Omnicom Media Group

With 10+ years in progressive HR across media, education, non-profit, and construction manufacturing, Shynelle now serves as Director of IDEA at OMG Canada. She leads a multi-year strategy focused on People, Clients, and Community, aiming to create lasting change within the organization and beyond, with an emphasis on empowering equity-deserving groups and driving scalable impact.

1. Could you briefly overview your professional background and current role and responsibilities at Omnicom Media Group?

With 10+ years of experience in progressive HR, Shynelle’s industry experience spans media, education, non-profit, and construction manufacturing. Since joining OMG as the Director of IDEA, Shynelle has led a comprehensive, multiyear strategy centered on three core pillars — People, Clients, and Community. This roadmap is designed to create lasting change both within the organization and beyond, with a focus on empowering equity-deserving groups and driving scalable impact.

2. From your perspective, what are the most pressing and significant issues currently facing organizations in relation to IDEA? How have recent social movements and shifts in public consciousness influenced these challenges, and in what ways do you see them manifesting within the workplace?

One of the most pressing issues organizations face today regarding IDEA is the growing skepticism toward their commitments, highlighted by the phrase "DEI is dead," which has gained traction in online discussions. This shift in sentiment comes amid changing business priorities and a challenging economic landscape. While some progress has been made, momentum seems to have slowed, with fewer IDEA-related roles and initiatives being prioritized. Recent social movements and shifts in public consciousness have raised expectations for organizations to take genuine action, not just make statements. This disconnect between what companies publicly promote and the experiences of their employees is becoming more apparent, as workers increasingly demand greater accountability, transparency, and meaningful change.

The real opportunity lies in an organization's ability to evolve IDEA from a siloed HR initiative to a cohesive strategic business imperative embedded in its core DNA.

3. How do you ensure that your IDEA initiatives comprehensively address the concept of intersectionality, recognizing that individuals may belong to multiple marginalized groups?

The Dimensions of Diversity framework serves as my guiding principle – It provides a comprehensive approach to recognizing various layers of human diversity, acknowledging that each person is shaped by multiple, interconnected aspects of identity. These dimensions influence unique experiences, perspectives, and interactions in the world. By integrating this framework into IDEA initiatives – whether for employee or clients – we move beyond surface-level efforts to consider the full spectrum of diversity.

4. In what ways do you involve external stakeholders, such as community organizations and advocacy groups, in your IDEA initiatives? How do you measure the effectiveness of these partnerships in enhancing your organization’s diversity and inclusion efforts, and what criteria do you use to select community partners?

External stakeholders are vital to shaping OMG’s IDEA strategy by amplifying diverse voices and perspectives. Their expertise and connections to underserved communities help form advisory councils, contribute to steering committees, and drive transparency, trust, and accountability. Partners are chosen based on shared values and goals around inclusion and community support. We prioritize trust through authentic relationships, focusing on their history of impact and understanding of nuances.

Aligned with OMG’s multi-year IDEA strategy, our 2024 collaboration highlights include:

• PEOPLE: As a continuous learning organization, we engage with The 519 and Pride at Work through webinars, internal panels, and shared knowledge to deepen LGBTQ2S+ awareness and promote psychological safety. We also use their resources, including an internal audit, to drive systemic and structural improvements.

• CLIENT: OMG sponsored and participated in the APG POCAM Hackathon, where over 150 industry professionals, including three OMG employees, worked to create more inclusive media briefs. Their proposals are now helping to enhance OMG’s inclusive media planning processes.

• COMMUNITY: In collaboration with the Toronto District School Board, OMG welcomed nine Grade 11/12 self-identified Black students to our Toronto office. Over five weeks, they explored various professional pathways, enriching their education and supporting personal growth. OMG is proud to help increase Black representation in diverse career fields within our industry.

Effectiveness of these initiatives are measured through participation, feedback in our annual IDEA survey, and pre- and post-evaluations, while monitoring the sustainability of these partnerships over time.

5. What emerging trends do you foresee shaping the future of IDEA initiatives in organizations over the next few years? How do you believe these trends will influence the expectations of employees and stakeholders regarding inclusion and diversity efforts?

As AI and automation become increasingly integrated into the workplace, their impact on the intersection of IDEA will grow, especially regarding bias in recruitment, evaluations, and decision-making processes. Organizations will need to ensure that underrepresented groups are accurately represented in data, and their unique needs are considered in AI-driven outcomes. To maintain trust and inclusivity, continuous audits and transparency will be essential to prevent discrimination and exclusion. These trends will elevate employee and stakeholder expectations, demanding that organizations actively address AI biases and ensure that technology supports, rather than undermines, diversity and inclusion efforts.

6. What advice would you offer to emerging leaders in the field of inclusion, diversity, equity, and action who aspire to make a meaningful impact within their organizations?

As an empath, IDEA work deeply fuels my soul, but I’ve also faced burnout and have been actively setting boundaries to protect my emotional, mental and physical well-being. We are continually faced with the harsh realities of inequities, global issues, and the need to transform systems that are in dire need of change. In this context, it’s crucial to develop strategies that help you compartmentalize these emotional challenges while remaining focused on the positive, progressive and lasting change we aim to create.

I encourage all emerging leaders to stay grounded in purpose, authenticity, and to protect their energy. Be intentional about where and how you invest your time, efforts, and emotions. Prioritize your well-being, embrace vulnerability, build strong connections, and surround yourself with a supportive network.