We held in person and Zoom panels (once the pandemic hit) that focused on why diversity, equity, and inclusion were important and tangible steps we could take in the industry. Panels included Fierce Females and How Hollywood Can Help Communities of Color Amid the Pandemic.

Every company has employees engaged on various levels of DE&I. This meant that one of our goals was simple: engagement. One of our pillars was creating events that would bring people together. We held events like cultural potlucks (bring food from your culture & explain its importance) and International Women’s Day Trivia that taught people about the wage gap.

Money runs the world. So, we looked into where our company was spending money. For all Diversity & Inclusion events, we ensured that we only bought from local minority owned businesses. Our committee also audited the company’s purchases and reported where our money was being spent - this led to a conversation with our global execs to find more ways to prioritize marginalized business owners.

Another approach to engagement is inundating people with information. To do this we utilized screens throughout the office. For example, on MLK’s birthday, we played “I Have a Dream” on repeat. We also created monthly newsletters that included up and coming artists, events to check out, and information for important days of the month.

Desk drops are a guaranteed way to engage employees since there is something on every single person’s desk. For example, for Lunar New Year (one of the most important holidays in many Asian cultures), D&I with an almond cookie desk drop, a symbol of wealth and good fortune.

The committee teamed up with HR to require a mandatory Unconscious Bias Training. Once the pandemic hit, we pivoted to an online version with an in person moderator and an interactive course.

It was the first time at ESNA a training like this was required.