As a mixed-race young woman working in the advertising and marketing industry, I've always been aware of the challenges that come with navigating a predominantly white and often male-dominated profession. Reflecting on the findings from this year’s All In Census report it's all too easy to think ‘aren’t we all doing so well’, but the concerning reality couldn’t be further from this. Especially when you're from a marginalised community.

Minoritised ethnic communities are almost twice as likely to experience sexual harassment than their white counterparts within our industry. With 1.5% of mixed race people and 2.5% of 'other' ethnicities having experienced sexual harassment, compared to the 1% of white people, these numbers while they might not seem shocking to some, reveal an exhausting and ongoing battle for others.

People also forget that these statistics are not just numbers; they represent the painful experiences of individuals who have had to endure harassment within their workplaces. It's a harsh reminder that the advertising and marketing industry, like many others, still grapples with systemic issues that disproportionately affect marginalised groups. These findings hit close to home. They compel us to take a deeper look at why these disparities exist and what steps we can take to support those who are most affected.

For me, this revelation is sad, disappointing, awful but not surprising. It puts a reality for so many people on paper. And for myself and others, it's a reflection of what we experience every day. In my career previously I have constantly overthought whether my clothes are too revealing, my demeanour too friendly, or questioned if my hair was too wild as I’ve desperately tried straightening it to make it look more ‘professional’, and then endured comments of how ‘exotic’ and ‘curvaceous’ I am from former colleagues who assume they are giving you a compliment. What can feel like a flippant joke or a comment to some people can open wounds and place people into unwanted stereotypes.

Beyond this, there is also the role that power dynamics play in perpetuating harassment. In an industry where leadership positions are often held by white individuals, marginalised communities can feel particularly vulnerable and hesitant to report harassment. When you have worked so hard to even get a foot in the door and be a seat at the table, you ask yourself if you rock the boat are you going to lose that seat, or worse have that door slammed in your face. The fear of reporting sexual harassment feels more complex for people from minority backgrounds. The internal narrative is more nuanced. For those of us brave enough to come forward and report their experiences to their employers, you find yourself not only questioning if your report will be found genuine, what consequences will this have on your career, but what effect will this have on your community, on the other marginalised communities in the agency, and what if the report is not taken seriously? And then there's reporting sexual harassment to someone who may not quite understand why you are even reporting an incident, as it may not be a ‘big deal’ to them.

It's crucial for organisations to actively address these power imbalances, promote diversity in leadership, and create safe channels for reporting harassment. And there can be more done around this, such as cultural sensitivity and awareness training being an integral part of our industry, this goes beyond a ‘world food day’ simply bringing in a dish from your home country, which is all too easy to avoid and ignore, and frankly sometimes plain insulting. Understanding the different experiences and backgrounds of our colleagues can foster empathy and respect, creating a more inclusive work environment. When people from diverse backgrounds feel valued and heard, they are more likely to speak up against harassment and seek support when needed.

Education is another key element. Sexual harassment prevention training, such as the timeTo training, should be encouraged by senior leaders for all employes to take part in. Part of this training addresses the unique challenges faced by different ethnicities, lived experiences and backgrounds, ensuring that everyone understands what constitutes harassment and how to prevent it.

We need to emphasise the importance of a zero-tolerance policy for harassment. Organisations must demonstrate their commitment to eradicating harassment by swiftly and decisively addressing any reported incidents. This sends a clear message that harassment will not be tolerated, regardless of the victim's race or ethnicity.

I have had the unique opportunity to work closely with timeTo for the past few years, this has opened my eyes to what goes on behind these statistics. Hearing the harrowing stories, seeing peoples displaced guilt and fear only spurs me on to fight harder to eradicate sexual harassment. And having had some time to reflect and digest the findings from this year's All In Census Data Report I believe they should be a wake-up call for our industry. They underscore the urgent need for change and highlight the significant disparities that exist in experiences of sexual harassment among different ethnicities.

As someone who lives at the intersection of these statistics, it's not a case of when we do better to support marginalised communities, it's that we must do better now. It's not just the right thing to do but imperative if we want to build a more equitable and harmonious industry for the future.