By Yohannan “Yogi” Terrell

CEO & Co-Founder of Warhol & WALL ST.

I’ve been talking about diversity and inclusion a lot lately.

In the last couple of weeks, I’ve met with people in top corporate and organizational leadership positions, and those conversations continue to shed light on how I think about diversity and inclusion. For those companies that are very diverse (and successful as a result), diversity in the workplace is about the skills that your team members bring to the table.

Before, I always looked at diversity as making a concerted effort to have the right mix of people within your organization. I’m realizing now that it comes down to being open. The companies who are successful hold space for all individuals. They look in the Latino community, the African American community, all of these communities, and find these people that are super talented. Then they make the right decisions to get those people on board.

It’s really about being open. If I’m open, then I’m holding space for anyone. It doesn’t matter what color they are, their nationality or sexual orientation or however they may identify. I’m holding space based off of what they bring to the table. I choose to explore my own community as well as other communities to seek out those unique individuals who will help my team grow because I know the result of a diverse workforce.

It’s really about being open. If I’m open, then I’m holding space for anyone. It doesn’t matter what color they are, their nationality or sexual orientation or however they may identify. I’m holding space based off of what they bring to the table.

At Warhol & WALL St., we want diverse perspectives. It’s a core value that’s always worked for us. I purposely seek out different types of people — those that are quirky, diverse, different. I like that vibe. I like different perspectives at the table because, sometimes, you get too many of the same people around and you get the same thing. If everyone thinks from the same point of view, then we produce the same outcome.

We don’t ever want to fit in a box like that. We never want someone to be able to identify our style by its consistency, or our approach by its similarities. I want each project to be distinctly different and uniquely creative. To do that, it takes talented people. But it also takes talented people from diverse backgrounds, diverse trains of thought and diverse experiences.

I want each project to be distinctly different and uniquely creative. To do that, it takes talented people. But it also takes talented people from diverse backgrounds, diverse trains of thought and diverse experiences.

This outlook also gives us an edge because of the nature of our business: We are about engaging people. If we launch a campaign in the urban community, we understand that perspective. If we launch a campaign for college kids, we seek out that perspective. The best way to reach these different communities is to have someone like that on your team. We have to reflect who we’re reaching.

That’s what diversity and inclusion looks like in our office. As we continue to grow, my ideas about diversity become more nuanced and open-minded. You have to adapt and change. Otherwise, you’re just standing still.

And we never stand still.