OUR THOUGHTS REGARDING THE RACIAL & ECONOMIC DISPARITIES IN THE BOUTIQUE FITNESS INDUSTRY
Many people in the boutique fitness industry have focused on listening and learning about the experiences of black men and women in the industry. We think that’s important. However, we wanted to offer a different set of recommendations that could more directly impact some of the racial inequities in our industry and society.
Promoting Diversity and Inclusion in your community is essential for fostering a healthy, dynamic, and top-performing team, but conversations around racism, sexism, and intolerance can be tricky to navigate and require sensitivity, thoughtfulness, and confidence.
Let BFS continue to guide you as you strengthen and improve your business through Diversity and Inclusion.
View this powerful hour-long Town Hall led by Empowerment Training Expert Leanne Shear as she dives into a conversation about race in the boutique fitness world with two industry veterans and Black business owners.
In this Fireside Chat led by BFS Co-Founder Julian Barnes, Stacey Seldin, Co-Founder and former CEO, Mariana Tek, will discuss how – and why – she built a multicultural team that helped Mariana Tek become one of the most respected companies in the boutique fitness industry and that resulted in Mariana Tek recently being acquired in a multimillion dollar transaction.
Our co-founder Nt Etuk, has created a powerful movement to count the number of people fed up with all of the racism, sexism, intolerance and intimidation that has been around for a while, but seems to be picking up even more now. It is a petition to ourselves and to each other to take a minute to say something if we see intolerance, and it is a request to raise your hand and show that there is a silent majority of people who think that where we are now is NOT okay.
See more here: https://change.org/ithepeople . Please share it widely if you agree with the message and ask your friends and family to share as well.
Tactical ways to combat systemic racism through the inner workings of your business from the Almanac.
Who this is for: people looking for tactical ways to make change.
This document is intended to serve as a resource to white people and parents to deepen our anti-racism work. If you haven’t engaged in anti-racism work in the past, start now. Feel free to circulate this document on social media and with your friends, family, and colleagues.
Document compiled by Sarah Sophie Flicker, Alyssa Klein in May 2020.
For too long, business leaders have shied away from talking directly about race—often because they fear screwing up or inviting blowback over their own practices. But in the wake of George Floyd’s horrifying death in police custody, it’s fast becoming impossible for America’s corporations to ignore the ways that racism continues to inflict suffering upon black people.
Many executives, who are disproportionately white, are now issuing public statements about the problems of police brutality and prejudice. High-profile CEOs including Apple’s Tim Cook, Uber’s Dara Khosrowshahi, Facebook’s Mark Zuckerberg, JPMorgan Chase’s Jamie Dimon, and BlackRock’s Larry Fink have all weighed in, as have brands like Amazon, Nike, and Netflix.
HARVARD BUSINESS REVIEW
The United States is in crisis. As we write this article, videos of racial violence and racist threats toward Black people in America flood social and news media channels. Public demonstrations against injustice are happening in at least 30 localities. During non-violent protests, other parties have engaged in vandalism and looting, spurring varied and often disproportionate police response. Several cities are burning, while Covid-19 continues to rage throughout the country, hitting minority communities the hardest.
MCKINSEY & COMPANY
Diversity wins is the third report in a McKinsey series investigating the business case for diversity, following Why diversity matters (2015) and Delivering through diversity (2018). Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. These findings emerge from our largest data set so far, encompassing 15 countries and more than 1,000 large companies. By incorporating a “social listening” analysis of employee sentiment in online reviews, the report also provides new insights into how inclusion matters. It shows that companies should pay much greater attention to inclusion, even when they are relatively diverse.
WALL STREET JOURNAL
Diverse and inclusive cultures are providing companies with a competitive edge over their peers.
So concluded The Wall Street Journal’s research analysts in their first ranking of corporate sectors, as well as the individual companies in the S&P 500 index, based on how diverse and inclusive they are.
The financial industry overall was…
HARVARD BUSINESS REVIEW
A vast body of research shows that the hiring process is biased and unfair. Unconscious racism, ageism, and sexism play a big role in who gets hired. But there are steps you can take to recognize and reduce these biases. Where should you start? And how can you help others on your team do the same?
MCKINSEY & COMPANY
We know intuitively that diversity matters. It’s also increasingly clear that it makes sense in purely business terms. Our latest research finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. Companies in the bottom quartile in these dimensions are statistically less likely to achieve above-average returns. And diversity is probably a competitive differentiator that shifts market share toward more diverse companies over time.
QUARTZ AT WORK
What people can do right now to help create a just society and workplace.