At TIME100 Talk, Executives Discuss the Power of Digital Inclusivity and Positivity
At the Cannes Lions International Festival, TIME CEO Jessica Sibley hosted a roundtable talk with industry leaders to discuss what they are up to in a rapidly changing online environment.
The discussions began when CEO Bill Ready of Pinterest—which presented the event—brought up the challenges young people face today, and the importance of cultivating a healthy online platform. He recalls one decision he made to limit access to harmful content for those under 16. 'As a parent, I truly believed I didn't want young people engaging with strangers online,' he said.
Ready said that younger users have taken notice of Pinterest's overall approach as a platform where you can 'get away from the toxicity elsewhere.'
Others business leaders echoed similar concerns. Jim Steyer, founder and CEO of Common Sense Media, which reviews the safety of social media platforms, said that his biggest worry is that 'we have waited a long time to deal with' the issue and that it's important to young people everywhere. 'The same concerns we have in the U.S. are global,' he adds.
Brieane Olson, CEO of retail company PacSun, says that businesses need to learn about the needs and wants of Gen Z users. 'What has surprised me the most is how misunderstood Gen Z has become through the digital lens,' she said. 'As adults in the room,' added Sadé Mohammed, the Chief Impact and Marketing Officer at TIME, 'there's a feeling of not being included in real life. I think about what we can do to facilitate that community in person instead.'
Some executives also highlighted the needs of specific younger audiences.
Laurie Lam, Chief Brand Officer at e.l.f. Beauty, a cosmetics firm in California, said more companies need to focus on making young women feel seen and heard. 'As a mom to two girls, our ethos is so rooted in lifting [up] others,' she said.
For her part, Ndidi Oteh, incoming CEO of Accenture Song, a creative agency, raised the question of brand accountability. 'It's a reoccurring theme, how do you hold your influencers accountable, how do you make sure that you act with responsibility … to make sure that we're actually moving towards a more positive world.'
Industry leaders at the roundtable in Cannes also shed light on their own personal challenges. Erin Andrews, a sports broadcaster and co-founder of women's apparel company WEAR, revealed her experiences in the spotlight. Over time, she said, she found herself more open about her private life, including her treatment for cervical cancer. "It was really difficult," she said. Andrews continues to stay motivated about getting female fans to attend games. 'It brings tears to my eyes when dad's come up to me and say 'I want my daughter to do what you do',' she said.
Other attendees of the rountable included Aki Mandhar, CEO of Chelsea Women FC; Lisa McKnight, Chief Brand Officer and Executive Vice President at Mattel; Jimmy Smith, CEO & Chief Creative Officer at Amusement Park Entertainment; Casper Lee, Chief Vision Officer at Creator Ventures; Alexis Ohanian, Founder of Seven Seven Six and Athlos; Rachel Delphin, Chief Marketing Officer of Twitch; Carla Hassan, Chief Marketing Officer at JP Morgan Chase; Andréa Mallard, Global Chief Marketing Officer at Pinterest; and Renata Ferraiolo, CEO of SC Johnson Lifestyle Brands and Blakely Thornton, Culture Critic and Podcast Host.
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Forbes
31 minutes ago
- Forbes
Embracing The Age Gap: The Value Of Generational Diversity In The Workplace
'Young people are high-minded because they have not yet been humbled by life, nor have they experienced the force of circumstances. They think they know everything and are always quite sure about it.' This quote could easily have come from a frustrated manager's performance review today, but it's actually Aristotle, writing in the 4th century BCE. Apparently, complaining about 'kids these days' is at least as old as Western civilization, which is a shame because the tendency to dismiss younger generations is frustrating, divisive, unproductive, and demoralizing for everyone involved. When I became CEO in 2017, the Rayburn Electric Cooperative workforce was 60% Baby Boomers and 40% Gen X. Today, we're 60% Millennials, 23% Gen X, 11% Gen Z, and 7% Boomers. That shift wasn't a strategic goal or a benchmark we tried consciously to achieve to meet some quota or other. It happened because we were clear about what really matters: performance, potential, and culture alignment. Age never made the list. We've established a culture where generational diversity feels normal. Our goal is to recruit people ready to roll up their sleeves, lead with integrity, and grow with us. Regardless of their age, every person has value and can contribute. We have six director-level positions at Rayburn: one held by a Boomer, two by Gen X, and five by Millennials. We don't let age get in the way. If you're performing well, we'll reward you. There's no entitlement here—longevity doesn't automatically mean advancement. We're not immune to generational tensions, by any means. The first Millennial we hired was paired with a seasoned Boomer, and it was oil and water from day one. I finally pulled the younger employee aside and tried to counsel him. 'If you can show up at 7:30 a.m. and recognize this will be challenging for about a year, what follows will be great. But one thing this Boomer will really respect is if you show up early.' The response? 'All y'all do is sit there and tell stories.' I explained that those stories contained Rayburn's history, the why behind our processes, and institutional knowledge you can't get anywhere else. But he never quite got it. He continued to struggle with his mature partner because he felt like he wasn't respected. And honestly, that was pretty true. That is, until we had a leaky tank. He rolled up his sleeves, got underneath that tank, and did everything necessary to fix the problem. That's when he finally earned that respect he craved. Bridging the generational divide isn't impossible—it just requires something we don't always teach anymore: patience, humility, and time in the trenches. We believe that success lives where experience comes together with a fresh perspective. When those two things align, innovation happens. Recently, we had a seasoned compliance professional who wanted to find a quicker, more efficient way to track regulatory reporting. A younger team member came in with fresh ideas for monitoring and analysis that had never been tried before in compliance. What started as a specific improvement snowballed into entirely new ways of doing both jobs better. The workforce of the future won't be won by the oldest or the youngest. It'll be built by those willing to listen across the table and learn both ways. At Rayburn, we don't sort people by generation. We unite them around purpose. That makes all the difference.
Yahoo
an hour ago
- Yahoo
Half of Gen Z workers want ‘growth mindset' jobs in AI era
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. As young workers face competition with artificial intelligence tools for entry-level work, 52% of Generation Z job seekers say they're prioritizing 'growth mindset' roles that offer personal development opportunities, according to an August report from Flexa. In particular, Gen Z workers are 68% more likely to prioritize learning and development benefits — such as language lessons, mentor programs and study leave — when seeking new jobs, as compared to a third of millennials, Generation X and baby boomers. ''Growth mindset' jobs that offer opportunities for personal development have become increasingly important for Gen Z as they enter a very challenging job market,' Molly Johnson-Jones, co-founder and CEO of Flexa, said in a statement. 'Of all working-age generations, Gen Z is most comfortable with the AI tools that are both taking away work and creating new opportunities,' Johnson-Jones said. 'But with AI taking on the burden of low-level, repetitive tasks, the nature of roles available to job seekers entering the workforce for the first time is changing.' Overall, job seekers increasingly expect skill-building opportunities and continuous learning from their employers, and more than a quarter have left a job due to a lack of skill development, according to an Aerotek report. Employers who invest in training 'will be best positioned to attract and retain top talent' amid workplace changes, an Aerotek executive said. In a survey of nearly 30,000 job seekers and insights from more than 40,000 job posts, Flexa reported a 240% increase in the number of job searches for roles offering learning and development benefits since the start of 2025 — across all age groups. In addition, since January, 64% of job postings have advertised learning and development opportunities, which could include personal development days, coaching programs and study sabbaticals, Flexa found. Without growth, workers may feel left behind. More than 20% of U.S. workers believe their professional future is out of their hands and they have worse control than five years ago, according to a report from the University of Phoenix Career Institute. Workers were 52% more likely to experience burnout when they felt they weren't progressing. However, they named career development as one of the top ways to restore their sense of control and reduce burnout.
Washington Post
an hour ago
- Washington Post
In the job market, Gen Z is cooked
Graduates arrive at the University of Maryland commencement ceremony in College Park on May 22. (Allison Robbert/For The Washington Post) Gen Z is having a rough go at finding a job. AI tools are making it easier for companies to downsize. In an effort to cut costs, many workplaces are laying off people en masse. And all of that talent is flooding a job market where entry-level positions often require multiple years of experience. That's leaving Gen Z workers at the bottom of the hiring pool. Audio intern Tadeo Ruiz Sandoval interviews business reporter Taylor Telford about what the job landscape looks like for his generation. What does it take to stand out in a crowded labor market? And will Gen Z be able to find work? Today's episode was produced by Tadeo Ruiz Sandoval. It was edited by Reena Flores and mixed by Sean Carter. Our newsroom has been covering the federal takeover of D.C. police and the deployment of the National Guard in the city from every angle. You can stay up-to-date on this fast-moving story with a one-week pass for just $7. Learn more at Or subscribe to The Washington Post here.
