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N. K. Jemisin

Judy Blume

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Amy Tan

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Dan Brown Teaches Writing Thrillers

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Robin Roberts Teaches Effective and Authentic Communication

Diversity in the work environment broadly refers to initiatives that prioritize [diversity, equity, and inclusion](https://www.masterclass.com/articles/dei-guide) (DEI) to improve the employee experience and create an inclusive environment. Diversity speaks explicitly to the identity makeup of those in the company, from age and [gender](https://www.masterclass.com/articles/gender-inequality) to race and disability. Equity involves equal opportunities for advancement and fairness of pay among employees. Inclusion initiatives in the workplace hold companies accountable to ensure they hire people from different backgrounds, bringing in different perspectives. 

> “The best companies do not set DE&I aside. It becomes the center, the moral compass of the company. It becomes the center of your DNA. It becomes what you get the opportunity to talk about in terms of your values and the way you want to respect individuals, not only from the customer base you’re addressing but the people who work for you. And so, when you think about this whole concept of DE&I—it should be the center of who you are and not the work you need to do.” 
> — Rosalind Brewer
Many [types of diversity](https://www.masterclass.com/articles/types-of-diversity) and identities may fall under the diversity umbrella. Some identities include:

1. __Disabilities__: Many disabilities are invisible, and workers do not have to disclose their disabilities. Nonetheless, businesses must operate in service of the Americans with Disabilities Act, which means their workspace must meet employee accessibility needs.
2. __Gender identity__: Diverse teams also include an equal distribution of men, women, and those who may be transgender or do not conform to gender norms. Gender diversity is significant to younger generations, such as millennials and Gen Z. Companies wishing to appeal to that age talent pool should give everyone equal access to apply.
3. __Racial ethnicities__: Ethnic diversity refers to race and [cultural](https://www.masterclass.com/articles/understanding-cultural-bias) backgrounds. Some companies use the terms “minorities” or “diverse talent” to refer to Black and brown people that specific workplaces historically excluded. Today, more companies and business leaders refer to such groups as the “global majority.” This more empowering phrase speaks to the fact that people of color make up most of the world’s population.
4. __Sexual orientation__: People who identify as LGBTQ+ are also under the diversity umbrella. Some inclusive workforces will have a Pride contingency so people know the workplace is welcoming for the queer community.
Diversity in the workplace refers to the people who make up a company and how diverse their identities are. Still, inclusion speaks to how well a company outreaches to, supports, and compensates diverse workers. [Inclusive leadership](https://www.masterclass.com/articles/inclusive-leadership-explained) comprises people with varied experiences to show various perspectives and life experiences. Inclusive companies might also start having regular DEI training, focus groups, and other inclusion initiatives that demonstrate their proactivity to foster a welcoming space capable of accountability, mutual support, and growth.

Traditionally, some [workplace cultures](https://www.masterclass.com/articles/business-essentials-what-is-company-culture-and-why-is-corporate-culture-important) have been homogeneous. White men have historically dominated some industries, such as the business field. Today, there is a greater emphasis on workplace diversity to welcome employees of more varied demographics, from entry-level job seekers to those vying for a place among the [C-Suite](https://www.masterclass.com/articles/c-suite-meaning) executive team.
An inclusive, diverse workforce can make employees feel welcome. If certain employees do not feel supported in a company, retention for the said group may wane. This can cost the company profit, given its high turnover and reputation. Poor press around inequities can sink a company. 

However, companies should not create a diverse workplace for optics: An inclusive work environment can give a company a competitive advantage thanks to the varied perspectives different employees bring together to enrich [problem-solving](https://www.masterclass.com/articles/creative-problem-solving) and improve [teamwork](https://www.masterclass.com/articles/team-work-explained). “I hope people realize that diversity, equity, and inclusion have now expanded far beyond reaching numbers because this is not a numbers game,” Rosalind says. “This is about equity and value. This is about a true meritocracy. This is about earning your way, regardless of your background.”
Diversity, equity, and inclusion can highly benefit workplaces. Companies with solid DEI practices may have the following advantages:

1. __Better reputation__: Public perception plays a significant role in sales and companies that the public view as being exclusive or don’t treat employees with respect may suffer in the market.
2. __Fresh perspectives__: Companies grow when they try out new ideas, and cultural diversity can enact new policies, strategies, and initiatives that eventually lead to higher revenue. Companies should regularly offer bias training to the entire staff to recognize [unconscious biases](https://www.masterclass.com/articles/unconscious-bias-explained) and better understand the [company values](https://www.masterclass.com/articles/company-values) concerning DEI. Human resources sometimes hire an outside professional to be an objective coordinator.
3. __Improved engagement__: DEI efforts can improve employees' work experience, making them feel more engaged. Employees often work better when they think a company values them. Companies can support [employee resource groups](https://www.masterclass.com/articles/employee-resource-groups), like a Jewish Affinity Group or a Lesbian Affinity Group, where peoples of different demographics gather regularly to discuss their identity and how it intersects with their work experience. Funding these groups with a budget for activities, [mentorship](https://www.masterclass.com/articles/how-to-ask-for-mentorship), and other programs speaks volumes.
4. __More expansive applicant pools__: If people see others like them working at a company, they may feel there is a place for them and will be more likely to apply. Statements emphasizing diversity, equity, and inclusion should be part of companies’ [mission statements](https://www.masterclass.com/articles/how-to-write-an-effective-mission-statement-in-3-steps) and hiring copy. This will tip off applicants that the company takes its work seriously and it also operates as a way to be held accountable.
There are several ways companies can foster a more inclusive culture. Consider these tips from business leader Rosalind brewer:

- __Advocate for diverse hiring practices__. Rosalind works to open the door for others looking to lead companies. “I need to make sure that all of the [CEO](https://www.masterclass.com/articles/what-is-a-ceo) community recognizes how critical it is to bring others like me along,” Rosalind says. “So I have spent quite a bit of time sharing my story with other CEOs and exposing my background to various industries.”
- __Give employees the spotlight__. Being an inclusive leader requires giving all employees time and attention. “As a leader, you have the opportunity to set the culture of the company. And I think where we have fallen down, once we get our numbers in order, we tend to leave those people of differences standing alone by themselves. Sometimes they're not seen, they’re not heard, they’re not given the top projects, they’re not promoted, and they’re not invested in. But you have to create an environment where their voice is heard so they can show off their wares and give them the spotlight.” 
- __Look at the data__. Sometimes, employees and applicants will take surveys (which, for privacy, must legally be voluntary), so the company has metrics to define how well it is performing concerning diversifying the groups of people it hires. “I sit with my HR team, and I actually like to look at the numbers,” Rosalind says. “I took over one organization, and I was really curious about the pay scale of women versus men at the vice president level and above. So I asked for those reports to be run, and lo and behold, I saw very clear examples of women being paid probably 70 cents on a dollar compared to men. And I was able to spotlight those individuals, get them on a sheet of paper, and within a month, we were able to change their salary level.” 
To climb the corporate ladder, you must first learn the fundamentals of leadership and innovation. Discover Rosalind’s approach to change management and agile teams, plus learn how to lead through crisis when you sign up for the [MasterClass Annual Membership](https://www.masterclass.com/).
Fostering an inclusive workplace is essential for enriching company culture, diversifying decision-making, and ensuring all people—regardless of background and life experience—enjoy a strong sense of belonging.

Fostering an inclusive workplace is essential for enriching company culture, diversifying decision-making, and ensuring all people—regardless of background and life experience—enjoy a strong sense of belonging.

Rosalind Brewer on Diversity and Inclusion in the Workplace

Diversity in the work environment broadly refers to initiatives that prioritize <a href='https://www.masterclass.com/articles/dei-guide' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/dei-guide","linkCopy":"diversity, equity, and inclusion","category":null}'>diversity, equity, and inclusion</a> (DEI) to improve the employee experience and create an inclusive environment. Diversity speaks explicitly to the identity makeup of those in the company, from age and <a href='https://www.masterclass.com/articles/gender-inequality' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/gender-inequality","linkCopy":"gender","category":null}'>gender</a> to race and disability. Equity involves equal opportunities for advancement and fairness of pay among employees. Inclusion initiatives in the workplace hold companies accountable to ensure they hire people from different backgrounds, bringing in different perspectives. <blockquote class="mc-text--italic mc-opacity--hinted mc-my-8 mc-mr-0 mc-ml-6 mc-pl-6">“The best companies do not set DE&amp;I aside. It becomes the center, the moral compass of the company. It becomes the center of your DNA. It becomes what you get the opportunity to talk about in terms of your values and the way you want to respect individuals, not only from the customer base you’re addressing but the people who work for you. And so, when you think about this whole concept of DE&amp;I—it should be the center of who you are and not the work you need to do.” — Rosalind Brewer</blockquote>

What Is Diversity in the Workplace?

Many <a href='https://www.masterclass.com/articles/types-of-diversity' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/types-of-diversity","linkCopy":"types of diversity","category":null}'>types of diversity</a> and identities may fall under the diversity umbrella. Some identities include:<ol class="mc-m-4"><li class="mc-my-4"> 1. Disabilities: Many disabilities are invisible, and workers do not have to disclose their disabilities. Nonetheless, businesses must operate in service of the Americans with Disabilities Act, which means their workspace must meet employee accessibility needs. </li><li class="mc-my-4"> 2. Gender identity: Diverse teams also include an equal distribution of men, women, and those who may be transgender or do not conform to gender norms. Gender diversity is significant to younger generations, such as millennials and Gen Z. Companies wishing to appeal to that age talent pool should give everyone equal access to apply. </li><li class="mc-my-4"> 3. Racial ethnicities: Ethnic diversity refers to race and <a href='https://www.masterclass.com/articles/understanding-cultural-bias' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/understanding-cultural-bias","linkCopy":"cultural","category":null}'>cultural</a> backgrounds. Some companies use the terms “minorities” or “diverse talent” to refer to Black and brown people that specific workplaces historically excluded. Today, more companies and business leaders refer to such groups as the “global majority.” This more empowering phrase speaks to the fact that people of color make up most of the world’s population. </li><li class="mc-my-4"> 4. Sexual orientation: People who identify as LGBTQ+ are also under the diversity umbrella. Some inclusive workforces will have a Pride contingency so people know the workplace is welcoming for the queer community. </li></ol>

4 Types of Diversity

Diversity in the workplace refers to the people who make up a company and how diverse their identities are. Still, inclusion speaks to how well a company outreaches to, supports, and compensates diverse workers. <a href='https://www.masterclass.com/articles/inclusive-leadership-explained' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/inclusive-leadership-explained","linkCopy":"Inclusive leadership","category":null}'>Inclusive leadership</a> comprises people with varied experiences to show various perspectives and life experiences. Inclusive companies might also start having regular DEI training, focus groups, and other inclusion initiatives that demonstrate their proactivity to foster a welcoming space capable of accountability, mutual support, and growth.Traditionally, some <a href='https://www.masterclass.com/articles/business-essentials-what-is-company-culture-and-why-is-corporate-culture-important' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/business-essentials-what-is-company-culture-and-why-is-corporate-culture-important","linkCopy":"workplace cultures","category":null}'>workplace cultures</a> have been homogeneous. White men have historically dominated some industries, such as the business field. Today, there is a greater emphasis on workplace diversity to welcome employees of more varied demographics, from entry-level job seekers to those vying for a place among the <a href='https://www.masterclass.com/articles/c-suite-meaning' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/c-suite-meaning","linkCopy":"C-Suite","category":null}'>C-Suite</a> executive team.

What Is Inclusion in the Workplace?

An inclusive, diverse workforce can make employees feel welcome. If certain employees do not feel supported in a company, retention for the said group may wane. This can cost the company profit, given its high turnover and reputation. Poor press around inequities can sink a company. However, companies should not create a diverse workplace for optics: An inclusive work environment can give a company a competitive advantage thanks to the varied perspectives different employees bring together to enrich <a href='https://www.masterclass.com/articles/creative-problem-solving' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/creative-problem-solving","linkCopy":"problem-solving","category":null}'>problem-solving</a> and improve <a href='https://www.masterclass.com/articles/team-work-explained' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/team-work-explained","linkCopy":"teamwork","category":null}'>teamwork</a>. “I hope people realize that diversity, equity, and inclusion have now expanded far beyond reaching numbers because this is not a numbers game,” Rosalind says. “This is about equity and value. This is about a true meritocracy. This is about earning your way, regardless of your background.”

Importance of Diversity and Inclusion in the Workplace

Diversity, equity, and inclusion can highly benefit workplaces. Companies with solid DEI practices may have the following advantages:<ol class="mc-m-4"><li class="mc-my-4"> 1. Better reputation: Public perception plays a significant role in sales and companies that the public view as being exclusive or don’t treat employees with respect may suffer in the market. </li><li class="mc-my-4"> 2. Fresh perspectives: Companies grow when they try out new ideas, and cultural diversity can enact new policies, strategies, and initiatives that eventually lead to higher revenue. Companies should regularly offer bias training to the entire staff to recognize <a href='https://www.masterclass.com/articles/unconscious-bias-explained' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/unconscious-bias-explained","linkCopy":"unconscious biases","category":null}'>unconscious biases</a> and better understand the <a href='https://www.masterclass.com/articles/company-values' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/company-values","linkCopy":"company values","category":null}'>company values</a> concerning DEI. Human resources sometimes hire an outside professional to be an objective coordinator. </li><li class="mc-my-4"> 3. Improved engagement: DEI efforts can improve employees&#39; work experience, making them feel more engaged. Employees often work better when they think a company values them. Companies can support <a href='https://www.masterclass.com/articles/employee-resource-groups' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/employee-resource-groups","linkCopy":"employee resource groups","category":null}'>employee resource groups</a>, like a Jewish Affinity Group or a Lesbian Affinity Group, where peoples of different demographics gather regularly to discuss their identity and how it intersects with their work experience. Funding these groups with a budget for activities, <a href='https://www.masterclass.com/articles/how-to-ask-for-mentorship' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/how-to-ask-for-mentorship","linkCopy":"mentorship","category":null}'>mentorship</a>, and other programs speaks volumes. </li><li class="mc-my-4"> 4. More expansive applicant pools: If people see others like them working at a company, they may feel there is a place for them and will be more likely to apply. Statements emphasizing diversity, equity, and inclusion should be part of companies’ <a href='https://www.masterclass.com/articles/how-to-write-an-effective-mission-statement-in-3-steps' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/how-to-write-an-effective-mission-statement-in-3-steps","linkCopy":"mission statements","category":null}'>mission statements</a> and hiring copy. This will tip off applicants that the company takes its work seriously and it also operates as a way to be held accountable. </li></ol>

4 Benefits of Diversity and Inclusion in the Workplace

There are several ways companies can foster a more inclusive culture. Consider these tips from business leader Rosalind brewer:<ul class="mc-m-4 list-styled"><li class="">Advocate for diverse hiring practices. Rosalind works to open the door for others looking to lead companies. “I need to make sure that all of the <a href='https://www.masterclass.com/articles/what-is-a-ceo' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/what-is-a-ceo","linkCopy":"CEO","category":null}'>CEO</a> community recognizes how critical it is to bring others like me along,” Rosalind says. “So I have spent quite a bit of time sharing my story with other CEOs and exposing my background to various industries.” </li><li class="">Give employees the spotlight. Being an inclusive leader requires giving all employees time and attention. “As a leader, you have the opportunity to set the culture of the company. And I think where we have fallen down, once we get our numbers in order, we tend to leave those people of differences standing alone by themselves. Sometimes they&#39;re not seen, they’re not heard, they’re not given the top projects, they’re not promoted, and they’re not invested in. But you have to create an environment where their voice is heard so they can show off their wares and give them the spotlight.” </li><li class="">Look at the data. Sometimes, employees and applicants will take surveys (which, for privacy, must legally be voluntary), so the company has metrics to define how well it is performing concerning diversifying the groups of people it hires. “I sit with my HR team, and I actually like to look at the numbers,” Rosalind says. “I took over one organization, and I was really curious about the pay scale of women versus men at the vice president level and above. So I asked for those reports to be run, and lo and behold, I saw very clear examples of women being paid probably 70 cents on a dollar compared to men. And I was able to spotlight those individuals, get them on a sheet of paper, and within a month, we were able to change their salary level.” </li></ul>

How to Improve Diversity and Inclusion in the Workplace

To climb the corporate ladder, you must first learn the fundamentals of leadership and innovation. Discover Rosalind’s approach to change management and agile teams, plus learn how to lead through crisis when you sign up for the <a href='https://www.masterclass.com/' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/","linkCopy":"MasterClass Annual Membership","category":null}'>MasterClass Annual Membership</a>.

Break the Glass Ceiling

Fostering an inclusive workplace is essential for enriching company culture, diversifying decision-making, and ensuring all people—regardless of background and life experience—enjoy a strong sense of belonging.

Fostering an inclusive workplace is essential for enriching company culture, diversifying decision-making, and ensuring all people—regardless of background and life experience—enjoy a strong sense of belonging.


Side view of Rosalind Brewer sitting at a desk in an office, smiling and holding eyeglasses in hand

diversity-and-inclusion-in-the-workplace

Issa Rae on Media Representation

Born Jo-Issa Rae Diop, writer, director, actress, and producer [Issa Rae](https://www.masterclass.com/classes/issa-rae-teaches-creating-outside-the-lines) grew up in Los Angeles, California; Potomac, Maryland; and Dakar, Senegal (where her father was born). She grew up often feeling like an outsider, a narrative that would shape her shows’ eventual storylines, most transparently in her breakthrough YouTube web series *Awkward Black Girl*.

Rae achieved further success through *Insecure* on HBO. This dramedy redefined depictions of young Black people and simultaneously was an answer to the lack of diversity in mainstream television shows. Rae created and starred in the show, celebrating complex female characters and defying Black tropes in the TV and film industry. Rae received nominations for multiple Emmy and Golden Globe awards, wrote a *New York Times*–bestselling memoir entitled *The Misadventures of Awkward Black Girl*, and landed on the annual TIME100 list of the most influential people in the world. She also provided voice work for *Hair Love*, which won the Academy Award for Best <a href='https://masterclass.com/articles/how-to-create-an-animatic-for-your-next-film' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://masterclass.com/articles/how-to-create-an-animatic-for-your-next-film","linkCopy":"Animated","category":"automated-link"}' automatic='true'>Animated</a> Short Film.
Media representation reflects people and their narratives in the media, which encompasses theater, film, TV shows, newspaper articles, and more. Cisgender, straight, white people have long held excessive capital and power in the media industry, working as [executive producers](https://www.masterclass.com/articles/what-is-an-executive-producer-whats-the-difference-between-an-executive-producer-and-producer), star actors, and award-winning directors and writers. This has meant that mass media often showcases that group’s narratives, leaving out other groups of people, such as people of color, those with disabilities, and sexual and gender minority groups (LGBTQ+ people).

Issa Rae recalls watching Black-led shows growing up but noted that writers’ strikes in Hollywood, changing trends in television, and the dawn of reality TV made television less diverse. In college, she watched the TV show *Flavor of Love* and noted, “This was all that the world was seeing of Black women at the time, and it was not what I recognized.” Of the characters, Issa recalls, “They were fun to watch as characters but to think of that as the sole representation of Black females on screen was really disturbing.” This propelled Rae and her friends to create their own content, borrow equipment from the school, and write scripts. “If I don’t see what you want, make what you want to see,” Issa says.
Recently, activism led by people of color, critics, and social media users have pushed for more diverse representation in the media. A lack of representation can make the unrepresented group feel unseen and unheard, leading to [self-esteem](https://www.masterclass.com/articles/self-esteem), mental health issues, and harmful stereotypes. Historically, when underrepresented groups appear in shows and films, they have been cast as negative stereotypes, leading to more significant unconscious [bias](https://www.masterclass.com/articles/how-to-identify-bias) and poor connotations associated with the depicted group.

A lack of representation leads to cyclical issues: Producers believe stories about a particular group of people won’t perform well at the box office, so they don’t invest in it, so there’s no representation for said group. However, critical successes like *Moonlight* and financial blockbusters like *Crazy Rich Asians* show the short-sightedness of those views, opening new doors to underrepresented groups in digital media. The entertainment industry has the power to sway public opinion and make popular culture more inclusive, so media representation matters because it creates more opportunities, more significant systemic equities, and fewer divisions.
Issa has built a loyal audience and has become a trailblazer for creatives looking to drive their own stories. Consider Issa’s tips for finding an audience for your work:

1. __Build your audience__. Video and social media platforms make it possible to find and build an audience. For her part, Issa began releasing content on YouTube. “There are so many gatekeepers in this industry and they come in the form of studios, networks, [and] executives,” she says. “It's hard to break in and get people to see your work on a large scale. And the reason why you rely on these networks and studios is that they have the distribution [and] access to the audience you want to reach. But I think with the internet, what changed is that you have immediate access to whoever you want.”
2. __Create additional content__. It is essential to promote your work with a variety of content. “I encourage people to think about the ancillary content that'll help promote your series, whether that is additional videos or a talkback featuring the characters in your series,” Issa says. “There are just so many ways to bring attention back to your content that can attract a whole new audience that you didn't expect.”
3. __Find your niche__. When building an audience, knowing what makes your content stand out is essential. She says, “In thinking about trying to get your content out there, you have to ask yourself, ‘Why is my stuff different than anybody else's? What's gonna make somebody want to watch my stuff when there are hundreds of millions of videos out there for people to watch at any time? Why is my stuff special?’” Part of this process involves finding the right platform to share your work. 
4. __Market your work__. Self-producing requires you to wear many hats. “Don't be afraid to seek outside help,” Issa adds. “You can promote and market to your network of people…there's also an opportunity to reach out to other creators and collaborate to showcase your own work or to actually be featured solely on another creator's channel as a means of getting your work the most eyeballs possible.”
All you need is a [MasterClass Annual Membership](https://www.masterclass.com) and our exclusive video lessons from prolific multi-hyphenate Issa Rae, the creator and leading lady of the hit HBO series Insecure (not to mention a bona fide music video star, executive producer, author, etc.). With Issa’s help, you’ll be writing, polishing, and pitching your pilot; finding your voice, and more in no time.
Comedian, actress, and filmmaker Issa Rae discusses the importance of genuine portrayals of people of color in Hollywood. Learn about the importance of media representation, plus Issa’s tips for creating and sharing your own stories.

Comedian, actress, and filmmaker Issa Rae discusses the importance of genuine portrayals of people of color in Hollywood. Learn about the importance of media representation, plus Issa’s tips for creating and sharing your own stories.

Born Jo-Issa Rae Diop, writer, director, actress, and producer <a href='https://www.masterclass.com/classes/issa-rae-teaches-creating-outside-the-lines' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/classes/issa-rae-teaches-creating-outside-the-lines","linkCopy":"Issa Rae","category":null}'>Issa Rae</a> grew up in Los Angeles, California; Potomac, Maryland; and Dakar, Senegal (where her father was born). She grew up often feeling like an outsider, a narrative that would shape her shows’ eventual storylines, most transparently in her breakthrough YouTube web series Awkward Black Girl.Rae achieved further success through Insecure on HBO. This dramedy redefined depictions of young Black people and simultaneously was an answer to the lack of diversity in mainstream television shows. Rae created and starred in the show, celebrating complex female characters and defying Black tropes in the TV and film industry. Rae received nominations for multiple Emmy and Golden Globe awards, wrote a New York Times–bestselling memoir entitled The Misadventures of Awkward Black Girl, and landed on the annual TIME100 list of the most influential people in the world. She also provided voice work for Hair Love, which won the Academy Award for Best <a href='https://masterclass.com/articles/how-to-create-an-animatic-for-your-next-film' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://masterclass.com/articles/how-to-create-an-animatic-for-your-next-film","linkCopy":"Animated","category":"automated-link"}' automatic='true'>Animated</a> Short Film.

A Brief Introduction to Issa Rae

Media representation reflects people and their narratives in the media, which encompasses theater, film, TV shows, newspaper articles, and more. Cisgender, straight, white people have long held excessive capital and power in the media industry, working as <a href='https://www.masterclass.com/articles/what-is-an-executive-producer-whats-the-difference-between-an-executive-producer-and-producer' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/what-is-an-executive-producer-whats-the-difference-between-an-executive-producer-and-producer","linkCopy":"executive producers","category":null}'>executive producers</a>, star actors, and award-winning directors and writers. This has meant that mass media often showcases that group’s narratives, leaving out other groups of people, such as people of color, those with disabilities, and sexual and gender minority groups (LGBTQ+ people).Issa Rae recalls watching Black-led shows growing up but noted that writers’ strikes in Hollywood, changing trends in television, and the dawn of reality TV made television less diverse. In college, she watched the TV show Flavor of Love and noted, “This was all that the world was seeing of Black women at the time, and it was not what I recognized.” Of the characters, Issa recalls, “They were fun to watch as characters but to think of that as the sole representation of Black females on screen was really disturbing.” This propelled Rae and her friends to create their own content, borrow equipment from the school, and write scripts. “If I don’t see what you want, make what you want to see,” Issa says.

What Is Media Representation?

Recently, activism led by people of color, critics, and social media users have pushed for more diverse representation in the media. A lack of representation can make the unrepresented group feel unseen and unheard, leading to <a href='https://www.masterclass.com/articles/self-esteem' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/self-esteem","linkCopy":"self-esteem","category":null}'>self-esteem</a>, mental health issues, and harmful stereotypes. Historically, when underrepresented groups appear in shows and films, they have been cast as negative stereotypes, leading to more significant unconscious <a href='https://www.masterclass.com/articles/how-to-identify-bias' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com/articles/how-to-identify-bias","linkCopy":"bias","category":null}'>bias</a> and poor connotations associated with the depicted group.A lack of representation leads to cyclical issues: Producers believe stories about a particular group of people won’t perform well at the box office, so they don’t invest in it, so there’s no representation for said group. However, critical successes like Moonlight and financial blockbusters like Crazy Rich Asians show the short-sightedness of those views, opening new doors to underrepresented groups in digital media. The entertainment industry has the power to sway public opinion and make popular culture more inclusive, so media representation matters because it creates more opportunities, more significant systemic equities, and fewer divisions.

Importance of Representation in Media

Issa has built a loyal audience and has become a trailblazer for creatives looking to drive their own stories. Consider Issa’s tips for finding an audience for your work:<ol class="mc-m-4"><li class="mc-my-4"> 1. Build your audience. Video and social media platforms make it possible to find and build an audience. For her part, Issa began releasing content on YouTube. “There are so many gatekeepers in this industry and they come in the form of studios, networks, [and] executives,” she says. “It&#39;s hard to break in and get people to see your work on a large scale. And the reason why you rely on these networks and studios is that they have the distribution [and] access to the audience you want to reach. But I think with the internet, what changed is that you have immediate access to whoever you want.” </li><li class="mc-my-4"> 2. Create additional content. It is essential to promote your work with a variety of content. “I encourage people to think about the ancillary content that&#39;ll help promote your series, whether that is additional videos or a talkback featuring the characters in your series,” Issa says. “There are just so many ways to bring attention back to your content that can attract a whole new audience that you didn&#39;t expect.” </li><li class="mc-my-4"> 3. Find your niche. When building an audience, knowing what makes your content stand out is essential. She says, “In thinking about trying to get your content out there, you have to ask yourself, ‘Why is my stuff different than anybody else&#39;s? What&#39;s gonna make somebody want to watch my stuff when there are hundreds of millions of videos out there for people to watch at any time? Why is my stuff special?’” Part of this process involves finding the right platform to share your work. </li><li class="mc-my-4"> 4. Market your work. Self-producing requires you to wear many hats. “Don&#39;t be afraid to seek outside help,” Issa adds. “You can promote and market to your network of people…there&#39;s also an opportunity to reach out to other creators and collaborate to showcase your own work or to actually be featured solely on another creator&#39;s channel as a means of getting your work the most eyeballs possible.” </li></ol>

Issa Rae’s 4 Tips on Getting Your Stories Out There

All you need is a <a href='https://www.masterclass.com' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://www.masterclass.com","linkCopy":"MasterClass Annual Membership","category":null}'>MasterClass Annual Membership</a> and our exclusive video lessons from prolific multi-hyphenate Issa Rae, the creator and leading lady of the hit HBO series Insecure (not to mention a bona fide music video star, executive producer, author, etc.). With Issa’s help, you’ll be writing, polishing, and pitching your pilot; finding your voice, and more in no time.

Ready to Learn How to Break Into Hollywood? 

Comedian, actress, and filmmaker Issa Rae discusses the importance of genuine portrayals of people of color in Hollywood. Learn about the importance of media representation, plus Issa’s tips for creating and sharing your own stories.

Comedian, actress, and filmmaker Issa Rae discusses the importance of genuine portrayals of people of color in Hollywood. Learn about the importance of media representation, plus Issa’s tips for creating and sharing your own stories.


Headshot photo of Issa Rae against a gray backdrop with a rainbow light flare over her face.

media-representation-tips-from-issa-rae

Cognitive diversity describes the variety of perspectives, cultures, and backgrounds in a work environment. Companies can evaluate the cognitive diversity of their team members to determine if they have adequate representation of many different <a href='https://masterclass.com/articles/how-to-think-more-creatively' target='_blank' class='mc-text--link' data-mc-segment-trigger='true' data-mc-segment-event-type='Article Page Click' data-event-obj='{"textTag":"p","href":"https://masterclass.com/articles/how-to-think-more-creatively","linkCopy":"types of thinking","category":"automated-link"}' automatic='true'>types of thinking</a>. A team with diverse thinking can have strong problem solving abilities as their [decision-making](https://www.masterclass.com/articles/decision-making-styles) has many different viewpoints.
Cognitive diversity is important because it can:

- __Eliminate bias__: Every company has unconscious biases that go unnoticed due to gaps in knowledge or a lack of workplace diversity. Increasing your cognitive diversity means that there are fewer weak points as different groups of people bring their backgrounds and skills sets to the team. 
- __Encourage teamwork__: One of the benefits of cognitive diversity is that each team member can rely on each other for their unique perspectives. Teams solve problems using each other's strengths and skill sets to eventually become more cohesive.
- __Promote innovation__: Diverse teams in a workplace culture will be able to think out of the box. Having a diverse workforce means having many different minds coming up with different solutions for problems and challenges.
There are several types of diversity that can contribute to a company’s overall variety of thinking and problem-solving. Here are a few: 

- __Culture__: The ethnicity and cultural background of an individual can play a large role in how they view the world. Having demographic diversity on your team will introduce different perspectives that can help solve complex problems.
- __Education__: A person’s educational background can help shape how they confront and solve new challenges. There are many different types of learners who can bring their own methods for processing information and discovering solutions. 
- __Experience__: Previous experience in jobs or in the world is a major factor in what a person brings to the table. A team member may have unique experiences that help inform initiatives at the company and add to the group’s overall diversity of thought.
Get the [MasterClass Annual Membership](https://www.masterclass.com) for exclusive access to video lessons taught by business luminaries, including Richard Branson, Kris Jenner, Geno Auriemma, Robin Roberts, Chris Voss, Sara Blakely, Daniel Pink, Bob Iger, Howard Schultz, Anna Wintour, and more.

Cognitive diversity is a company’s variety of employees—all of whom have different perspectives, backgrounds, ethnicities, and education levels. A company with strong cognitive diversity will have less risk of bias and can have improved employee engagement. Learn about cognitive diversity and how it can benefit your workplace.

Cognitive diversity is a company’s variety of employees—all of whom have different perspectives, backgrounds, ethnicities, and education levels. A company with strong cognitive diversity will have less risk of bias and can have improved employee engagement. Learn about cognitive diversity and how it can benefit your workplace.

Cognitive Diversity: Types of Cognitive Diversity

Cognitive diversity is a company’s variety of employees—all of whom have different perspectives, backgrounds, ethnicities, and education levels. A company with strong cognitive diversity will have less risk of bias and can have improved employee engagement. Learn about cognitive diversity and how it can benefit your workplace.

Cognitive diversity is a company’s variety of employees—all of whom have different perspectives, backgrounds, ethnicities, and education levels. A company with strong cognitive diversity will have less risk of bias and can have improved employee engagement. Learn about cognitive diversity and how it can benefit your workplace.


Highlight Diversity in Your Writing