In an exclusive interview with CanadianSME, Heather Cameron, Director of Brand & Creative at DoorDash Canada, underscored her advocacy for 2sLGBTQ+ inclusivity. Heather shared her insights on the challenges and complexities of Diversity, Equity, and Inclusion (DEI) and offered potential solutions to alleviate these issues. She emphasized the measurable actions organizations should consider to enhance diversity and inclusion and proposed strategies to track their progress. Sharing her collaborative approach with different teams to foster a DEI culture, Heather also highlighted specific initiatives she has spearheaded throughout her career. With an eye on the future of DEI, she voiced her aspirations for change and advancement in the professional space and suggested the roles that individuals and organizations can play to turn this vision into a reality.
Heather Cameron, Director of Brand & Creative at DoorDash Canada, a proud 2SLGBTQ+ leader and “Ma” to 6 year old twins Hank and Rhys. She has followed a non-linear career path holding agency, publisher and client side roles. Heather has produced business driving work, change making programs and award winning creative in her current role and throughout her career across iconic brands like HGTV, The Food Network, Microsoft, Rogers, and Walmart. She embraces the hustle every day and loves every minute of it.
What inspired you to focus your brand advocacy efforts on spotlighting2sLGBTQ+ inclusivity? Can you explain the importance of this issue and the impact it can have on individuals and organizations?
As a member of the queer community, I am committed to advocating for equity and promoting inclusivity. Throughout my career, I have prioritized aligning with companies that share my values. I expect organizations to authentically communicate where we can get better through concrete actions and also to foster a strong commitment to representation and ally ship. It is important to me that organizations first align their mission and policies with shared principles and action to progress equity and inclusivity, and then extend that commitment externally to brand advocacy to drive meaningful change.
In your experience, what are some of the common challenges that organizations and individuals face when navigating the complexities of DEI? How can they overcome these challenges and create meaningful change?
In my experience one of the most common challenge is taking the time to acknowledge what needs to be done. Working on DEI initiatives requires cross-functional collaboration, clearly defined metrics tied to actionable plans with owners, and engagement with the broader community to gain insights into best practices. I have also learned over the years to prioritize my own personal wellness, to protect my energy, and create the space needed for processing the emotional weight that often accompanies this work.
What are some of the measurable actions that organizations should consider when it comes to alleviating the issues of diversity and inclusion? How can companies effectively implement these actions and ensure they are making progress?
To echo the previous question, I think it’s critical that we create an environment that encourages people to be curious, proactive, and communicative. To achieve this we need to hold a safe space where individuals of all backgrounds can express themselves and be heard. If there are voices missing at the table, find them. Listening then needs to move into action with defined goals, accountability and a plan to get there. There is no end, this is an ongoing process and a way of working that needs to be supported at all levels.
Throughout your career, what are some of the ways collaborate with different teams and stakeholders to foster a culture of diversity and inclusion? Are there any specific initiatives or programs that you have implemented to promote DEI within your career?
Culture is a team sport and throughout my career I have been privileged to work alongside peers and allies that practice this every day. Over the years and within different organizations my lived experience has allowed me the ability to reframe things from a different perspective and create the space for more voices to be heard. I’ve been part of teams and assembled teams that can discern the perspective behind policies and actions, effectively communicating overlooked aspects, and proposing clear paths for improvement. When we know what to change, we can get to work changing it.
“Tell me about the culture…”, we have all gotten that question from potential employees and have asked it ourselves. It’s a great question. It’s an important question. I think an equally important question that needs to come from hiring managers is “tell me about how you contribute to and uphold culture.”.
What are your plans for driving change in the future? Are there any specific initiatives or goals that you hope to achieve in the realm of DEI within your career?
I am here to empower and create space for positive change. I am committed to actively listening, taking decisive action, and aligning those actions with the investments made, both internally and externally. I am grateful to be part of an organization with shared values. In my current role, with an amazing team and dedicated partners this looks like active involvement in the DEI employee experience, levelling the playing field with investments in Women’s Sports through Project 8 and the WNBA, alignment of social giving in relationship to our business and to our values, and showing up all year round with BlackFoodEnergy, Made by Women and Kitchens without Borders programs increasing exposure and access to business accelerators and grants for under supported entrepreneurs. Within the community, I have had the pleasure of mentoring youth entrepreneurs facing mental health and addiction challenges with the amazing organization RISE for the past 7 years. It fills my cup.
How do you envision the future of diversity and inclusion in the professional space? What changes or advancements do you hope to see, and what role can individuals and organizations play in making this vision a reality?
I actively work to keep my mind in the present. What I hope to see more of from the marketing industry right now is the rhythm of acknowledging DEI at key moments in the year translated into action plans that address the issues at hand all year long.
If you’re hoping to foster DEI within your workplace, first and foremost, take the time to understand the landscape you’re playing in, how the current objectives benefit and detract under-supported groups, and what areas of opportunities need to be addressed imminently to improve diversity including both the seen and unseen, and work towards inclusivity within your company and team. I strongly recommend prioritizing your own wellness and energy and finding your people that will put the work in towards progress, it won’t be everyone, but they are there. I know they are.
