Brown came over to her current role in December 2018, but prior to that had spent nearly 19 years with ESPN. She oversees the sales and marketing efforts for the pharmaceuticals category across Disney’s portfolio of brands, including FX Networks and National Geographic Networks. “We should all take the time to ensure that we are seeking out the best candidates of all backgrounds,” she says of the recruiting process. “Sometimes, this might elongate the hiring process, but it is worth it.”
How can diversity be better incorporated into the recruiting process?
Most organizations move at a fast pace, at times that means that we hire great candidates quickly; however, we should all take the time to ensure that we are seeking out the best candidates of all backgrounds. Sometimes, this might elongate the hiring process, but it is worth it. As executives, we should also be responsible for seeking out talent and working alongside our HR business partners to find candidates for positions even when there aren’t openings. When I was in my previous role at Disney, I worked alongside HR to keep our talent pipeline refreshed and current.
Can you share a successful diversity program at your company or one you’ve observed at another company or organization?
In July, TWDC announced the Executive Incubator Program. This program is in an addition to others that will build opportunities for diverse talent including women, people of color, the LGBTQ+ community, military veterans, people with disabilities and others to be represented in front of and behind the camera and will specifically focus on talent who would like to be executives at the company long term.
What questions is the industry not yet asking in its efforts to be more diverse and inclusive that it should be?
Is my organization truly open and welcoming to people of all communities and beliefs? If not, what needs to change in our culture to be authentic and welcoming? Do our employees see the value of having diverse opinions and thoughts in the workplace?