2020 will forever be remembered as a year that historically shook the world in multiple ways. Following the racial justice uprisings after the killings of George Floyd, Ahmaud Arbery, and Breonna Taylor, we were reminded again just how far our country has to go.

In the midst of watching nearly every company respond in solidarity with Black and Brown people and pledging millions to social justice efforts - we challenged ourselves to explore our own commitment to concrete changes pertaining to the internal makeup of our agency and our contribution to the communities surrounding our office.

Moving beyond lip service and performative responses, we dove into the intentional long-term changes we can make as an agency and individuals. After weekly conversations for nearly six months surrounding D&I and completing an agency-wide mandatory unconscious bias training, we created a plan for success and pledged our commitment to D&I as individuals, team members, and DEVIANTs.

As an INDIVIDUAL, I am committed to learning about people, cultures, and experiences different from my own, keeping my biases in check, and moving beyond my comfort zone to make progress.

As a TEAM MEMBER, I support those with whom I work and am committed to advocating for their advancement, celebrating their uniqueness, and amplifying their voices.

As a DEVIANT, I am committed to sharing and applying my learnings for the greater good of SOCIALDEVIANT. I will speak up when behavior doesn’t align with an inclusive workplace, and will actively make a positive contribution to creating a diverse and inclusive environment where everyone - regardless of their race, ethnicity, gender, sexual orientation, age, and experience - belong.

How we acknowledge diversity

We acknowledge diversity as the “who” of our workforce, specifically the people who make up our teams. And we celebrate the demographics that make up each person including their gender, race and ethnicity, age, sexual orientation, veteran status.

A PLAN FOR SUCCESS

In addition to our pledge, we’ve also made a formal commitment to improving our culture, practices, and client-facing approaches to uphold diversity, equity, and inclusion. We invite you to read our plan for success below and join us in holding ourselves accountable for our growth and organizational development.

Our commitment to advancement in the areas of culture and retention:

• We will establish a Diversity Task Force that will be responsible for ensuring goals and objectives are met and maintained by November 30, 2020.

• We will participate in a minimum of two mandatory professional D&I leadership and educational training and workshops per year to further diversity education starting January 2021

• We will continue to evaluate the promotion and advancement of diverse staff in comparison to non-BIPOC to ensure fairness and equality of growth opportunities

• We will establish at least two affinity groups (starting with non-BIPOC and LGBTQIA) to create a community within community starting January 1, 2021

• We will review and ensure diversity-related benefits, celebrations, and policies are researched, considered, revised, and implemented by January 1, 2021.
  
  In the event that a policy or benefit cannot be implemented, we will communicate our rationale and/or plan for future implementation.

Our commitment to advancement in diversity hiring

• We are committed to reaching 50% diversity across the entire company.

• We commit to a 50% diverse slate of candidates for all open positions.

• We commit to “no job-hiring process will end unless a BIPOC candidate is interviewed.”

• We commit to a 100% increase in the number of people of color in leadership positions by January 1, 2023.

• We commit to ensuring at least 1-2 interns hired in 2021 are Black, Latinx, or Asian women representation.

• We commit to ensuring all internships are paid.

Our commitment to advancement in supplier diversity

• We’re committed to making a significant economic impact in our local Black business community.

• We commit to ensuring that Black-, women-, LGBTQIA-, and other minority-owned businesses have the opportunity to work with SOCIALDEVIANT

• We commit to spending at least $10,000 with U.S. minority-owned suppliers by the end of 2021, and increasing that number year over year in-line with SD's overall growth %. - with a priority on spending with Black-owned businesses, contractors, and suppliers.

• We commit to challenging our clients to hire and/or feature at least 30% BIPOC talent for production shoots and campaigns.

Our commitment to supporting D&I Causes

• We commit to donating 75% of all annual donations to causes related to ending racial injustice between now and 2025

• We commit to providing pro bono creative advertising services to at least one BIPOC-owned business, organization, and creative group every year to support their advancement and opportunities to increase their awareness in the communities they serve.

• We commit to providing a space for members of Chicago’s diverse communities to produce creative content and events using our office and studio, All Oars.

WE’RE IN IT FOR THE LONG-HAUL

SOCIALDEVIANT is committed to continually working to improve our D&I efforts and fostering an inclusive environment. We acknowledge that it’s our responsibility to engage in D&I work both internally and with our clients and partners.

To maintain that responsibility, we have formed a Diversity, Equity, and Inclusion Task Force who, in coordination with our executive leadership team, will identify and execute our action plans and uphold our commitment. We will continuously improve in pursuit of better outcomes for ourselves, agency, and this word. As such, we welcome outside feedback and support in reaching our diversity, equity, and inclusion goals and approach.