One of Hayes’ top projects in the past year has been rebranding Fox’s internal DEI program to the FOX Culture & Belonging Team. The initiative seeks common ground among people across all spectrums so all employees have the space to be authentically themselves. She also mentors young talent through the T. Howard Foundation, the Tau Omega Graduate Chapter for Alpha Kappa Alpha Sorority and Fox’s internal channel.
Who is an unsung DEI hero? Betty White modeled what active allyship looked like in her support of Black and LGBTQ+ communities during times when it was unheard of. As a Black woman in media, I am grateful for those individuals who, while they didn’t look like me, took me under their wing over the years.
Why do you think DEI has come under attack by some? DEI has come under attack by some in part because of a lack of education around intersectionality. We have more in common with one another than we perceive if we solely base our assessment on race, gender, ethnicity, sexual orientation, or another individual identity facet. There is so much power in moving beyond our biases and letting our guards down to connect on a human-to-human level. The core of DEI is an acknowledgment, acceptance, and an affirming appreciation of who someone is and what they bring to the table.
Advice I would give a recent graduate: I can’t stress enough to recent graduates that building genuine relationships is paramount. You can ‘network’ with 20+ people at an event, but in doing so, you may be spreading yourself too thin. Take your time to converse with people. Ask them questions about themselves and actively listen to their responses. You may find commonalities within your experiences and interests that will sustain meaningful professional and personal relationships for a lifetime.
What do you think is the biggest misconception about diversity within your industry? My industry’s biggest misconception about diversity is that a singular event or initiative can sum it up. Making a sustainable impact on an organization’s culture is only possible through the ongoing, daily actions of the organization. Everyone—from the C-suite to the individual contributors— should understand they are active curators and contributors to shaping the culture. Implementing a consistent communication strategy around initiatives that the company champions, revisiting business initiatives and processes to ensure they consider and reflect the diverse needs of the employee population, and creating an infrastructure for employees to engage in activities that empower them while also aligning with the business are part of a thoughtful strategy that will sustain a culture of inclusivity and belonging that values diversity.