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FleishmanHillard’s Adrianne C. Smith to Speak on “Don’t Believe the Hype — DEI Will Never DIE” at 2024 Cannes Lions International Festival of Creativity

May 21, 2024

What: “Don’t Believe the Hype — DEI Will Never DIE” session

When: Tuesday, June 18, 2024, 2:15 to 2:45 p.m. CET

Where: 2024 Cannes Lions International Festival of Creativity main stage

FleishmanHillard’s Adrianne C. Smith, chief diversity and inclusion officer, will take to the main stage of the 2024 Cannes Lions International Festival of Creativity on June 18, 2024 at 2:15 p.m. CET to share her thoughts on the state of DE&I. Smith’s keynote speech will discuss the myth that DE&I efforts are obsolete and explain why they’re more vital than ever.

The festival takes place in Cannes, France from June 17 to June 21 and invites industry professionals from all over the world to celebrate groundbreaking and meaningful creativity.

More information here.


The Confidence to Take the Right Risk

February 28, 2024
By Lauren Winter

The power of the collective.

For too long, agencies have been pitted against each other and tension in communications to capture attention has been taught, but as I listened to people from all walks of life at the recent Unstereotype Alliance Global Member Summit, the message was clear: let’s do this together.

I was honoured to be provided with the opportunity to talk amongst such esteemed company at the annual event. The Unstereotype Alliance is an initiative convened by the UN to unite advertising industry leaders, decision makers and creatives to end harmful stereotypes in advertising. My panel discussed the perils of saying and doing nothing for the communities who brands wish to speak to and how brands can be brave and shift out of arrested development. The following is a summary of my key points.

Examine and act on your core values. Often, brands look to avoid reputational loss —  but they miss the reputational gain also. A lot of the time we need to look at our core values; for most humans that’s a challenge, let alone brands with multiple layers of approvals.  Reflective change can feel nearly impossible, but for people to buy into you, they need to know where you’re coming from, which might mean you need to stop thinking about being right for the moment and evolve for the longer term.

Bring everyone to the table. Creating that internal culture of change will allow you to start to feel brave when talking to the outside world and when you’re being brave, you’re taking an element of risk, and that’s OK — you just want to have confidence to take the right risk and that’s where you need to add the EQ to the IQ. Adding that emotionally intelligent person to the table, the person who is culturally connected and who’s a part of the communities you wish to speak to, or curious about them, will give you the confidence to be bold.

That emotional intelligence has layers and is intuitive, and unlike AI, is better at predicting the unpredictability of humans. These people can assess campaigns through what we coin here at FleishmanHillard as our cultural mapping approach — the three E’s: Empathy, Earnestness and Empowerment. It’s a powerful lens for your brand and bottom line. 

Think about the long game. Marketing professions are familiar with the concept of pace. When piggy-backing, news-hijacking and jumping on trend bandwagons, the need to have sincerity when dealing with communities is often unconsidered. Culture has roots and longevity. A brand’s integrity when mapping to culture is more important than the speed. As June Ambrose, renowned creative director, said at the summit — impact takes intention.

Be brave. There’s a rising amongst the youth that feel there’s a lack of originality out there — as famed record producer Mark Ronson suggested, part of originality is just evolving the story for the next generation. Does the current state of affairs and the frozen position many brands find themselves in attribute to the bland over the bold? By brands shifting their mindsets from talking about their own benefits to being an activist for others, they can have the full force of youth on their side.

In closing, keep in mind that to have a platform is a privilege. Sima Bahous, United Nations Under-Secretary-General and executive director of UN Women, made the following suggestions:

  1. Invest in gender equality and you accelerate progress
  2. Highlight the youthful voices
  3. Commit to accountability

It sounds simple but too often forgotten and with the power of our communications, we can be bold and push the agenda for others and our clients – a win-win!


All the things I’ve learned to see: Lessons on growth from an Alfred Fleishman Diversity Fellow

January 25, 2024
By Jessica Millett

Welcome to the Fellowship Focus, a new quarterly feature about the Alfred Fleishman Diversity Fellowship program. Here, you’ll get a glimpse into the lives and perspectives of our talented Fellows as they begin their careers and leave their marks on our industry and the world around them.

If you ask Zhiyao (Allen) Yang which first name he uses, he will say “both.” Born in the Guangxi Province of China and raised in Los Angeles, Zhiyao (Allen) learned that it’s best to embrace who you are, where you come from, and the unexpected lessons you learn along the way. We talked to him about his passion for PR, his path to the Fellowship program and what he looks forward to as he begins his career.

Lesson One: See the possibilities

After completing an internship in Austria, Zhiyao (Allen) pursued a master’s degree at the famed Graduate Institute of Geneva. It was while researching the relationship between the European Union and China during this internship that the idea of studying in Switzerland first presented itself. “I always knew I wanted to pursue international relations, but I didn’t care where I went. I applied to The Institute because of the program’s focus on global governance, and I wanted to learn more about how the world works.” It was an unexpected path, but he soon found that his intuition was correct — Switzerland was precisely where he needed to be. “Going to school in Geneva was not my initial plan,” Zhiyao (Allen) said, “but I’ve learned to go with the flow. You can focus on your goal, but your journey there should be flexible.”

Lesson Two: See different points of view

The Graduate Institute housed a diverse class, as students from six continents worked and lived together, many preparing for a future with the United Nations. The work was challenging and rewarding, giving him a glimpse of what it is like to work with international organizations. While studying, he started an internship where his tasks included event planning and social media management. Here, he zeroed in on a new goal— global communications.  “I realized that what I was really doing was helping clients foster their communication skills.” When asked to summarize his time at the Institute, Zhiyao (Allen) said, “The program showed me that there are many perspectives and taught me how different cultures view the world. My classes helped me look at situations, even global conflicts, holistically.” He added, “There is a Chinese saying that when translated states, 5+5 is 10, but 4+6 is also 10. Just because you are right doesn’t mean the other side is wrong.” Wise words, indeed.

Lesson Three: See the opportunities

When asked if he had any advice for college students, Zhiyao (Allen) replied, “Never say no to new opportunities, even if they seem boring.” It’s a perspective he honed during one of his internships. “It was a state agency in California. I wanted to do international work, so it wasn’t something I saw myself doing long term.” Still, it taught him several valuable skills and gave him the experience of working with new people. “In hindsight, I can see how it helped me and why it was a good foundation.” He added, “I learned to look beyond my silos and comfort zones and to be open to trying new things.”

One of the things that Zhiyao is open to is the potential for AI (artificial intelligence). ”AI is here to stay. Our role as people is to learn how to live with it and use it responsibly. However, I think the government should help regulate it because we can’t rely on tech companies to regulate it themselves.” He continued, “When the ATM came out, people wondered if that would take teller’s jobs, but they made teller’s jobs easier. In 5-10 years, I can see myself using AI as the baseline for my work and then editing it to sound like me. I see it as an opportunity that will free me up to do more complicated critical thinking.”

Lesson Four: See your potential

Starting a new career can be scary, but when left unchecked, fear can hold you back. Zhiyao (Allen) shared, “When I first started at FleishmanHillard, I overthought. I was scared to ask questions. I was afraid to ask for help. I soon learned that it was up to me to believe in myself and to communicate my needs. When I did, I saw that everyone here was so nice and that people were more than willing to help. If I had to do it again, I would say to myself, ‘Just ask, don’t think about it.’” It is a lesson he aims to take with him throughout his career. “When I am in a more senior role, I hope I remember not to overthink things and to ‘just do it.’”

Though it can sometimes be easier said than done, we hope he continues to take his advice because he is right – the team at FleishmanHillard wants him to succeed. We look forward to everything that Zhiyao (Allen) will accomplish, and we’re grateful that he saw an opportunity to grow with us.

The Alfred Fleishman Diversity Fellowship Program is a North America-based internship where diverse talent can combine their PR, communications and media talents with their passion for diversity and inclusion. Our teams across the U.S. and Canada hire, mentor and prepare Fellows for entry-level roles at FleishmanHillard. If you want to start your career with us, you can learn more about openings by visiting our Join Us page.  


Don’t Just Break the Ceiling — #BreakZeroSum

December 12, 2023
By Kitty Lee

FleishmanHillard is on a mission to become the most inclusive agency in the world. And supporting local communities where we operate is essential. In Hong Kong, FleishmanHillard and BlueCurrent Group were proud to be the PR and social media partners for The Women’s Foundation and their #BreakZeroSum advocacy campaign.

Gender equality continues to be a hot topic worldwide. While there has been some progress in Hong Kong, the pace of change is slow. The Women’s Foundation is a non-profit organization dedicated to improving the lives of women and girls in Hong Kong. Established in 2004, the organization has become a leading catalyst in the city for collaborative efforts to support women’s betterment in the community. The Women’s Foundation identifies issues, implements solutions and strives for measurable change through groundbreaking research, innovative and impactful community programs as well as stakeholder advocacy efforts.

As we navigate the post-pandemic era, the world is facing new challenges and competition for talent across industries. Gender inequality continues to be a pressing issue in Hong Kong, including representation of women in the workplace, career progression and remuneration.

Through the #BreakZeroSum campaign, we advocate that gender equality is not zero sum, and is a conversation that we should have with every family and every organization to challenge stereotypes. It is not about one gender winning at the expense of another. Gender equality benefits everyone.

Under FH4Inclusion, a global initiative that allows colleagues to lend their time and talent to organizations that serve and create impact in their communities, FleishmanHillard and BlueCurrent Group teams provided our communication expertise to drive awareness and to advocate dismantling the zero-sum mindset and championing gender equality for all.  

“I am honored to be a part of the initiative and be able to execute the campaign from a traditional media perspective. It was meaningful to see how the media was willing to spread the important message of gender equality in the workplace and in the household, as the notion is a fundamental pillar of equality in society that concerns and benefits everyone”, said Raven Chan, account executive, FleishmanHillard Hong Kong.

“I am incredibly grateful to have the opportunity to partake in such a meaningful initiative and assist in executing the campaign on social media channels. Gender equality in the workplace and within households has been a globally significant subject for quite some time. This topic often elicits sensitive responses from the public and can lead to backlash, making it challenging to discuss openly. Therefore, it was heartening to witness influential people lending their voices and voluntarily spreading this message, and significantly impacting society through their influence”, said Alexa Cheng, senior account manager, BlueCurrent Group Hong Kong.

The campaign received attention from mainstream media and organic social media traction, with the campaign video receiving 334,000 views.


Seven Things to Know When Creating a Successful Employee Resource Group

November 30, 2023
By Christine Lydon

Being brutally frank, disability inclusion wasn’t necessarily on my horizon up until a few years ago. I’d been in my role at FleishmanHillard for just a year when I was diagnosed with an aggressive cancer that necessitated four months of chemo, surgery, radiotherapy and physiotherapy. I took a couple of months off after the diagnosis but otherwise continued working, albeit from home and just a couple of days a week. This was a godsend for me personally as it meant when I recovered, I wasn’t having to navigate “the big return.”

But of course, anyone who’s had a serious illness knows recovery doesn’t end once the treatment is over. I had a new perspective on navigating the workplace with physical challenges like post-cancer aches and pains and fatigue. These unexpected difficulties inspired me to get involved with DEI, with a specific focus on disability, firstly leading on Hidden Disabilities here in London, co-chairing Omnicom’s Open Disability ERG and then, in the past 18 months, leading FleishmanHillard’s Global Disability ERG.

FleishmanHillard’s ambition is to be the most inclusive agency, and DEI is very rigorously integrated into the heart of what we do. Within the Hidden Disabilities steering group here in London, we’ve done a range of things in the disability space, including training on neurodiversity and communicating with diverse audiences. Digital accessibility is another focus for us. We’ve refreshed things in 2023 with the establishment of FHAT – FleishmanHillard Accessibility Taskforce – which sees digital accessibility led by our creative studio. It’s very much about embedding accessibility principles into our work and ensuring that clients are aware of it too.

FleishmanHillard’s Global Disability ERG was set up two years ago and is just one of the Global ERGs within the agency. I took on the role of global lead when it was set up – initially just as a caretaker but I knew, and I think all those around me knew, that I’d be in it for the long-haul. It’s a unique space with a casual relaxed remit, no expectation of deliverables and no fixed agenda when we meet once a month. It has been created as a safe space for anyone living with a disability, along with allies, to come together, share experiences, learnings, tips or just take the opportunity to vent, if that’s needed. And, while we don’t have any specific asks of us from senior leadership, we did co-create a neurodiversity guide that was shared with our offices across the globe. The seeds for the guide were sown during one of our meetings when it became apparent that there was limited awareness or understanding of neurodiversity and how conditions in this category can impact the work experience. The guide is used in new joiner inductions and is a part of line manager training.

What does success look like for an ERG? Simply having the group in existence, with people showing up monthly and being there for each other counts as success. Along with the monthly calls, we do check-ins with members to elicit their needs and their feedback to ensure that the group continues to add value and stays relevant. Relevance is vital. It’s about constantly asking the questions: Are we still serving a purpose? Are members still getting what they need from us? And if not, why not? What can we do to refresh our approach?

Lessons from leading an ERG

Recognize that every ERG is different and offers a unique experience.

Some act as informal, safe spaces with a flexible structure and others are firmly focused on encouraging change within an organization. Still more may be a mix of both. And what one ERG looks like in one company may vary drastically to another. The focus should be on what the community needs. Is it to initiate far-reaching change in your workplace led by senior management? Or is what’s actually needed a ‘softer’ group that offers peer support and that sense of togetherness?

Be open to change.

None of us can stand still. What worked last year may no longer be relevant today. The most significant gap that you’ve identified today may not be an issue in the new year. It’s vital to keep informed and be ready to pivot. 

Listen closely.

You’ll only know if things need to evolve if you listen to your ERG members. Pulse surveys carried out quarterly can shine light on member perspectives and needs.

Realize that your impact within the ERG can be more far-reaching than you think. Applying your learnings from the ERG to client counsel and client work can be powerful and instigate meaningful change. We’ve seen this first-hand within FleishmanHillard where understanding what it takes to make digital content truly accessible to all has filtered through to our client work. It’s been so encouraging seeing our clients embrace what we’re doing in this space and commit to applying these principles.

Secure leadership buy-in.

Without it, an ERG will not flourish. In fact, it’s unlikely to last more than a couple of meetings. I’m grateful to be part of FleishmanHillard where DE&I is embedded in all we do with a tangible commitment from the very top of the business. Keep in mind it works both ways – as an ERG leader, it’s important that you keep senior leaders informed of what’s going on and how the ERG is progressing. This can range from informal check-ins to detailed write-ups, depending on requirements and your own style.

Keep the broader team informed.

Any one of us could face illness or disability at any point. Any of us can be an ally to those who are already living with a disability. Twice-yearly newsletters from our Disability ERG have helped ensure we stay visible, relevant and accountable. It’s an opportunity to capture what we’ve done and report on what we’ve said we’ll do.

Know that DE&I belongs to everyone, and not just a select few.

There can be a temptation to take it all on yourself but each of us has a responsibility to ensure that people from all backgrounds, thinking, abilities and experiences feel included, protected and involved. Meaningful change can only happen when we all play our part.


FleishmanHillard’s Kathryn Chappell to Share Culture Best Practices at Ragan’s Future of Communications Conference

November 7, 2023

What: “Engaging Every Employee: Building Better Multigenerational Comms” discussion

When: Wednesday, Nov. 8, 10:15 a.m.

Where: Ragan’s Future of Communications Conference in Austin, Texas

Join FleishmanHillard’s Kathryn Chappell, senior vice president and partner, and IMF’s Karla Chaman, deputy division chief of internal communications, for the “Engaging Every Employee: Building Better Multigenerational Comms” session at Ragan’s Future of Communications Conference in Austin, Texas on Wednesday, Nov. 8 at 10:15 a.m. The session will share comms techniques and strategies to bridge the generational gap, regardless of preferred communications styles. Discover how to encourage younger employees with purposeful mentorship programs, how to prevent ageism in your comms and much more.

For more information and to register for the conference, click here.


The Power of Authenticity & Belonging: Insights from ColorComm 2023

October 10, 2023
By Aisha Hudson and Dasia Jones

ColorComm’s origin story is of a luncheon bringing together Black and brown women in media and communications that became a community, spawning annual conferences, a global network of chapters and a business. It has a way of seeping into your soul – an incredibly energizing experience in the moment, but also something that sticks with you and leaves a lasting impact on how you move through your day. Reflecting back on this year’s conference, here’s a recap of some of those “sticky” moments from the C2 ColorComm Conference in Miami.

“You can fake ‘till you make it – but eventually the ‘fake’ will fade.”

One of the most compelling sessions was that by renowned body language expert Linda Clemons who has dedicated her career to helping people unlock their full potential and reclaim their power through nonverbal communication. Not only did she offer insights into the nuances of posture, facial expression and even eye movement for conveying a message, but also a valuable lesson on authenticity – that even if you stand in a certain way and say all the right things, in the end, your true self will always show through.

To me, this spoke to the power and necessity of authenticity on a personal level – being true to myself, my beliefs and my values and bringing them forward in my own body language, voice and actions. Authenticity can’t be faked when it is rooted in honesty and genuine emotion.

But what, exactly, do you do to show up more authentically? What is it that shows people that you are true to your own personality, spirit or character? Where’s the proof for that?

At FleishmanHillard, these are the same questions we challenge our clients to answer in order to understand how they show up for employees, customers and other stakeholders, and the impact of authenticity on their reputations.

Being authentic is not based on a single action. To be perceived as authentic, we need to be courageous and take consistent action driven from our innermost and most authentic selves. That we are showing our unfiltered behaviors and that we are speaking or writing with honesty.

Faking it is easy but doing the hard work it takes to live authentically is far more rewarding.  

– Aisha L. Hudson, vice president, New York

“The difference between resilience and struggle are perspective.”

ColorComm was an empowering experience especially as a first-time attendee. In corporate rooms often it is common to be one of few Black faces in the room and there I was surrounded by 400 fierce, dynamic and compelling women (in chic, fabulous attire no less)! It was inspirational to heed advice from the likes Kim Goodwin, president of ABC News and Rashida Jones, president of MSNBC (to name a couple) and the various women who have created impactful work in the world we see today.

Through the dozens of panels, each had a takeaway that resonated and has shaped my my career intentions since, but there was a through line in each story that sits with me the most: resilience.

Without resilience and risk, we wouldn’t have beautiful work such as Colors of the World skin tone crayons. I was enlightened by the background story and journey that led to a product that ultimately fosters a greater sense of belonging and acceptance. Because of Mimi Dixon, senior director, Brand Activation and Content at Crayola, the brand was directed to revisit their approach and partner with experts. Now, my children can make art that reflects what they see in the mirror and be recognized – a far cry from the orange color I used during my youth. It took courage for her to speak up and guide them on the right path.

As client counselors, we are not the final decision makers and sometimes it can feel like a struggle especially when impassioned about a topic that resonates with our life experiences. Ultimately, it falls on each person to make sure we persevere as the work we do is equitable and necessary. We must all lead with courage.

Faith Golden, account supervisor, Chicago  

“To tell courageous stories, you must be courageous yourself.”

It takes bold communicators to tell bold stories. During a session about authentic storytelling, one panelist shared this statistic about the influence of a company’s values and brand identity on Gen Z’s purchasing behavior:

Another panelist shared an insight on how to respond to this stat – “To tell courageous stories, you must be courageous yourself. Speak up in the room and challenge things. Encourage disagreement with your teams.”

While this advice can seem tough, it’s key to position us as strategic voices on our teams and uplift diverse and equitable perspectives. It’s equally important for our teams to foster environments where disagreements are welcomed and bold ideas are encouraged to develop authentic communications.

Embracing courageous storytelling and personal courage is not just about keeping up with Gen Z – it’s about shaping our direction to where they’re evolving and ensuring we’re developing our teams with a value for breaking the norm.

– Dasia Jones, senior account executive, Atlanta

“Pressure produces two things; you want more diamonds than farts.”

While the quote I chose is comical, the pressure business leaders are facing is real and increasing. And as counselors who pride ourselves on being able and willing to get into the trenches with our clients and leaders, we’re facing the same challenges, translated for the realities of our industry.

Among the nearly 400 other leaders in attendance at ColorComm, I was reminded that the collective wisdom we have is meant to be shared. Throughout the conference, you could see the bent heads of women coming together, collaborating and commiserating, one-on-one and in small groups. And during sessions, these same faces were openly expressing agreement as panelists and keynote speakers spoke about resilience, ingenuity and steadfastness in the face of difficulty. We needed this event to create a release for that pressure and to strategize on how to make diamonds.

After the conference, I sat in the hotel lobby, decompressing and reading my notes before heading to the airport. The same women who dazzled on stage were accessible in that lobby, taking pictures and exchanging contact information with attendees. The intimacy of ColorComm and the reminder that we create diamonds made the experience all the more powerful for me. I’m grateful.

– Veleisa Patton Burrell, senior vice president, Dallas


DE&I Communications and the Anti-Woke Wave

October 5, 2023

The US regional banking crisis unearthed deep-rooted sentiment about DE&I practices in the financial services industry. However, the industry has consistently said that DE&I is important to business, clients/customers, partners, and society in general. FleishmanHillard leaders discuss this trend from their financial services, DE&I and employee communications perspectives – and what communications opportunities and challenges exist for firms as they engage their external and internal audiences.

In this discussion:

  • Kirsten Plonner, global managing director, Financial and Professional Services
  • Thomas Bennett, senior vice president, True MOSAIC
  • Elizabeth Bushelow, senior vice president, Employee Communications
  • Chelsie Kumar, vice president, Corporate Communications

Festival of Workplace Inclusion 2023

October 2, 2023

When: Oct. 25 & 26, 2023

What: Festival of Workplace Inclusion 2023

Where: Virtual

Christine Lydon, director, FleishmanHillard UK, will lend her expertise at Texthelp’s annual Festival of Workplace Inclusion 2023. The two-day virtual event explores inclusion across the full employee journey for neurodivergent, disabled and multilingual employees.

The festival will offer live sessions, panel discussions, access to free resources and the ability to take part in a scavenger hunt to win daily prizes and network with peers.

Additional speakers include:

  • Caroline Casey, founder, The Valuable 500
  • Hamza Yassin, wildlife cameraman, presenter and author
  • Hiren Shukla, global neurodiversity leader, EY
  • Natalia Lyckowski, global neurodiversity advancement leader, IBM
  • Bhushan Sethi, partner strategy PwC
  • Diane Lightfoot, CEO, Business Disability Forum
  • Jill Houghton, president & CEO, Disability:IN

Sessions will uncover new and trending strategies that’ll help professionals make big strides towards a more inclusive future for today’s working population and the next generation to come. 

Register to join live or catch on demand: https://text.help/dRN7dP 


FleishmanHillard Texas Writes Cards, Donates Goods and Volunteers to Support the LGBTQIA+ Community in North Texas

September 25, 2023
By Krystal Morris

FleishmanHillard’s pro bono and volunteer initiative, FH4Inclusion, supports nonprofit organizations that are creating an inclusive society — one where all people feel valued, their differences are respected and their basic needs are met, so they can live in dignity.

Like many parts of the United States, Texas has seen an increase in threats of violence toward the LGBTQIA+ community this year, as well as legislation targeting this group specifically. According to the Human Rights Campaign, legislators in Texas have introduced more than 100 anti-LGTBQIA+ bills this year – more than 20% of all the anti-LGTBQIA+ bills introduced in the U.S.

Our Texas team members felt compelled to find a way to support this community through our FH4Inclusion initiative and, over the summer, partnered with the Resource Center, which operates one of the largest LGBTQIA+ community centers in the U.S. and is a primary HIV/AIDS service organization in North Texas. With a staff of nearly 100 people supported by over 1,200 volunteers, the Resource Center serves more than 62,000 people each year through programs that address the needs of the LGBTQIA+ community and services that provide critical assistance to people living with and affected by HIV/AIDS – including a food pantry and hot meal program that serves 800 people each week. They have grown into a trusted provider of LGBTQIA+ services in a safe, affirming environment with the goal of achieving recognition and equal rights for all LGBTQIA+ people. (To learn more about the Resource Center and the multitude of ways they support the LGBTQIA+ community, visit myresourcecenter.org.)

To ensure that all our Texas team members could participate, we worked with the Resource Center to find multiple ways for folks to contribute –including on-site, in-office and remote options. Our support kicked off in June for Pride Month with a letter-writing initiative and food/supply drive where colleagues wrote letters or shared cards with words of encouragement and/or donated much-needed food/supplies to support the LGBTQIA+ community. In July, eight FleishmanHillard team members delivered the donations of cards and goods to the Resource Center and spent the morning assisting clients in the food pantry and serving hot meals.

In all, our colleagues donated 166 pounds of food and goods and spent 44 hours planning, writing cards and volunteering to support the Resource Center.

The efforts by our Texas office helped bring our cumulative contributions through FH4Inclusion to more than 37,000 hours of service to more than 130 nonprofit organizations globally.