Black A/E/C Industry SMPS Members and Marketers: A Black History Month Insight in 2022 (Part II)
By Nicole Medina
Last week, we shared some insights from a group of Black A/E/C professionals who are trailblazers in our industry. Our two-part series continues this week with perspectives from marketing/business development experts who are also in the A/E/C industry.
Again, we hope you enjoy hearing our industry colleagues’ experiences and find them to be of value in your own career.
Antonio Payne (CFO at SMPS HQ)
Tell me about your personal journey into the industry – why did you choose a career in the A/E/C industry, and what led you to where you are today?
My background as an association professional led me to SMPS nine years ago. SMPS was looking for someone to lead their finance team. While I am still serving in that capacity as a CPA by trade, my passion lies in doing Diversity, Equity, and Inclusion (DEI) work. Last year, I completed a Diversity & Inclusion certificate program at Cornell University. Since then, I have taken on the role of DEI Advocate for the Society. It has been my most gratifying professional experience to date. I want to create access and safe spaces for all current, past, and prospective members.
What is one thing people should be more aware of about the African American experience in our industry?
The African American experience in our industry is a reflection of our greater society. I have seen the fatigue that seems to have taken hold of certain folks when it comes to discussing issues around diversity, equity, and inclusion. Most of that seems to be rooted in not wanting to discuss race. Race is just one component of diversity. However, we have to keep talking about it. Systemic barriers are neither created nor torn down overnight.
What do you see as the biggest barriers to change in this industry? How is your organization driving that change?
The biggest barriers to change are absolutely the systemic ones. It is important to acknowledge as an industry that inequities exist, that change is good, and that providing access and opportunity to members of marginalized and underrepresented groups will enhance innovation and creativity, and drive change. Oh, and increase the bottom line! At SMPS, we have begun the work of creating a culture where all people feel a sense of belonging. Through the SMPS Foundation, we awarded scholarships to fourteen deserving students from historically Black colleges and universities. We encourage the use of personal pronouns by all members, staff, and speakers. We are providing free DEI content in order to advance the conversation. We are committed to keeping DEI at the core of all that we do.
Danielle Gray, MBA (Creative Director at DG Marketing Co.)
Tell me about your personal journey into the industry – why did you choose a career in the A/E/C industry, and what led you to where you are today?
I’m one of those marketers that fell into the A/E/C industry. Quite honestly, it was a paid internship at a design-build firm in Jacksonville, FL, and that was enough for me. I stayed in the industry because I saw the enormous potential of marketing innovation within A/E/C. Once I started my company in 2016, I began taking on A/E/C clients. and then slowly transitioned into keynote speaking for SMPS.
What is one thing people should be more aware of about the African American experience in our industry?
I’ll start with this – every Black person has their own perspective and in no way can I ever speak for an entire race. With that, people still ask for me to speak on behalf of all Black people, which ultimately creates a lot of pressure to come up with an answer that is inclusive enough for the race. Instead of asking what Black people think, I think people should ask what that particular person thinks about a subject. Black people come from different economic backgrounds, family structures, and experiences – there’s no way to ever believe one thought goes for the entire race. I can’t tell you how many times someone said that their Black friend said something and they believe that it is an absolute for every other Black person. Also, every Black person isn’t fit to be a diversity specialist – being a person of color should not be the only qualification for that position. I’ve been approached with zero experience in that area because I was the only other Black woman.
What do you see as the biggest barriers to change in this industry? How is your organization driving that change?
Barriers are a part of the game. Everyone has some barrier. The biggest barriers are the ones people create in their mind. I wholeheartedly believe that I belong in any room I’d like to be in. I just have to prepare. Overall, the best way to initiate change is through example. I show up as my authentic self with no pressure on race, gender, or sexual orientation. My company, DG Marketing Co., develops brands and content that have soul. As humans, we have way more in common than we have differences, and barriers is one of the things we have in common.
Nicole Medina, CPSM, works as a Strategic Pursuits Coordinator for Harris & Associates, Inc., an environmental, municipal finance, civil engineering, and construction management firm. Nicole is the Director of the Communications Committee with SMPS SFBAC. Connect with her on LinkedIn!
