Diversity, Equity, and Inclusion Aren’t Optional. They’re Essential.
In today’s ever-changing professional landscape, equity and inclusion remain pivotal to an organization’s success. While some organizations may be pulling back on DEI, here at Vested, we remain as committed as ever. We remain as committed as ever to our mission to help shape a better financial services system, one that’s more accessible, transparent, and sustainable. Workplace equity ensures that all employees are treated fairly by identifying and removing systemic barriers, allowing everyone to access the opportunities and resources necessary for success. Inclusion builds on this foundation by creating an environment where diverse perspectives are not only present but also respected, valued, and actively encouraged.
We recognize the significance of equity and inclusion in our space at the intersection of integrated marketing and communications and financial services. By embedding equity and inclusion in our core values, we can sustain a more dynamic, competitive, and socially responsible workplace. This is invaluable not only for our workplace culture but also for the way we service our clients. In marketing and communications, diverse perspectives help craft authentic messaging that resonates with varied audiences, while in finance, inclusive practices contribute to better risk management, ethical decision-making, and trust.
“As a Black professional, there comes a time when you understand you may be one of the few – if not only – Black professionals in the room. As you grow in your career and the rooms become smaller, so do the chances of running into someone who reminds you of yourself.
In an industry that shapes narratives, marketing professionals communicate to all. This is why inclusion mustn’t just be discussed but put into practice.
There are a few reasons.
The first is that there are times when only the perspective of a Black professional can help you understand certain nuances that may impact work. When ignorance of cultural nuances can negatively affect the meaning of your work, it is beneficial to have people who can resonate with target audiences in those spaces to help share insights on these matters before the crisis.
Secondly, if most of your team members have similar cultural backgrounds, you may notice that the ideas brought to work will be recycled. Let’s face it, there’s nothing exciting about doing the same thing. With the integration of various perspectives, you can keep your work exciting.
Lastly, and arguably most importantly, not actively searching for Black professionals means missing out on the opportunity to shine a light on voices that challenge the norm.”
-Tyshiana Johnson, Account Executive, Vested
Painting a Picture: The Current Landscape at a Glance
Unfortunately, there are very clear gender and racial inconsistencies in leadership and compensation in our industry, highlighting the need for enhanced equity and inclusion education and efforts.
- 2023 data by Statista states that approximately 69.2 percent of advertising and marketing professionals surveyed in the United States identified as white and non-Hispanic, 8.2 percent as Black, 10.3 percent as Asian, and 9.5 percent as Hispanic or Latino.
- Studies indicate that roughly 82% of leaders in the marketing industry are white, showing a significant gap in minority representation.
- While white women make up the majority of the PR workforce, they are generally paid less than their male counterparts but more than their equally qualified POC counterparts.
These disparities are not just a reflection of historical inequalities, but a continued systemic issue that impacts career growth, economic stability, and workplace culture. Women and people of color remain underrepresented in executive roles and often face significant pay gaps compared to their counterparts. Addressing these imbalances requires intentional policies, accountability, and a commitment to fostering truly inclusive environments where talent is recognized and rewarded equitably. By prioritizing education and actionable efforts, organizations can help dismantle barriers and create more equitable opportunities for all professionals.
Why DEI Matters
Promoting equity and inclusion benefits an organization two-fold: by enhancing workplace culture and positively influencing performance and profitability. Diverse teams have been proven to have increased innovation, better decision-making, and improved financial performance:
- Diverse-by-design teams make better decisions than homogenous ones 87% of the time, and are 70% more likely to capture new markets.
- For every 10 percent more racially or ethnically diverse a company’s senior team is, earnings before interest and taxes (EBIT) is nearly 1 percent higher.
- Inclusive companies are 1.7 times more likely to be innovation leaders in their industry.
Beyond the data points, organizations and the professionals that represent them have an ethical and social responsibility to foster equity and inclusivity. Not just to check boxes but to create environments where diverse voices are valued, respected, and empowered. If the U.S. census reflects a diverse population of roughly 50% White, 27% Hispanic, 15% Black, and 11% Asian, professional careers should closely mirror those numbers. PR and Finance data show that neither industries reflect this, so what actionable steps can be taken to get there?
Call to Action
“Equity and inclusion aren’t just professional necessities; for me, they’re deeply personal. As a Black woman who began my career in PR, I know firsthand the impact of being unseen and unsupported in the workplace. It’s discouraging, to say the least, and I’ve watched talented POC communications professionals leave the industry entirely because of it. The loss of diverse perspectives and voices is a missed opportunity that cannot continue to be overlooked.
Since transitioning into People Operations and joining Vested, I’ve been committed to creating an environment where every employee feels supported and empowered, something I wish my peers and I had experienced early in our careers. Now more than ever, organizations have a responsibility to prioritize equity and inclusion, not shy away from it. At Vested, having leaders who recognize this responsibility has been key to driving meaningful change. From 2023 to 2024, we increased our global diversity numbers by 12%, and in 2025, we will remain dedicated to this work because we know intentional action leads to real impact.
To my fellow People professionals, this journey isn’t one size fits all, and at times, it can be difficult and feel heavy. But the value it brings to our teams and the clients we support reminds us why we push forward.”
-Ashley Grant, Talent & People Experience Specialist, Vested
Actionable steps we’ve implemented to promote equity and inclusion that other organizations and hiring teams hoping to do the same can model:
- Partner with Diverse Organizations: Collaborate with historically underrepresented groups to expand hiring pipelines and industry access. Global organizations that Vested has partnered with include the LaGrant and Taylor Bennett foundations.
- Create Inclusive Work Cultures: Create an environment where diverse voices are valued by providing DEI training, mentorship programs, and employee resource groups.
- Equitable Career Advancement: Provide clear pathways for career growth and professional development for underrepresented employees.
- Leadership Accountability: Set clear equity and inclusion goals and hold leadership accountable for results. At Vested, our leadership team built a guiding principle called IDEA’s which focuses on Inclusion, Diversity, Equity, and Access for all of our employees.
- Feedback: Support honest dialogue and input from employees on existing equity and inclusion efforts. An anonymous Listening Survey is a great way to encourage transparent feedback from teams.
Fostering inclusive and equitable workplaces and industries is not just about representation – it’s about ensuring every individual of any background feels empowered to contribute their best work. By prioritizing equity and inclusion, we can break down systemic barriers, develop a culture of belonging, and create a more dynamic industry.
