Adiat Baker
Adiat Baker is the Global Diversity Manager at Mintel. Adiat supports diversity, equity and inclusion project implementation globally and assists in promoting Mintel's brand externally as it relates to the DE&I space. Adiat also leads the company's social responsibility group in the US, MintelGives.
February 24th, 2022

Like many organizations, Mintel embarked on a journey to be a more diverse, equitable, and inclusive workplace after the events during the summer of 2020. Over the course of the last 20 months, in a mostly virtual working environment, some organizations struggled to maintain the momentum behind building sustainable Diversity, Equity, and Inclusion (DE&I) programs. I am proud to say that Mintel not only maintained the drive toward being a more inclusive organization, but the company also provided a platform for solution-based conversations led by our employees via Employee Resource Groups (ERGs).

Multicultural Inclusion Network

Over the last year, Mintel’s first ERG in the Americas, the Multicultural Inclusion Network (MIN), has been at the helm of providing a safe space for employees who identify as BIPOC (Black, Indigenous, and People of Color) and/or multicultural, as well as opening the lines of communication regarding very sensitive issues regarding race and ethnicity to the rest of the organization.

In a combined celebration of the observance of Dr. Martin Luther King, Jr.’s birthday in January and Black History Month in February, MIN hosted a presentation on Unpacking Anti-Blackness, a part of their ‘Lighting A Fire’ series, which are educational discussions on provocative topics that directly impact members of the BIPOC communities. Previous themes have included The Latinx Community & Colorism; Who Does This Land Belong To?: Connecting With Our Indigenous Pioneers; and Faith in the Workplace: Exploring the Experiences of Islam, Hinduism, Judaism & Buddism. All topics traditionally viewed by the mainstream business community as taboo, Mintel provided its employees with a platform to confront and unpack historical issues, which is cathartic for the employees from marginalized groups and promotes understanding and action among allies and leadership alike.

In addition to initiating company-wide dialog about historically excluded groups and their needs, MIN also focused on launching supportive programming for underrepresented employees such as a cultural buddy pilot and a two-part professional development workshop, in an effort to attract, retain, and develop a culturally diverse workforce.

The Colours of Change and Empowering Asians in Mintel

Mintel realizes effective change begins with becoming comfortable with the uncomfortable. As such, the company is making room for more voices at the table through the forming of its two newest ERGs in Mintel’s Europe and Asia-Pacific operations serving the BAME (Black, Asian, and Minority Ethnic) and native Asian communities (respectively) to tackle challenges faced by members of marginalized groups globally. The Colours of Change (Europe) and the Empowering Asians in Mintel (Asia-Pacific) both share a mission to serve as a network and resource for their ethnic groups; promote cultural awareness and inclusion throughout their regions; and support talent through leadership exposure and professional development opportunities.

What’s next

Mintel’s company culture is what sets us apart. As such, we will continue to empower and amplify the voices of our Employee Resource Groups as they continue to be thought leaders and agents of change within our organization; propelling us to fulfill our purpose of helping people, businesses and communities grow. If you’re a Mintel employee interested in learning more, please visit the Mintel Diversity site on Mintel Connect. If you’re outside the Mintel organization but interested to know more, clients should speak with their Account Managers. Everyone else, please get in touch.