This month, the London FAB Brand Marketing team has taken a deep dive into what’s hot and what’s cooling down in the industry.  Featuring hyper-local as well as a global view on food and drinks trends, the report also looks at ingredients & manufacturing, market maturity and how influences are crossing borders and verticals – the menu of food trends has never been livelier!​

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“Really? You want to go to Morgan State?”

“Morgan is like the 13th grade!”

“There is no diversity. Why would you want to be in an environment with only Black people? The real world isn’t like that!”

“You will never get a job if you go to Morgan. Recruiters aren’t looking there for talent.”

When I chose to enroll at Morgan State University – a public, historically black research university (HBCU) in Baltimore, MD – I was met with many detractors. Looking back on it, I am not sure what bothered me more at the time, the comments themselves or the people who made them.

After graduating in 2020, I noticed that many of my peers who graduated from HBCUs encountered similar misperceptions during their job searches, and some began to lose hope. I realized that changing mindsets towards HBCUs starts with tackling some of the most common myths.

Myth #1: HBCUs don’t produce top talent.

HBCUs are a market of untapped talent and potential. Recruiting from HBCUs can help companies diversify their workplace, especially in fields like public relations, where over 70% of employees are white. HBCUs are responsible for 22% of current bachelor’s degrees grated to African Americans. While HBCU students represent some of the most talented prospects in the job market, recruitment efforts from companies at these institutions are still inadequate. According to a recent LinkedIn article, the industries that outperform others in recruiting HBCU grads include energy and mining, software and IT services, hardware and networking, finance and manufacturing. The public relations industry should take note of how these industries are attracting and retaining HBCU talent, and work to produce similar results.

Myth #2: There’s no diversity at HBCUs.

HBCUs are incredibly diverse. These institutions were established before the Civil Rights Act of 1964 to primarily serve the Black community and correct for systemic exclusion of Black people from higher education. However, during my time at Morgan State, I met students from Latin America, Africa, Europe, various Caribbean islands and states across the U.S. This opened my eyes to the abundance of diversity within the Black community, and to the beauty in all the cultures and experiences that connect us yet make us so unique.  Diversity comes in many forms, and HBCUs allow Black students to stand tall and take pride in their intersectionality. No matter a student’s gender identity, sexual orientation, socioeconomic background or nationality, there’s a place for everyone to feel safe. Personally, this is what made me feel most comfortable at Morgan State – the freedom to be myself.

So, what can companies and their recruiters do to reach diverse talent at HBCUs?

Here are some of my thoughts:

Recruit outside of the box: There are currently 101 HBCUs in the nation. However, many recruiters gravitate to the same ones to find new talent. Connecting and partnering with schools around the country (outside of the typical suspects) can help more students get experience and opportunities, as well as face-to-face interaction with recruiters.

Work on internal DE&I efforts: As a diverse candidate, I would not apply anywhere I didn’t feel represented. On top of having a DE&I plan and initiatives in place to make all their employees feel included, companies should also have diverse recruiters. This would also make applicants feel comfortable asking questions, giving recruiters the chance to explain why the company is a good place for them to start their careers.

Make hiring more accessible and less exclusive: A lot of the best opportunities require an “in” or a connection. Many companies recruit new hires from within their employees’ networks, which can lead to a lack of diversity in their workplace. Instead, companies should reach out to, for example, student-led organizations at HBCUs to recruit talent. Building relationships with HBCU student groups and others within this community garners trust and leads to inclusive and accessible hiring practices.

I am not the only one who wants to see more opportunities for students graduating from HBCUs. And unfortunately, I am not the only one who has heard negative comments about HBCUs based on false stereotypes and misinformation. It is my goal to encourage companies and their recruiters to reach out and explore the fresh faces and rich perspectives that HBCU students offer. This is how I give back to Morgan State and the other 100 HBCUs across the nation.

Many see January as a time to reflect, regroup and consider the work ahead. As we look for inspiration, the commemoration of Dr. Martin Luther King, Jr. Day offers an opportunity to reflect on how we intentionally shape that work so that it centers upon justice and equity.

Dr. King’s legacy is one that sought to lift up people and create the “Beloved Community” he envisioned – despite the deep-rooted racism and discrimination against Black Americans at the time. He courageously called people to the streets in non-violent protest and shared a vision that built the modern civil rights movement.

This year will mark 60 years since Dr. King’s historic 1963 “I Have a Dream” speech, and in that time, he has been lionized and regarded as one of the most prominent figures of the civil rights moment. However, it shouldn’t be lost on us that Dr. King wasn’t held in such high regard in his day. He inspired people to speak truth to power in ways that disrupted the status quo. Words were not enough though. Dr. King’s actions accompanying those words led him to be reviled by many, including in the media, and ultimately led to his imprisonment.

Yet despite those setbacks, Dr. King’s steadfast convictions and actions led to change for Black Americans. And by him clearly articulating how we structure our laws and communities, it has led to change for other voices too that have often been forgotten, ignored or targeted. During his lifetime, Dr. King shaped laws such as the Civil Rights Act of 1964 and the Voting Rights Act of 1965. Since then, his legacy continues to reverberate over decades of progress in civil rights laws that have expanded protections for many people.

And while we still bear witness to the fact that Dr. King’s dream is not yet fulfilled through the injustices and inequities we experience to this day, we can point to change that continues to advance his vision. 

With that, we strive to honor Dr. King’s legacy in how we approach our work at FleishmanHillard all year long. Our DE&I journey is certainly inspired by his legacy. We reflect on Dr. King’s teachings as we continually evaluate how we approach and support our colleagues, clients and communities, and as we seek to broaden our perspectives and understand the lived experiences of others to create an inclusive environment.

As part of our FH4Inlusion work, we’ve engaged in some incredible work with The King Center for Nonviolent Social Change based in Atlanta, where Dr. Bernice A. King, MLK’s daughter, is CEO. We shared details of our work in an earlier blog post. Across our FleishmanHillard headquarters office in St. Louis, my fellow colleagues and I collaborate with leadership to convene thoughtful discussions and activities that elevate diverse voices and create opportunities to have a deeper understanding and appreciation of each other.

It is hard work, but we must commit ourselves to effect positive change and continue to honor Dr. King’s dream. For me at least, a queer member of Generation X, FleishmanHillard has created a space where I find my voice valued and not just in some niche way. My perspective has been directly impacted by the legacy of Dr. King and I feel a responsibility to continue understanding the lived experiences of others. That is how I personally choose to honor his memory. The collective intention behind this work in our personal and professional lives, and across our communities, is how we will advance justice and equity.

As we celebrate MLK Day and consider the work ahead in our workplaces, communities and broader society in 2023, let us all be inspired and guided by Dr. King’s legacy and teachings. He reminded us that “the arc of the moral universe is long, but it bends toward justice.” Let’s continue to bend our own universe.

As 2023 nears, it’s important for the fintech industry to air on the side of caution. Take a look at what our fintech experts believe should be priorities for 2023.

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As the food and drink sector undergo various challenges due to the cost-of-living-crisis, the FleishmanHillard UK Food, Agriculture and Beverage team explore the ramifications for brand and communication teams in their new “Cost-of-Living Bites” series.

The post Healthy Futures: Exploring buying local and sustainability during the cost-of-living crisis appeared first on United Kingdom.

High-profile cyber-attacks seem to be hitting the headlines even more regularly in 2022. For every incident you see in the press, there are many more that never become public. We’ve spent an awful lot of time responding to ransomware attacks this year, and we have spotted some emerging trends. Cyber-attack tactics All ransomware attacks have […]

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