reflecting, and keep sharing your thoughts with gratitude and compassion. We need every voice to shift the winds of change in our favor.
With deep gratitude and appreciation,
Jennifer Ekeleme
Equity in Practice is a monthly advice column from Jezz Chung (she/her) and Jenn Ekeleme (she/her), two diversity, equity, inclusion thought leaders committed to building equitable futures through wellness and creative strategies.
To submit questions related to transforming workplace culture, maintaining accountability, and learning how to advocate for self and others, submit questions to magazine@workingnotworking.com with subject line “Equity in Practice.” Tune into the Equity in Practice monthly webinar series by staying tuned on Instagram @wnotw.
Header Illustration by Sabrena Khadija