The actions are simple. Ensuring they work as intended is not. For how you need to redesign your job descriptions, your interview process and your corporate environment to ensure you really do hire, welcome and promote Black talent, watch me on @Zeitguide https://zeitguide.com/thankyou 

A white man emailed @bradgro and me: "Neither of you are remotely qualified to discuss this subject of racism alone and your insistence that you can smacks of white privilege. Pl bring on another POC or 2." I start this @zeitguide with my response to him: https://zeitguide.com/thankyou 

'Black people are exhausted with having to be the ones to talk about racism..It is the responsibility of every single non-Black person, right now, to talk publicly - and privately - about how to end racism and their personal role in ensuring that happens.' https://zeitguide.com/thankyou 

'I'm a fan of radical simplicity. For the corporate world, how you end racism is incredibly simple. Hire, welcome and promote Black talent. Just doing that, will drive enormous change.' I talk to @bradgro @zeitguide about how to end racism in business https://zeitguide.com/thankyou 

"When you hire and promote Black talent, you PAY Black talent. You begin equalizing the MASSIVE pay and wealth gap that is driven by racism. Black talent making the same pay White talent does, begins channelling wealth to Black households and families.' https://zeitguide.com/thankyou 

'When you hire and promote Black talent, you are then role-modelling Black professionals in every possible place at every possible level, to prevent the appalling racist assumption that the Black person is the coffee lady or the janitor.' I talk @zeitguide https://zeitguide.com/thankyou 

'When you hire and promote Black talent, you bring the Black lens to every industry. In advertising, when you have Black leadership, Black ECDs, Black creatives, you reflect the world as it really is in ads, which shape societal attitudes and behavior.' https://zeitguide.com/thankyou 

'The truly appalling and unbelievably insulting response that is all too often made to 'Hire, welcome and promote Black talent': "Diversity's great, but we can't lower the bar." Diversity RAISES the fucking bar.' I talk ending racism in business @zeitguide https://zeitguide.com/thankyou 

'Diversity RAISES the fucking bar. The bar is set SO LOW right now, when the bar is defined by white men. We have not even begun to see how high the bar can be set in every industry, when that bar is set by Black talent.' I talk to @bradgro @zeitguide https://zeitguide.com/thankyou 

'It doesn't matter how many Black people you bring in at the bottom, if you show them nowhere to go at the top. White leaders/managers, hire into equal power with you brilliant Black women and men you feel threatened by.' I talk to @bradgro @zeitguide https://zeitguide.com/thankyou 

'Hire into leadership brilliant Black talent based on potential, not proof. Which by the way is what happens to white men all the time. White male leaders go, "Oh, he reminds me of myself at his age - we reckon he can do the job." I talk to @zeitguide https://zeitguide.com/thankyou 

'For Black talent, different criteria. "Have they done the job before? Done it long enough? Well enough?" Hire Black talent based on potential not proof. Because that brilliant Black talent will never have been given the opportunity to occupy those jobs' https://zeitguide.com/thankyou 

'Hire into leadership in your companies, brilliant Black men and women who haven't done that job before. Because I guarantee you those no 2s and no 3s will do a far better job than the white male leaders who had no obstacles that held them back' @zeitguide https://zeitguide.com/thankyou 

'I get some variant of this call all the time: "Cindy, I want to do the right thing. I want to hire a Black woman or man for this role. Who do you know?" And my response is, "It's not as simple as that. Here are the things you need to do first." @zeitguide https://zeitguide.com/thankyou 

"You've written your job description to appeal to white men. As demonstrated by the fact the comments thread on your post of it on @LinkedIn is full of white men putting themselves forward for it or recommending other white men." I talk to @zeitguide https://zeitguide.com/thankyou 

'It said, 'You'll have a creative track record that makes us jealous.' I said, "No, they won't. Because if you're Black talent you won't have a creative track record that makes us jealous, because you were never allowed to. You never got that opportunity.' https://zeitguide.com/thankyou 

"You need to completely redesign your interview process. Because systemic institutional racism, unconscious bias - and conscious, we give 'unconscious' too much credit, a lot of racism is conscious - is built into every single interview process" @zeitguide https://zeitguide.com/thankyou 

"When companies interview white men and most of the interviewers are white men, they're looking for reasons to hire that white man. When white men interview Black people, women, LGBTQ, the disabled, they're looking for reasons not to hire us." @zeitguide https://zeitguide.com/thankyou 

'You have to completely redesign the process by which you interview, to welcome in and have a chance of hiring Black talent, vs having them be put off from the moment they meet the first interviewer and encounter blatant institutional racism.' @zeitguide https://zeitguide.com/thankyou 

.@bradgro: "But Chief Diversity Officers are Black and brown people." Me: "I'm going to speak for those Black and brown people. They don't want to be the CDO. They want to be the CMO, CEO, CSO. They don't want to be the fucking Chief Diversity Officer.' https://zeitguide.com/thankyou 

'If you're a white man saying, "We want to hire a Black woman in this senior role," and Black women look at your company and see it's full of white men, they're going to go, "Why the fuck would I put myself in there? I know exactly what's going to happen." https://zeitguide.com/thankyou 

'Because you didn't redesign your company to welcome in Black talent. It starts further back, with "How can we, within our company, promote and elevate more of our own Black talent, so when we hire Black talent, they don't see a sea of white male faces?" https://zeitguide.com/thankyou 

'When you hire, welcome and promote Black talent, lead with the least represented: Black women. All of this is intersectional. Lead with older Black women. Because OMG, the pool of brilliance, talent, expertise there that is finding it hardest to progress' https://zeitguide.com/thankyou 

'While you're hiring and promoting Black talent, what do you say to your white employees? A lot of white men and women get v unhappy because they don't realize more for the rest of us doesn't mean less for you. It's not pie. More for us means more for all' https://zeitguide.com/thankyou 

'Every single CEO and leader, when they openly commit to hiring, welcoming and promoting Black talent, should say to their employees, we are anti-racist, and anybody in this company who does not equally subscribe to being anti-racist should leave now.' https://zeitguide.com/thankyou 

'That's what the person at the top of the company should be saying. Because Black talent cannot thrive when white talent is sabotaging it on a daily basis, with microaggressions, all sorts of things Black talent has been putting up with for far too long.' https://zeitguide.com/thankyou