Skincare Products, Hiring Someone Who Is Nothing Like You, Diversity in Hollywood

August 1, 2018

As the connection between skincare product development and science becomes popular knowledge, more women have begun pursuing fields like biomedical engineering and medicinal chemistry. Ronni Weinkauf, vice president of applied research at L’Oréal USA, reports a recent increase in women hires at the company who are interested in “skincare science,” on account of it being a “very personally relatable area…it allows more people to become more knowledgeable about products and science and become semi-experts.” These “semi-experts” are often women who expressed little to no interest in the sciences until they became frustrated with their own skin concerns and began researching, blogging, and vlogging to remedy the general lack of “science-based beauty reviews.” Nicole Jackson, who works in the skincare division of Silk Therapeutics and plans to become a cosmetic chemist, says she wishes she had known about the relationship between skincare and science earlier: “It’s something you don’t come across unless you do more digging. I know more people would be interested if they knew this existed.”

How the World of Skincare Is Encouraging More Women to Explore Science, by Angela Chen of The Verge

 

Brian Pallas, founder of the business partnership platform Opportunity Network, sums up his approach to building diversity: “I want to hire someone who is nothing like me—in their appearance or their background.” In Pallas’ case, this not only means hiring people of different races, ethnicities, genders, or religions, but people of different body weights and socioeconomic backgrounds as well—without using diversity quotas. “Quotas are the worst way to promote diversity,” he explains. “It lowers the bar and perpetuates stereotypes that minorities are less talented. You actually create grounds for prejudice.” He reports that Opportunity Network’s team is comprised of 50% women; 42 nationalities; and people of various sexual orientations and a wide age range, a feat he achieved by hiring a diverse senior management team to begin with. To promote differences in thought and diverse approaches to problem solving, Pallas recommends avoiding hiring multiple people from the same schools or companies. When it comes down to it, Pallas says, “the value of diversity is in embracing the similarities and the differences and playing to those strengths.”

“I Want To Hire Someone Who Is Nothing Like Me”: An Entrepreneur’s Approach To Diversity, by Amy Guttman of Forbes

 

An annual study done at UCLA reports that Hollywood has made little progress growing diversity in the film and TV industry, but the suggested solutions have by and large stopped at “Diversity 101,” or simply recognizing the “need to do better when it comes to authentic representation.” The success of box office hits like Black Panther and Love, Simon show the importance of representation, but that isn’t enough, according to journalist Alaina Leary. Leary proposes five additional actions for change: 1) hiring diverse creators and gatekeepers in Hollywood, 2) supporting diverse media on an individual level by paying to consume it, 3) promoting diverse media to friends and family via word-of-mouth, 4) using your privilege to make others aware of creators of different backgrounds, and 5) reviewing media that promotes diversity on social media channels. While Leary acknowledges that these actions don’t guarantee “an equitable, diverse media landscape,” they “can help us move beyond a circular conversation about why we need diversity and toward meaningful change.”

We All Know Who Tells Our Stories Matters. This Is How We Can Move Beyond Diversity 101 In Media, by Alaina Leary of Everyday Feminism