Belonging Isn't Optional, It's Everything.

2025 has been a year of contradiction. More companies are talking about culture, equity, and mental health…

Yet belonging feels more fragile than ever.

Let’s talk numbers:

📉 According to the latest Bureau of Labour & Statistics (BLS) data: Unemployment in the U.S. is 4.3% overall; yet when we look at demographics of racialized women (minority groups) their unemployment data is higher than the average: Black women at 6.7% and Latin women at 5.5%. While Peoples Living with Disabilities and 2SLBGTQI+ professionals face unmeasured but rising displacement due to layoffs hitting ERG-heavy roles, DEI teams, and comms departments

📉 Meanwhile, in Canadian PR & communications, CPRS (Canadian Public Relations Society) released its State of the PR Industry report powered by SOPR-GPT. When asked: "Is Canada's PR & Communications Field Truly Welcoming and Open to All? Short answer: No — not fully. While the field expresses inclusive values, the actual experience of belonging, advancement and voice remains uneven, especially for people of colour, LGBTQ+ professionals, women, and people living with disabilities."

📉 PoCAM’s (People of Colour in Advertising & Marketing) Visible & Vocal 2024 study shows the same thing in advertising and marketing with survey respondents reporting that incidents of micro-aggressions and discrimination have actually INCREASED to levels that are higher than before the (short-lived) 2020 racial awakening, after the murder of George Floyd.  

So here’s the kicker:

When someone from an equity-deserving group (especially Women & Black peoples) makes it into leadership, they’re often reduced to one ugly phrase: “DEI hire.”

Let’s be clear: that term is a dog-whistle. A way to question legitimacy. A shortcut to undermine value.

In the face of all this, it’s no wonder many are burnt out, checked out, or walking out; which has a negative impact on productivity, employee retention, and ultimately your organization's bottomline. And people managers appear to be blind to this fact.

This is why I started Breakfast Culture™.

Because behind the data are people. And we’re here to help organizations go from performative intent to structural belonging. Past clients have engaged with us to address four common issues: racism, sexism, ableism, and queerphobia. Our proven Workplace Culture Assessment Tool helps organizations discover root causes for these forms of discrimination and more importantly uncovers blindspots of other potential areas for improving belonging; e.g. ageism, neurodiversity, religion, anti-fat bias, and more... 

Creative sectors like PR, marketing, advertising, and design don’t just shape culture — they are culture. And if we want real inclusion, it must be designed, measured, and lived. Other industries report similar challenges for women, people of colour and other equity-deserving groups.

Please consider working with Breakfast Culture if your organization...   

✅ Wants to increase revenue, reduce attrition, and improve brand trust?

✅ Wants to stop the revolving door of “representation without power”?

✅ Wants to move beyond the checkbox?

Let’s talk. I’ve got one-page case studies from past clients to show what’s possible.

Or book a 30-minute call today.

- Jefferson Darrell, Founder & CEO

www.BreakfastCulture.ca 

Let’s break some eggs!