Shonda Rhimes shared a video where Ellen Pompeo demands diversity during an interview.
Shonda Rhimes, creator, head writer and executive producer of "Grey's Anatomy," shared a video of the star of her show, Ellen Pompeo, talking about how white people need to be advocates for diversity. It's gone viral with more than 2 million views.
"As Caucasian people, it's our job, it's our task, it's our responsibility to make sure we speak up in every single room we walk into. It's our job because we created the problem," Pompeo says in the video, during a photo shoot for Porter magazine.
Pompeo called out the lack of diversity in the magazine crew, and in Hollywood, without mincing words.
"This day has been incredible, and there's a ton of women in the room," she said. "But, I don't see enough color. And I didn't see enough color when I walked in the room today."
Actress Gabrielle Union is seen in the video giving a look of approval.
Go, Ellen, GO. @EllenPompeo pic.twitter.com/Oj1YS3cq5G
— shonda rhimes (@shondarhimes) November 19, 2018
DiversityInc COO Carolynn Johnson said that both white women and women of color have a responsibility to each other to say there needs to be equality across the board.
"We need diversity of all walks represented," said Johnson, who in October launched DiversityInc's annual Women of Color and Their Allies event.
She said that people of color have a responsibility to talk about what's wrong and how it can be improved.
"We need to communicate," she said.
And for allies, "their responsibility is to recognize where there is no diversity and be bold enough to say something about it."
Johnson offered the example of Christopher J. Nassetta, CEO of Hilton (No. 10 on the DiversityInc Top 50 Companies list). She said he was in one of his executive board meetings and looked around and said there wasn't enough women in this room.
So he did something about it.
"He was present enough in the moment to look around and see what was missing … not what he was comfortable with," Johnson said.
For white women who choose to be allies, "It's also your responsibility to know these stories and share them," she said.
Allies should also ask questions like: Why aren't there people of color on the set, as interviewers and production staff, scholarship recipients or in executive boardrooms?
Allies should hold decision makers accountable for age, class, ethnicity, ability, and gender diversity. And Johnson said, allies need to be helpful in the solution piece.
"We have countless examples of people who are doing this work … who are present in their everyday interactions," Johnson said.
She called attention to the fact that sometimes leaders don't hear what they need to from the vantage point of the people who need support, but from the vantage point of others in similar positions.
Reader Question: Do you think those who don't have Ellen Pompeo's position in Hollywood would speak up the way she did?
The former first lady says women execs need to "really shake it up" when they get a seat at the table.
At the United State of Women Summit in Los Angeles on Saturday, former First Lady Michelle Obama talked with actor and activist Tracee Ellis Ross, star of "Black-ish," about gender equality.
Lisa Garcia Quiroz, Time Warner's First Chief Diversity Officer, Creator of People en Español, Dies at 56
Quiroz was an advocate of diversity and inclusion, education and the arts.
A Latina trailblazer, Lisa Garcia Quiroz, senior vice president and chief diversity officer at Time Warner Inc., and president of the Time Warner Foundation, died Friday at age 56 after a long battle with pancreatic cancer. An advocate of diversity and inclusion, education and the arts, Quiroz created a dynamic legacy.
This acquisition strengthens Sodexo's position in the North American market and brings the Group's Sports & Leisure business to scale in the region.
Sodexo (No. 6 on the DiversityInc Top 50 Companies list), world leader in Quality of Life services, and Olympus Partners announced Nov. 15 that Sodexo has signed an agreement to acquire Centerplate, Inc. a provider of food and beverage, merchandise and hospitality services at sports facilities, convention centers and entertainment facilities in the United States, the United Kingdom, Canada and Spain, for 675 million US dollars from Olympus Partners.
Accenture Managing Director Tauni Crefeld on challenges veterans face when transitioning.
Tauni Crefeld served as an Air Force Security Police captain for five years, responsible for up to 50 security police resources. Before joining the military, she graduated from the U.S. Air Force Academy with a B.S. in Engineering. After leaving the Air Force, Tauni joined Accenture as an analyst — at new joiner level — and 19 years later is a Managing Director in the company's Communications, Media and Technology Consulting practice, leading large complex delivery projects for clients.
Accenture Managing Director Mary Legere on why veterans are a great fit for professional careers.
Lt. Gen. (R) Mary Legere joined Accenture's Federal Services as a Managing Director to help the company bring the best cyber and intelligence capabilities to national defense intelligence and cyber clients. Prior to joining Accenture, Mary served for 34 years in the U.S. Army as an Intelligence Officer, with tours in Korea, Germany, the Balkans and Iraq.
In my expert opinion, Deloitte's phasing out of its business resource groups is a big mistake.
Bloomberg Businessweek posted the article "Deloitte Thinks Diversity Groups Are Passé" on July 19 about Deloitte's plans to do away with its "employee affinity groups." My first thought was, were they referring to the firm's business resource groups (BRG)? That was confirmed as I read on and the article mentioned that the firm will end its women BRG, known as the Women Initiatives (WIN). My second thought was that this is a huge mistake. I sought to understand the rationale so I read on and finished the article.
Lack of diversity was always at the core of Uber's problems.
Uber Technologies Inc. is in the midst of a workplace culture and branding crisis that if not remedied will make the company less desirable to diverse top talent — and will affect its bottom line.
DiversityInc CEO Luke Visconti explains how to read the 2017 DiversityInc Top 50 Survey Report Card.
This webinar details how to read the 2017 DiversityInc Top 50 Survey Report Card. Each participating company receives a report card assessing its performance in key areas: Talent Pipeline, Talent Development, Leadership Commitment, Supplier Diversity, and Best Practices.
"The culture is the problem. And the solution, graduates, is you," Reshma Saujani told Harvard graduates.
By 2020, there will be 1.4 million jobs available in computing related fields. Graduates in the United States are on track to fill 29 percent of those jobs. Women are on track to fill just 3 percent.
- Blacks, Latinos and Asians on Board of Directors: 48.2% more than the Top 10
- Women Among Those Promoted Into Management: 13.3% and 43.4% more than the Top 10 and Top 50, respectively
- Level 2 Mentoring Participation: 72.6% more than the Top 50
Wells Fargo moves up three spots this year. The company has a strong commitment to recruiting and retaining veterans and currently employs 8,500 self-identified veterans. In 2014 the bank made a commitment to hire 20,000 veterans by 2020.
- Blacks, Latinos and Asians in Senior Leadership: 14.5% and 41.9% more than the Top 10 and Top 50, respectively
- Blacks in Total Management: 66.4% and 75.4% more than the Top 10 and Top 50, respectively
- Women Among Those Promoted Into Management: 37% more than the Top 50
Sodexo's commitment to diversity and inclusion remains a key priority in support of its employees, clients, customers and communities.