What’s on comms leaders’ minds?

Insights

DEI

By Global Gateway Advisors

February 28, 2025

In today’s edition, we share insights from our salon dinner, “Navigating Communications Strategy + Reputation in the 2025 Environment,” with corporate tech, nonprofit, and global policy communications leaders, along with a roundup of media news and moves.

Coming soon: A deep dive into today’s media landscape
 Amid plummeting trust in traditional media, a decline in readers and viewers, and the meteoric rise of AI and newsfluencers, Global Gateway Advisors will soon release our 2025 report on the media landscape. It includes our latest insights and recommendations for communicators. Keep an eye out next week.

Comms leaders discuss challenges in a noisy environment

Communications leaders are struggling to sort through priorities and determine whether, when, and how they should say anything (and to whom) with the flood of issues coming out of Washington, D.C.

This week in Seattle, Global Gateway Advisors brought together a select group of corporate affairs and communications strategists to talk through these challenges under Chatham House Rules.

Several common themes emerged during our conversation:

  • There is an avalanche of news and activity impacting every sector, and every organization is grappling with how to respond to each new event. Perhaps unsurprisingly, the most prevalent topic on communications leaders’ minds is diversity, equity and inclusion.
  • Organizations are navigating the topic knowing that some language they use comes with inherent risk. Many felt that changing words does not change their values.
  • Some leaders said their CEOs are relieved to step back from the spotlight on DEI – not because they disagree with the principles, but due to general discomfort with discussing these issues when they are not connected to business goals.
  • Still, we heard a shared acknowledgment that employees expect their organizations to uphold company principles and values. Diverse voices are essential for organizations to innovate and thrive.

Here are our key takeaways to guide communications strategy and reputation management in the months ahead.

  1. Lead with your values: There is no one-size-fits-all playbook, but every organization should ensure messaging tracks closely with their values. One attendee suggested that communicators look to the future: “You don’t want to make a statement today that four years from now will show you weren’t true to your values.”
  2. Learn from your peers: Engage your network to discuss which approaches are working, which tactics are ineffective, and how others are handling this environment. Don’t feel pressured to respond to everything. It’s acceptable to wait and see how issues develop before taking a position.
  3. Internal communication is critical: Employees know whether messaging is hollow. Many organizations are focused on internal communications to reassure and provide clarity for employees, rather than making external statements.

What’s next: Reach out if you’re interested in joining our upcoming salon dinners in New York City or San Francisco.

Media news + moves

  • Jeff Bezos announces major changes to WaPo opinion pages:“We are going to be writing every day in support and defense of two pillars: personal liberties and free markets,” Bezos wrote to the paper’s staff. “We’ll cover other topics too of course, but viewpoints opposing those pillars will be left to be published by others.” Opinion editor David Shipley is leaving the organization in response to the change.
  • Meta begins signups for Community Notes: Following the platform’s decision to end its third-party fact-checking program and switch to a Community Notes model, users can now sign up to be the first contributors to the program.
  • Axios launches premium media product: Axios introduced the Media Trends Executive Membership ($495/year), providing in-depth insights, actionable data, exclusive events, and networking opportunities with industry leaders, curated by media correspondent Sara Fischer and reporter Kerry Flynn.
  • BuzzFeed rolls out BF Island: A new social media platform from BuzzFeed was built “specifically to spread joy and enable playful creative expression,” allowing users to leverage AI to create and share content. BuzzFeed founder and CEO Jonah Peretti wants to counterbalance the SNARF (stakes, novelty, anger, retention, and fear – his term) that has dominated social content.
  • Substack doubles down on video creators: The company announced last week that it will allow creators to monetize their videos on the platform and publish video posts directly from the Substack app.
  • STAT launches newsletter on AI in medicine: STAT debuted AI Prognosis, a weekly newsletter authored by Brittany Trang, exploring the role of artificial intelligence in science, medicine, and health.

Media moves

  • The Verge hired Marina Galperina as senior technology editor.
  • Bloomberg promoted Mark Gurman to managing editor for global consumer tech.
  • Bloomberg hired Madison Darbyshire, formerly at the Financial Times, as a senior writer for Bloomberg Weekend.
  • Business Insider senior reporter Geoff Weiss is rejoining the media desk, with a focus on companies like YouTube and Netflix.
  • Ece Yildirim joined Quartz as a staff reporter focusing on tech and innovation.
  • James Fontanella-Khan was named U.S. finance editor at the Financial Times.
  • Kat Tenbarge, formerly a tech and culture reporter at NBC News, left the organization to launch a newsletter, Spitfire News.
  • Oliver Darcy’s Status media newsletter (featured this week in The Wall Street Journal) hired Jonathan Passantino, a CNN deputy managing editor, as executive editor.
  • Departures…
    • Manish Singh, a senior reporter at TechCrunch, is leaving after six years to pursue a new opportunity.
    • Tom McKay, a senior reporter for Morning Brew’s IT Brew newsletter, is also leaving for a new role.

by Global Gateway Advisors

Adapting to policy shifts: Trade and DEI updates

Insights

DEI

By Global Gateway Advisors

February 7, 2025

Sweeping changes are coming out of D.C. at an unprecedented pace, signaling four years of seismic shifts ahead that will require organizations to stay agile.

In this edition, we explore the potential impact of tariffs on your organization and best practices to communicate with clarity about trade policy. We’re also providing an update on the latest in diversity, equity, and inclusion initiatives.

Craft clear messaging for tariff policy changes

President Trump’s trade policies are off to an uneven start. The 10% tariff on Chinese goods went into effect on Tuesday, prompting Beijing to declare several retaliatory tariffs. However, the proposed 25% tariffs on Canadian and Mexican goods are each on hold for 30 days as Trump extracts concessions from the two countries related to border security and efforts to curb fentanyl trafficking.

The big picture: Tariff reverberations will be felt across the board, beyond only those working directly within the targeted import/export sectors.

  • If tariffs go into effect as initially proposed, the Tax Foundation estimates they would effectively tax U.S. households an additional $830 this year, while experts predict the average household would lose more than $1,000 in purchasing power.
  • On an organizational level, tariffs could increase costs, disrupt supply chains, and strain stakeholder relationships, requiring strategic adjustments to mitigate the effects.

Go deeper: A recent survey found 82% of executives said the new tariffs are prompting strategic adjustments, while 72% acknowledge the need to adjust supply chain pricing strategies to navigate the volatility.

Balancing diverse audiences: Communications must reach a range of audiences – including policymakers, members, and consumers – with differing attitudes toward the efficacy of tariffs, the rationale of their imposition, and the ability to withstand their impacts.

  • Trade and industry bodies are motivated to maintain a positive working relationship with the Trump administration, despite the reported potential negative impacts of tariffs.
  • Members of trade associations and industry bodies have rationale to oppose tariffs, which threaten to increase costs and curtail exports.
  • Consumers are inundated with mixed messages on tariffs, leading to confusion, apprehension, and sometimes panic.

What leaders are saying:

  • “Manufacturers understand the need to deal with any sort of crisis that involves illicit drugs crossing our border, and we hope the three countries can come together quickly to confront this challenge. At the same time, protecting manufacturing gains that have come from our strong North American partnership is vital.” – Jay Timmons, President & CEO, National Association of Manufacturers
  • “The plastics industry recognizes the importance of securing our borders and combating illegal drug trafficking to protect American communities. A strong and secure nation is fundamental to economic growth and industrial stability. PLASTICS is concerned about the new tariffs and their impact on U.S. plastics manufacturing and jobs. While we understand President Trump’s rationale, a blanket tariff policy could have significant economic consequences, disrupting the movement of essential machines, products, and materials that keep American manufacturers running.” – Matt Seaholm, President & CEO, Plastics Industry Association
  • “America can compete by safeguarding access to low-cost, essential imported inputs and securing fair, competitive access to key customer markets around the world. ACC wants to work constructively with the Administration to advance a trade agenda that addresses genuine challenges to our supply chain resiliency. Together, we can help stop circumvention of tariff protections and advantage U.S. based production and exports by expanding science-based regulatory approaches that will continue to grow our competitiveness while also ensuring advantage to trading with trusted partners.” – American Chemistry Council

 

The ever-changing landscape for diversity, equity, and inclusion

Leading up to the election, we covered the divisiveness around diversity, equity, and inclusion. A few weeks into Trump’s second term, the efforts to dismantle these initiatives have accelerated significantly.

Catch up: Trump’s executive order terminated diversity, equity, and inclusion programs in the federal workforce, placed staff on leave, and banned “special observances” like Black History Month, a move seemingly at odds with his proclamation announcing “February 2025 as National Black History Month.”

The new executive order also aims to curtail diversity, equity, and inclusion in the private sector, stating that federal agencies will identify “up to nine potential civil compliance investigations” of publicly traded corporations, nonprofits, and universities, among others.

How the investigations will be chosen remains unclear. “Until those nine are announced, it’s going to cause others to be risk-averse,” Kenji Yoshino, a constitutional lawyer at NYU and advisor to Fortune 500 companies, told the New York Times.

  • Meta, Aldi, Google, McDonald’s, Target and other companies have scaled back or adjusted diversity efforts. Target, for instance, ended its program for minority-owned products. NPR today reported that GM, Pepsi, and Disney removed specific references from their investor reports.
  • Meanwhile, Costco, Apple, Netflix, e.l.f. Beauty, Pinterest, Microsoft, and JPMorgan have reaffirmed their diversity commitments.
  • Some organizations are taking a middle ground by “reframing” diversity initiatives, often replacing “diversity” with terms like “inclusivity” and “belonging.”

What’s next: Organizations can take steps now to address the shifting environment.

  • Assess and adapt: Review programs, align with regulations, and adjust focus or language to reflect evolving priorities while preserving the organization’s core values.
  • Stakeholder engagement: Prioritize audience needs and maintain open channels of communication with employees, shareholders, and communities to understand their perspectives and concerns.
  • Monitoring and flexibility: Stay informed about ongoing policy changes and be prepared to pivot strategies as needed.

Upcoming events on our radar

  • Axios What’s Next Summit (March 25) will explore how government, business, and technology operate and succeed in a shifting landscape shaped by a new administration and rapid advances in AI.
  • Semafor’s 2025 World Economy Summit (April 23-25) bills itself as the largest gathering of Fortune 500 leaders in the U.S. Co-hosted by David Rubenstein, Ken Griffin, Penny Pritzker, and Henry Kravis, the event will explore solutions to expand the global economy while highlighting actionable insights on key challenges.

Media updates

Media news:

  • LinkedIn’s video push: The platform has been actively engaging video creators, and it’s paying off. Short-form video is the fastest growing content type, as more brands see LinkedIn as a valuable space for marketing investment. Meanwhile, the platform recently improved its advertising attribution models.
  • News for CEOs: The Wall Street Journal launched its CEO brief, a daily newsletter led by Alan Murray that hit inboxes for the first time this week. Likewise, Semafor launched The CEO Signal, an invitation-only weekly newsletter for leaders of companies with revenue of $500 million+.
  • Reuters’ Middle East expansion: The news organization is launching an Arabic website aimed at readers in the Gulf. It is also expanding its global leadership summit, Reuters NEXT, to Abu Dhabi in October.
  • White House welcomes “new media”: In her first briefing as press secretary, Karoline Leavitt invited nontraditional media to apply for coveted White House press credentials. “We welcome independent journalists, podcasters, social media influencers, and content creators to apply for credentials to cover this White House,” she said. As we wrote last month, 2025 is the year of the newsfluencer.
  • Trump floats TikTok solution: Trump signed an executive order this week to establish a U.S. sovereign wealth fund, suggesting it could eventually purchase the embattled platform.
  • And, another newsletter: Veteran NYC journalists Lachlan Cartwright and Ravi Somaiya are launching Breaker, a weekly newsletter and podcast spotlighting power and culture in downtown Manhattan through a media lens.

Media moves:

  • CNN Business hired Lisa Eadicicco as its technology editor.
  • The New York Times’ Jess Testa is transitioning to the business desk to cover media.
  • Alex Konrad is leaving his position as senior editor at Forbes to “build something new.”
  • CNN anchor Jim Acosta left the news network after nearly 20 years following its decision to move his time slot from 10 a.m. to midnight. Acosta has since launched a Substack, The Jim Acosta Show, which has already garnered more than 120,000 subscribers.
  • Bloomberg hired Alex Chapman as an Asia-Pacific digital editor.
  • MarketWatch tech editor and San Francisco bureau chief, Jeremy Owens, is leaving the news organization in search of a new opportunity.
  • Bloomberg News reporter Jessica Nix is joining the publication’s health team.
  • The Wall Street Journal Leadership Institute hired Gwendolyn Bounds as senior vice president and head of content.
  • Newsday named Leema Thomas deputy assistant managing editor for business coverage.

by Global Gateway Advisors

Maximizing Event Strategy: Insights for 2025

Insights

DEI

By Global Gateway Advisors

March 28, 2025

Five years after COVID-19, C-suite events and communities are back in full force — and are undeniably different from pre-2020. The way we engage, network, and experience conferences has been reshaped by new technologies, changing executive expectations, and a growing demand for hybrid formats.

In today’s newsletter, we’ll dive into the principles defining the 2025 events and memberships landscape.

ICYMI: Global Gateway Advisors released the 2025 Copernicus Media Landscape Report, delivering key insights to help communications leaders navigate the evolving landscape.

Optimizing the value of C-Suite Events

For years, industry conferences and events have been essential for organizations looking to drive thought leadership, establish credibility with key stakeholders, and strengthen connections within their industry and beyond.

By the numbers: 71% of attendees believe in-person B2B conferences offer the most effective way to learn about new products or services. 

The event industry as we know it is changing. Here are key trends to inform your events strategy.

Paid sponsorships are proving to be a game-changer 

While securing earned speaking opportunities for executives has always been a primary focus, the landscape has changed. Paid sponsorships — though a considerable investment — now offer increased value, providing editorial engagement and coverage, customer prospecting, digital and social content, and brand visibility among key stakeholders.

Next steps: Align marketing and corporate communications strategies to maximize impact and leverage paid opportunities effectively.

The full C-suite bench is getting involved

The entire C-suite (CEO, CFO, COO, CIO, CCO, etc.) is becoming more active event participants — many through dedicated media-led communities. Leaders are utilizing stage time, media interactions, and networking to enhance their organization and personal visibility. They’re also using these groups to learn and engage with their peers on the biggest challenges they face.

Embrace the power of small gatherings

Hosting your own event may seem daunting, but small, intimate gatherings are thriving this year. These events allow for meaningful connections and deeper engagement without the need for extensive resources. Smaller gatherings also reflect shifting attendee preferences for more personalized, impactful opportunities as people become more selective about where they allocate their time.

Next steps: Consider leveraging your network and/or partnering with a media outlet to host a small-scale event that aligns with your strategic goals and resources.

In-person vs. virtual: The conference debate

In-person meetings remain the preferred choice for professionals, even in an AI-driven world, but virtual conferences are proving to be effective for fostering formal interactions and collaborations.

The big picture: 60% of conference organizers expect in-person attendance to increase in 2025, according to Convene.

  • Virtual conferences offer unique advantages, such as convenience and broader reach, which are increasingly being recognized by professionals.

What’s next: As the landscape continues to evolve, organizations should strategically leverage both formats to maximize engagement and collaboration opportunities.

Mastering media engagement at events

Engaging with media on-site at events requires strategic planning. Identify key journalists in advance, prepare clear messaging, and designate spokespeople. Offer exclusive insights, facilitate interviews, and provide media-friendly materials to maximize coverage.

Next steps: Follow up post-event and leverage social media to highlight coverage.

Which event is right for you?

A great event may meet a single set of criteria — like getting in front of high-value clients. Or, it can serve multiple purposes, from engaging media about your strategic vision to rolling out a new product. Even if an event only helps a brand do one thing really well — it’s worth considering. 

Each event should also be considered in the context of the overarching strategic plan. What does a business and leader want to accomplish over the next year? Or, the next three years? If the event is likely to get a team closer to goal, that’s a positive sign.

Particularly within exclusive, C-suite events there is an increasing return over time as executives (and the top-tier journalists that follow these leaders and their companies) are in the same places, engaging in conversations on the issues they collectively care about.

This element can be harder to measure initially, but over time can often equate to increased inbound speaking opportunities — deepened relationships with organizers, increased media opportunities, brand recognition and affinity and so much more.

Next steps: Do the research to know where peers, clients, and customers are engaging. Consider if more touch points in those places is important, or if there are other opportunities to break out and distinguish a leader or company. Work across Marketing, Events, Communications, and other teams to recognize the true value that a successful event can bring. Create measurable goals and track progress over the long-term.

We regularly partner with clients to navigate where to make investments, how to best engage with organizers, and the steps needed to ensure a great event. If you would like to learn more about how Global Gateway Advisors can navigate the 2025-2026 events season, please reach out to info@gga.nyc.

Anchor events for 2025 executive participation

Top-tier Media Events 

  • Semafor World Economy Summit (April 23-25, Washington, DC) Against the backdrop of the World Bank and the International Monetary Fund Meetings, Semafor brings together preeminent figures and power brokers across the global economy, including co-chairs David Rubenstein, Ken Griffin, Penny Pritzker, and Henry Kravis to discuss the state of the global economic landscape.
  • Milken Institute Global Conference (May 4-7, Los Angeles)
    The 28th annual Global Conference gathers the world’s brightest minds to address urgent challenges and unlock opportunities in health, finance, business, technology, philanthropy, and society, aiming to find solutions for a sustainable, equitable, and resilient future.
  • Fortune Brainstorm AI London (May 6-7, London) Fortune Brainstorm AI gathers technologists, entrepreneurs, Fortune Global 500 executives, investors, policymakers, and leading experts to explore the most pressing questions about AI. The event focuses on the business community’s shift from planning for AI to actively implementing it.
  • Financial Times  Pharma and Biotech Summit (May 15, New York City)
    Organized by FT Live and Endpoints News, the event brings together top executives, investors, and experts to discuss the future of life sciences, AI-driven innovation, and workforce transformation.
  • Fortune’s Workplace Innovation Summit (May 19-20, Dana Point, CA) HR and executive leaders from Fortune 500 companies, startups, investment firms, government, academia, and culture-making sectors will convene to discuss the future of work. Highlighted topics include AI and HR tech, company culture, upskilling and reskilling in an AI-driven world, and diversity and inclusion. Indeed is the founding partner.
  • WSJ Future of Everything (May 28-29, New York City) The Wall Street Journal’s largest live event unites major newsmakers from across the Journal’s key areas — business, tech, economics, sports, streaming, and style — to explore the future through their unique perspectives and address today’s most pressing questions.
  • Axios AI+ Summit: NY (June 4, New York City) Examine the forces driving the global race to dominate AI, the current landscape of enterprise AI, and how industries such as finance, healthcare, and media are grappling with rapid changes as a result.
  • Bloomberg Tech (June 4-5, San Francisco) Senior Executive Editor Tom Giles and Bloomberg Originals Host and Executive Producer Emily Chang bring together CEOs, tech visionaries, and industry icons to discuss AI, advanced robotics, quantum computing, and the increase in state-sponsored cyber attacks.
  • Fortune’s COO Summit (June 9-10, Scottsdale) Highlighting operational excellence in an age of AI, this summit will cover topics such as optimizing talent, C-suite relationship management, and industry deep dives. The event promises high-level networking, engaging hands-on workshops, and expert-driven thought leadership.
  • WSJ CEO Council Summit (June 10-11, London) Amid rising nationalism, geopolitical threats, and growing tariffs and protectionism, the Wall Street Journal CEO Council will convene to discuss ‘The New Era of Globalization.’
  • Cannes Lions International Festival of Creativity (June 16-20, Cannes) The advertising and communications industry comes together to showcase top work from around the world, creating a space for insights from influential thought leaders, ideas from innovative companies, inspiration from all corners of the creative marketing community, and global networking.
  • Aspen Ideas Festival (June 25-July 1, Aspen) Explore critical issues and uncover awe-inspiring ideas through panels, interviews, lectures, and interactive sessions that address topics shaping the AI revolution, business and the economy, the role of art in our lives, geopolitics, sports, leadership, and more.
  • Fortune Brainstorm Tech (Sept. 8-10, Park City) Leading thinkers gather to discuss the role of technology in society and tackle the most pressing problems at the intersections of Silicon Valley, Wall Street, Washington, and Hollywood. This year’s topics include the next chapter for cryptocurrency and the resurrection of fintech; rising privacy and cybersecurity risks; AI and hyper automation in the workplace; and collaborations in aerospace and defense tech, among others. Qualtrics is an event sponsor.
  • Fast Company Innovation Festival (Sept. 15-18, New York City) Thousands of makers and innovators from across the globe — exceptional leaders and doers shaping the future — will gather for four days of inspired conversation, purposeful networking, and meaningful takeaways.
  • The Atlantic Festival (Sept. 18-20, New York City) Expect discussions with leading thinkers and cultural icons, exclusive book readings, film screenings, and performances. 

 

Global Gatherings 

  • World Bank Group/International Monetary Fund Spring Meetings (April 21-26, Washington, D.C.) Global central bankers, finance ministers, private sector leaders, and other stakeholders convene to discuss global economic policy issues.
  • World Health Assembly (WHA) (May 19-27, Geneva, Switzerland) Delegates from WHO member states gather to review global health polices, agendas, and budgets for the upcoming year.
  • 2025 G7 Summit (June 15-17, Alberta, Canada) Meeting of heads of state and government of G7 member countries: Canada, France, Germany, Italy, Japan, United Kingdom, United States, and the European Union.
  • 2025 NATO Summit (June 24-26, The Hague, Netherlands) Heads of state and government, and ministers of defense from NATO member states gather to discuss threats facing the bloc and defense preparedness. Alongside the NATO Summit, the NATO Public Forum will bring together 500 politicians, experts, journalists, and young people for discussions and events over two days.
  • BRICS Summit (July 6-7, Rio de Janeiro, Brazil) Leaders from BRICS member states gather to discuss global south cooperation.
  • UN General Assembly (UNGA 80) (Sept. 9-23, New York City) High-level gathering of all UN member states to debate topics of international importance and deliver addresses to delegates.
  • APEC CEO Summit (Oct. 28-31, Gyeongju, South Korea) Annual summit of business, finance, and government leaders from Asia Pacific Economic Cooperation member economies.
  • Future Investment Initiative 9th Edition (Oct. 27-30, Riyadh, Saudi Arabia) Annual gathering of global policymakers, heads of business, and finance leaders organized by the Saudi Public Investment Fund.
  • United Nations Climate Change Conference (COP 30) (Nov. 10-21, Belém, Brazil) Annual summit of parties to the UN Framework Convention on Climate Change to assess progress on and establish new benchmarks for combatting climate change.
  • Financial Times Global Pharma and Biotech Summit (Nov. 11-12, London)
    This annual event delves into the latest trends in life sciences, featuring industry leaders discussing advancements in drug discovery, clinical trials, market access, and patient engagement, all within a rapidly changing landscape shaped by technological breakthroughs and regulatory challenges.
  • 2025 G20 Summit (Nov. 22-23, Johannesburg, South Africa) Leaders of the world’s 20 largest economies convene to address global economic and policy challenges.

Media updates

What we’re reading and watching:

  • The Signal saga. Cabinet officials and senior White House staff members added Jeffrey Goldberg, editor-in-chief of The Atlantic to a Signal chat where they discussed details about an upcoming attack in Yemen. The Wall Street Journal reported that downloads of the encrypted messaging app “are double what they were last week.”
  • CNBC adds new international shows, including “U.S. Markets Edition,” which will highlight key insights from the network’s U.S. programming to a global audience, along with Asia-focused “The China Connection” and “Inside India.”
  • Alex Konrad launches new media brand. The former Forbes senior editor debuted Upstart Media earlier this week, which focuses on in-depth coverage of the startup ecosystem, and the opportunities and challenges they face. For now, expect a twice-weekly newsletter on Substack, with video interviews, a podcast, and events to come.
  • Yahoo sells TechCrunch to investment firm. The 20-year-old tech journalism site was sold by Yahoo to Regent, a media investment firm that recently acquired Foundry, the parent company of several online tech publications.
  • Megyn Kelly introduces podcast network. MK Media will launch in April, with journalist Mark Halperin, columnist Maureen Callahan, and influencer and political commentator Link Lauren as some of the first hosts.
  • Ziff Davis acquires TheSkimm. The newsletter, notable for its highly engaged millennial female audience, has been acquired by Ziff Davis. It will be part of Everyday Health Group, Ziff Davis’ health content arm.

Media moves:

    • Former Axios business reporter Hope King launched Macro Talk, a LinkedIn and YouTube-based media brand focused on content for workers worried about their jobs and industries. See her first few episodes here.
    • Melia Russell is launching a new beat at Business Insider, exploring how AI is transforming legal and professional services
  • The Wall Street Journal announced a slew of new editors: Kate Linebaugh as corporate editor, Vanessa Fuhrmans as life & work bureau chief, Wilson Rothman as deputy tech & media editor, Colin Barr as breaking-news editor for BFE, and Lauren Pollock as energy editor.
  • Ben Fritz, formerly The Wall Street Journal’s artificial intelligence editor, is now covering the entertainment industry for the publication.
  • Frederic Lardinois, senior enterprise editor at TechCrunch, leaves to join The New Stack as senior editor for artificial intelligence.
  • MarketWatch hires Laila Maidan as tech and investing reporter.
  • Business Insider senior features reporter Anna Silman is leaving to freelance. 
  • Tim Baysinger, who has been covering media deals at Axios, is leaving.
  • Emma Goldberg pivots to the New York Times Styles Desk after reporting on workplace culture. She will focus on illuminating how people live, work, create and consume culture. 
  • The Information hired Evan Robinson-Johnson to cover Tesla, SpaceX, and other businesses run by Elon Musk.
  • CNN hired Andrew Kirell as a senior media editor.
  • The Wall Street Journal reporter Aaron Tilley is returning to The Information to cover Apple.
  • Sarah Owermohle joined CNN to cover health policy and politics.

by Global Gateway Advisors

From D.C. to Davos: Business leaders react to Trump’s first days

Insights

DEI

By Global Gateway Advisors

January 24, 2025

Amid a surge of executive action since President Trump took office, organizations are focused on staying agile, getting ahead of reputational risks to their business, and developing communications strategies that meet the moment. In this edition, we’ll cover how to navigate executive orders, what’s driving the conversation at Davos, and key media and tech industry shifts impacting our work.

Have a specific question or topic you’d like us to cover? A comment on something we’ve written? We welcome the conversation. Email us at insights@gga.nyc.

Trump administration spotlight: Bracing for impact

On Monday, President Trump declared “the golden age of America begins right now” and signed a flurry of executive orders aligned with his promises on the campaign trail:

  • Ending DEI programs within the federal government
    • Directing federal agencies to investigate private-sector DEI initiatives
    • A federal hiring freeze
    • Ending birthright citizenship
  • U.S. withdrawal from the World Health Organization
  • U.S. withdrawal from the Paris Climate Agreement 
  • 25% tariffs on Mexican and Canadian exports

Preparedness is key: Working together, we can align your internal stakeholders to address important questions raised by these actions:

  1. How do these developments impact our business, from employees to supply chains? How do we communicate guidance to employees when the implications of many actions are unclear?
  2. Will we maintain or change our approach to DEI, from how we talk about it, to which initiatives we champion, to the advocacy groups we support? Will our threshold for engagement in current events change compared to previous years? 
  3. Will our threshold for engagement in current events change compared to previous years?

What they’re saying: Global Gateway Advisors is tracking public responses by companies, organizations, and their leaders to inform your planning.

Go deeper: Before the U.S. presidential election, DEI programs were becoming increasingly politicized and controversial, and the scrutiny is expected to intensify under the Trump administration. We recently outlined why DEI policies matter and how we see them evolving.

Davos 2025 Dispatch: AI and the world under Trump 2.0

Across the Atlantic, global CEOs and C-suite leaders gathered in Davos for the annual World Economic Forum Annual Meeting. While there were some notable high-profile absences this year, including President Trump himself, who appeared virtually, the event maintained its reputation as one of the world’s leading gathering spots for corporate and executive thought leadership and customer engagement. 

What they’re saying: Conversations centered around the strength of the U.S. economy and significant optimism for AI-powered innovation and agents to drive business and ROI. World leaders, policymakers, and CEOs spoke about progress in manufacturing, decarbonization, climate action, and health. 

On their radar:

  • Trump policy impacts: The potential of Trump’s proposed policies on immigration, tariffs, and other areas to create uncertainty in a fragile U.S. economy and labor market, which serves as the bedrock of the global outlook.
  • Geopolitical tensions: Conflicts in the Middle East and between Russia and Ukraine have critical implications for global energy and food security.

On the ground: Global Gateway Advisors provided onsite support for the Recruit Holdings Co., Ltd. delegation, including subsidiaries Indeed and Glassdoor, in engaging leading companies and top-tier media with its unparalleled data and perspective on the key drivers redefining work in the Age of AI.

  • Future of jobs: On Bloomberg TV, Recruit CEO Hisayuki “Deko” Idekoba sat down with Haslinda Amin to discuss the future of work, AI, and more. Asked about the process of securing a job, Deko shared, “People need more of a career advisor type experience – so with the improvement of technology, it’s not a hypothetical conversation. It’s becoming a real thing, especially in 2025.
  • AI: In a Bloomberg House morning panel, Indeed CEO Chris Hyams and Stanford Digital Economy Lab Director Erik Brynjolfsson discussed key trends impacting employees and employers in 2025 and beyond. “Every job is going to change and evolve over the course of the next probably 3 to 5 years,” Hyams said. “And it is going to be an extraordinary time to see how that unfolds and how rapidly things change.”
  • DEI: On CNBC’s “Squawk Box”, Glassdoor CEO Christian Sutherland-Wong and Chief Worklife Expert and author Adam Grant emphasized that the best-performing companies are those that engage with their employees. “You are going to have to figure out ways to engage a broader talent pool. It’s getting more and more intense for talent.”

What’s next: AI, AI, AI. Businesses will continue to talk about how they’re adapting to the rapidly changing tech landscape to remain competitive and the steps they’re taking to reskill employees and integrate AI throughout their operations. On Tuesday, President Trump announced a private sector investment of up to $500 billion for AI infrastructure, involving a joint venture called Stargate by OpenAI, SoftBank, and Oracle.

Media news + moves

  • TikTok whiplash: Last Friday, the U.S. Supreme Court upheld a law banning the app in the U.S. unless its China-based parent company, ByteDance, sold the platform by Sunday. Since then, the app shut down in the U.S., but came back online less than 24 hours later. On Monday, President Trump then signed an executive order to delay enforcement of the TikTok ban for 75 days, telling reporters that the U.S. should get half of TikTok.
  • Meta under a microscope: Meta is set to cut 5% of its workforce based on performance ratings in a new round of layoffs. Those who are cut will be replaced by new hires.
  • Washington Post opens the aperture: Amid a severe drop in subscribers and mass exodus of top editorial leaders, the Post debuted a new mission statement: “Riveting Storytelling for All of America.” Hundreds of Post employees have urged Jeff Bezos for a meeting to address concerns about recent editorial decisions that they claim have impacted the outlet’s integrity and transparency.
  • CNN’s digital pivot: The news network announced plans to lay off around 200 employees as part of a restructuring, shifting the organization’s focus toward a more digitally driven future.
  • Maddow returns: MSNBC’s Rachel Maddow will be back on air five nights a week for the first 100 days of Trump’s term, as the news organization seeks to mitigate audience declines since the election.

by Global Gateway Advisors

DEI is divisive and dynamic. Here is what's next.

Insights

DEI

By Global Gateway Advisors

October 28, 2024

1. After almost a year of anti-DEI rhetoric and backlash, where do we stand?

With many news headlines highlighting DEI cutbacks and the “anti-woke” narrative, it can be challenging to discern between clickbait and constructive criticism.

In this newsletter, we discuss the current state of the dialogue, considerations for ongoing employee engagement, and how strategic communicators can prepare their organizations for the future.

What’s happening:

  • Several Fortune 500 companies, including Ford, John Deere, and Lowe’s scaled back their DEI commitments in response to anti-DEI activists like Robby Starbuck.
  • Other companies, including Jack Daniels’ parent company Brown-Forman, scrapped them entirely following “anti-woke” boycotts (which, following an ad featuring a transgender influencer, cost Budweiser’s parent company 13% of U.S. revenue).
  • On the flip side, CEOs of companies like JPMorgan Chase, Cytokinetics and e.l.f. Beauty have asserted that DEI is a business driver, and advocates including NAACP, National Organization of Women, Human Rights Campaign and others have issued statements in defense of DEI.


Why it matters: Research consistently demonstrates that diverse and inclusive teams are more innovative and achieve higher profitability. At a time when stakeholders are increasingly divided, companies will need to define an approach that best supports their business goals. 

What’s next: We are seeing more nuanced, less publicized approaches to DEI emerging. Strategic communication is crucial to engage key stakeholders, maintain trust in an organization’s commitments, and safeguard reputation.

2. Take stock: What are stakeholders saying?

The big picture: In a hyper-politicized environment, with just 11 days until the presidential election, many employers, civil rights advocates, and employees are standing firm: DEI is good for business.

What employers are saying: 

  • In September, JPMorgan Chase CEO Jamie Dimon said: “It’s good for business; it’s morally right; we’re quite good at it; we’re successful,” speaking about the company’s outreach to minority groups. (Dimon also clarified that he’s not “‘woke.”) 
  • Robert Blum, president and CEO of Cytokinetics, earlier this month said, “We cannot ensure the health of our population by taking a one-size-fits-all approach. We are a diverse nation with different health needs, and our health care system must reflect that.” 
  • “Today, more than ever, diversity is essential for strong corporate governance,” said Tarang Amin, chairman and CEO of e.l.f. Beauty, surrounding the launch of the Not-So-White Paper, which underscores the business case for diverse boardrooms.


What civil rights leaders are saying: 

  • The NAACP, the National Organization for Women, the League of United Latin American Citizens, Asian Americans Advancing Justice and the Human Rights Campaign Foundation issued an open letter to leaders of Fortune 1000 companies. The letter cautioned that “abandoning DEI will have long-term consequences on business success.” 
  • The Congressional Black Caucus Foundation called for continued action through its Corporate Accountability Report on Diversity, Equity and Inclusion.


What employees are saying:

  • 61% of adults think DEI programs in the workplace are “a good thing,” according to a 2023 Washington Post-Ipsos poll. 
  • 72% of LGBTQ+ workers reported that a rollback of their employer’s DEI efforts would make them feel less included or accepted.

4. To sustain employee engagement, lean into proven approaches that foster inclusion.

Companies with diverse and inclusive workplaces are 8 times more likely to achieve better business outcomes. DEI fuels creativity and helps meet the demands of a market where demographics are changing rapidly. 

As organizations refine their DEI strategies, experts emphasize the importance of inclusive workplaces where employees are seen and heard. 

  • Mentorship: Employees with formal mentors are 75% more likely to believe their organization offers a clear career development plan. 
  • Employee affinity groups: Companies have started to compensate leaders of employee affinity groups with pay, time, and stock – recognizing their critical role in fostering belonging.
  • Mental health: Deloitte’s 2024 Women at Work survey highlights the growing concern around mental health in the workplace. Communicating openly about mental health and reducing stigma can build trust. 
  • Allyship: Allyship involves actively supporting, amplifying, and advocating for others. Successful allyship programs bridge education and action, giving companies a competitive advantage. 


What’s next: Some companies have partnered with organizations like Seramount to measure inclusion and belonging through employee sentiment surveys, and then use the data to tailor their approaches.

5. Here’s what strategic communicators should know.

Even companies that double down on their DEI initiatives should acknowledge that long-term success will require continuous learning and adaptation.

At Global Gateway Advisors, we partner with clients to understand the landscape and determine when and how they can show up for stakeholders in a meaningful way. 

Go deeper:

  • Prioritize your audiences’ needs: Collect data that will shed light on employee, consumer, and stakeholder sentiment. 
  • Evaluate language: Explore whether alternative language approaches are needed to advance your business/organizational goals.
  • Mitigate risk: Shape an issues management strategy that helps your organization prepare for potential legal or external pressure. 
  • Focus on inclusion: Develop communications and programs that ensure employees feel they belong and that all viewpoints are heard, respected, and valued.
  • Demonstrate commitment: Transparently share progress updates on DEI to build trust and bring more people along.
  • Stay informed: The DEI landscape changes daily. Establish monitoring and insights processes to help your organization think ahead. 

Want to know more? Connect with Global Gateway Advisors on LinkedIn.

by Global Gateway Advisors

The state of mental health equity at work

Insights

DEI

By Global Gateway Advisors
Workplace mental health advocate Natasha Bowman, JD, SPHR speaks with Carol Harrison, President + Senior Partner at Global Gateway Advisors

May 30, 2024

The escalating mental health crisis impacts all of us in different ways.

  • Mental health is the chief health concern among U.S. adults, surpassing cancer, stress, obesity, and drug abuse.

  • But the U.S. is not alone. It is part of a global trend. Across 31 countries recently polled, an average of 44% said that mental health was their country’s top health concern.

Why it matters: Work amplifies broader societal issues that negatively affect mental health, especially among diverse communities, including discrimination and inequality. Yet, stigma and shame remain around discussing or disclosing mental health in work settings. Prioritizing mental health equity for employees is a critical forward-looking talent strategy.

Go deeper: During Mental Health Month, Global Gateway Advisors and CommPro convened a group of business, government and advocacy leaders to exchange ideas about how to address mental health equity in the workplace. The event featured special guest and workplace mental health advocate, Natasha Bowman, JD, SPHR.

Here are our key takeaways.

1. Mental health is essential to thriving workplaces.

By the numbers:

  • One in five employees globally manage a diagnosable mental health condition in any given year.

  • One in three U.S. workers said their jobs had a somewhat negative or extremely negative impact on their mental health.

  • Poor mental health at work can contribute to a decline in productivity, toxic workplace culture, higher rates of attrition and economic loss.

  • Mental health issues cost the US economy $47.6 billion annually in lost productivity (up to 12 unplanned absences a year).

What they’re saying:

  • “If your employees are mentally happy, they will stay longer, they will work better. We must think about mental health as an investment in our organizations.” – Jackson Budinger, Senior Director of Communications, Trevor Project

2. There is no one size fits all solution.

Every employee has unique experiences and identities that shape their perspective and affect how they approach mental health.

Employees experience significantly better mental health and engagement outcomes when their unique social identities are acknowledged and supported.

  • 34% of employees aged 18-29 and 28% of employees 30-49 reported that they considered quitting work due to the impact on mental health. Only 21% of employees aged 50-64 said the same.

  • Neurodivergent, LGBTQIA+ and Hispanic employees want more preventative support when it comes to their mental health.

  • Only one in three Black adults in the United States who need mental health care actually receive it.

What they’re saying:

  • “We are all on different mental health journeys. Creative and flexible accommodations empower employees to manage their mental health and wellbeing – and show up effectively at work.” – Natasha Bowman

  • “Carefully look at the composition of your team. For generation Alpha, it is easier to talk about mental health than Boomers. If you have a team with more Hispanic men, it will be tougher to talk about mental health, because it is not a part of their cultural ethos. It’s important to have a bespoke approach because people have different generational and cultural challenges.” – Event participant

3. Lack of communication and stigma stand in the way.

By the numbers:

  • 74% of full-time employees in the US say it is appropriate to discuss mental health concerns at work, yet only 58% say they feel comfortable.

  • 79% say that their work experience would be better if their leaders communicated they care about mental wellbeing.

What they’re saying:

  • “As I started to share my experience navigating bipolar disorder, one of the common themes I heard from people is that they thought I was brave and courageous to share my story. Many said they wanted to, but were afraid of what their employer would say. The stigma surrounding mental health at work prevents people from talking about it at all.” – Natasha Bowman 

4. Strategic communications can improve mental health and foster thriving workplaces.

Measure mental health. In the same way employers measure employee engagement, they can also measure employees’ mental health at work. Data can reveal how mental health impacts employees differently depending on where they’re based, their socio-cultural background and other demographics.

  • Using data and insights, employers can define what resources are needed – and how communications can help point employees to the right support.

Engage leadership to break down stigma through storytelling. When a senior leader opens up about their experiences with mental health, it can make employees with shared experiences feel seen and heard.

  • As Carmella Glover, Vice President, Head of Diversity, Equity and Inclusion at Page Society, said: “It takes one brave person and their story to move people and create a safe space. There is power in storytelling, so people know they are not alone.”

Provide clear, actionable messaging around mental health. “We need a ‘stop, drop, and roll’ for the steps to take when someone in your life needs you. This is one of the important communications challenges in mental health equity,” said Erika Soto Lamb, Vice President, Social Impact Strategy at Showtime/MTV Entertainment Studios at Paramount Global. “That’s why we partnered with Active Minds to launch a.s.k, or acknowledge, support, keep-in-touch.”

  • Through creative messaging and employee engagement strategies, we can make resources more accessible to employees and provide actionable guidance for what to do when support is needed.

Ensure that conversations around mental health are inclusive of all backgrounds, cultures, abilities and perspectives.

  • “A person may need mental health Tuesday instead of Friday,” said Natasha Bowman. “Off-the-shelf policies do not work because they’re inflexible and not inclusive.”

  • The same goes for communications. As we shape communications to advance mental health equity at work, it is important to bring diverse stakeholders to the table, amplify stories that demonstrate the wide array of experiences a person can have with their mental health, and showcase how resources and solutions can be tailored to support employees’ unique needs.

Want to continue the conversation? Connect with Global Gateway Advisors on LinkedIn or get in touch via our website.

by Global Gateway Advisors

Multicolored arrows on a dark surface as a symbol of teamwork and unity.

Are corporate DEI efforts actually retreating?

Insights

DEI

By Global Gateway Advisors

March 19, 2024

Recent headlines suggest companies have pulled back on their DEI commitments, reflecting a shift from the social justice movement of 2020 to a muted environment after the Supreme Court struck down affirmative action in 2023. The research shows a more complex reality.

  • Businesses are balancing their investments – and how they communicate about these initiatives – to avoid legal issues and unwanted public scrutiny.
  • It’s also important to separate workplace DEI, which centers around building an internal culture of inclusion, from ESG, a set of standards geared toward an investor audience.

As other defining issues, ranging from AI strategy to election year politics, capture companies’ attention, this edition will help communications leaders provide better counsel to their organizations on DEI topics.

1. Affirmative action ruling had immediate impact on corporate DEI

The big picture: Fortune 100 companies are navigating a shift in how diversity, equity and inclusion programs can operate.

  • In June 2023, the Supreme Court ended race-based affirmative action in higher education. Republican attorneys general have raised concerns about DEI initiatives in corporations and warned against making race-based hiring decisions.

  • Companies have since faced complaints and litigation related to their DEI initiatives.

Go deeper: Based on analysis before the SCOTUS decision, legal experts anticipated that a ruling against affirmative action would lead to scrutiny of DEI programs in the workplace.

  • This prediction held true. Companies have traditionally argued that diversity strengthens the workforce, similar to affirmative action in universities. The Supreme Court’s decision weakened the legitimate grounds for these programs, so businesses that have maintained their stance on DEI are now working to avoid drawing legal scrutiny.

What else: A new case before the Supreme Court, Muldrow v. City of St. Louis, is worth monitoring. A female police sergeant alleged that she was reassigned to a less prestigious role because she is a woman.

  • If the court widens its judgment beyond job transfers, development and retention programs specifically for women or people of color may be subject to change.

Why it matters: Companies are examining their DEI programs more closely to ensure they comply with the changing legal landscape. Employers can proactively adapt to this shift and continue building a diverse workforce and an inclusive culture.

2. Align DEI initiatives to measurable outcomes

The big picture: Companies are more clearly aligning DEI commitments to business goals.

  • Mentions of ESG and DEI in shareholder proposals and boardrooms may be down, but a recent Littler study indicates ongoing commitment among most large companies.

  • This is further supported by a Purpose Brand finding that 154 Fortune 500 companies released diversity disclosures in 2023, nearly double the 79 produced in 2022.

  • All eyes will be on the diversity reports published in 2024, as they will likely reflect the broader industry trend of companies “reassessing verbiage and DEI endeavors that could bring legal risk.”

Go deeper: The Littler survey also reveals a potential disconnect between chief diversity officers (CDO) and chief legal officers (CLO) regarding how their perspectives and goals for DEI have diverged in the current climate.

  • While 57% of CDOs say their organization is defining metrics for DEI progress, just 19% of CLOs say the same. This highlights the need for stronger alignment within top leadership regarding DEI goals and measurement.

What else: 91% of C-suite leaders say the Supreme Court ruling has not lessened their DEI prioritization.

  • A survey of organizations for McKinsey’s 2023 Women in the Workplace report showed that 60% of respondents increased DEI staffing and budgets over the past year, and 34% maintained their staffing and budgets. Only 4% reported a decrease in 2024.

  • These trends suggest that the idea of a widespread corporate retreat from DEI is likely overstated.

  • “For the companies that are very well run in this space … perhaps they changed some of their programs, perhaps they tweak some of their efforts, perhaps they changed some things. But many of them are maintaining significant commitments to this business effort,” said Karyn Twaronite, EY’s global vice chair of diversity, equity, and inclusiveness. “This isn’t a ‘let’s do it for three years and not do it anymore’ kind of program.”

Why it matters: Companies with DEI experts in senior leadership are better equipped to navigate the evolving landscape.

  • The top impact measures of DEI programs boost employee engagement and strengthen company culture, leading to greater organizational success and a positive impact on the bottom line.

  • Strong DEI leaders bring deep knowledge and core competencies to do the work, so their organizations are doubling down on it because they deliver results. They can also drive focus on the most critical culture and business metrics.

  • “Impactful work may sometimes occur quietly, but it’s still happening,” Gusto’s Emil Yeargin said at SXSW. “Celebrate daily wins and successes because the work is never done, and measure relentlessly to show impact.”

3. Build a more inclusive culture

Companies have broadened the definition of diversity, equity and inclusion to ensure that employees – regardless of how they identify – feel seen, heard, and valued.

  • They emphasize the importance of fostering a diverse and inclusive workplace where people feel a sense of belonging, which is key to attracting and retaining talent, particularly in a competitive job market.

  • “I think instead of saying this is a program for Black employees, it would be more like, ‘this is a program to increase the equity of promotion rates across the firm, and everybody is included in applying to be part of this program, but will play different roles,’” said Porter Braswell, founder of 2045 Studio.

Go deeper: A report from Expanding Equity, a W.K. Kellogg Foundation program helping companies implement DEI initiatives, found that 94% of companies have zeroed in on retention, implementing at least one inclusion and belonging initiative.

  • Core DEI initiatives, such as parental leave and accessible facilities, and policies like equal pay and anti-harassment remain in place.

What else: Some firms, like Blackstone, are focusing on hiring for socioeconomic diversity and on changing job requirements to find more diverse talent without targeting a specific race or ethnicity.

  • This movement extends to disability inclusion at work: An Accenture report showed companies leading in this area see significant financial advantages, including 1.6 times more revenue, 2.6 times more net income, and 25% higher productivity.

  • “For too long, people with disabilities – individuals who are perfectly qualified and overwhelmingly willing to work – face enormous barriers to being offered a job,” said Ted Kennedy, Jr., co-chair of the Disability Equality Index.

Why it matters: The trend toward inclusion and belonging is likely to continue, ensuring employees from all backgrounds feel valued and supported at work.

4. Considerations for strategic communicators

  • Be authentic to the organization’s core values: Ensure DEI efforts and communication strategies reflect the company’s values – particularly when it comes to an emphasis on inclusion.

  • Reflect on the past + align on the future: Evaluate past public commitments around DEI and assess how the current approach reinforces those commitments. Address any disconnect among key leadership stakeholders to ensure the CEO, CDO, CLO and/or CHRO share a unified understanding and approach to DEI within the company.

  • Set a single strategic approach: Create a DEI communications strategy grounded in data and insights, and embed it across all levels of the organization. Engage affinity groups and managers to ensure everyone feels a part of the strategy.

  • Be prepared: Track current events and prepare a scenario plan to identify vulnerabilities and help the organization mitigate internal or external challenges.

  • Establish clear metrics: Regularly measure and report on progress. Transparently reporting on these metrics builds trust and reinforces the business value of an inclusive workforce.

Share your feedback with us at insights@gga.nyc.

by Global Gateway Advisors