Quickplay – Engaging the Next Generation of Talent with Diversity and Inclusion Initiatives Built into Your Company Culture
Paul Pastor, Co-Founder and Chief Business Officer, Quickplay
The media and entertainment industry has long been a catalyst for social change, shaping perspectives through the stories we tell and the voices we amplify. Yet when it comes to creating truly inclusive workplaces that entice diverse talent, many of those in our industry are still writing their next chapter. While we can certainly make the claim that progress has been made, the reality is the finish line is not yet in sight. We must fundamentally transform how we define company culture, ensuring that there is a clear encouragement of all professionals, including leadership, to be their authentic selves.
Leadership Diversity: Setting the Tone from the Top
The most successful diversity and inclusion efforts begin at the top. When leadership teams genuinely reflect diverse perspectives—not just in demographics, but in lived experiences and worldviews—it creates a ripple effect throughout the organization. At Quickplay, for example, our internship program seeks to find and cultivate the next generation of talent via the Onyx Initiative, an organization dedicated to closing the systemic gap in the hiring, retention and promotion of Black college and university students.
Leadership diversity ensures that inclusion becomes more than a policy—it becomes truly embedded in the DNA of the company. Without it, the company would not be what it is. Lived experiences are crucially important to corporate decisions, and encouraging the sharing of those experiences from leadership down creates an intended, and lasting, feeling of inclusion that not only builds stronger teams, but more impactful products as a result.
Building Authentic Company Culture and Reputation Through Visible Allyship
Creating welcoming spaces requires more than diversity training and employee resource groups. It demands visible, consistent allyship from colleagues at every level. In the media and entertainment industry, where LGBTQ+ professionals remain underrepresented compared to other sectors, the power of authentic allies cannot be overstated.
Effective allyship manifests in multiple ways: leaders who champion diverse voices in creative meetings, colleagues who amplify underrepresented perspectives, and organizations that create safe networking spaces at industry conferences. I wholeheartedly believe that everyone needs a “personal board”—a group of voices to help guide their career. I had that at Disney, and a passion project of mine to pass that concept forward by helping others find their own.
The key is making allyship actionable. This means training managers to recognize and interrupt bias, creating mentorship programs that connect diverse talent with senior leaders, and ensuring that inclusive behavior is recognized and rewarded in performance evaluations. When allies show up consistently—whether they’re coworkers, friends, or family—it creates a multiplier effect that strengthens the entire workplace ecosystem.
Retention Through Authentic Belonging
Attracting diverse talent is only half the equation; retention requires creating environments where professionals can bring their whole selves to work without fear or compromise. This is particularly crucial in today’s reality of DEI initiatives being challenged by those who don’t understand their goals, forcing some companies who don’t include it as a part of its DNA to pull back.
The key to retention is to focus on authentic belonging rather than surface-level inclusion. Simply put, this boils down to being genuine, transparent and intentional in your actions. Share real world experiences instead of trying to fit a mold. Most people see right through this and it impacts, negatively, your believability. By being transparent and heartfelt, you subconsciously build a sense of both trust and feeling valued.
This ties back to the “personal board of advisors” I mentioned earlier. It recognizes that career advancement often depends on relationships and insider knowledge that may not be equally accessible to all employees. By formalizing mentorship opportunities and creating structured pathways for connection, organizations can level the playing field.
The Business Imperative Remains Strong
No matter current headlines, diverse teams drive stronger ideas, broader audience reach, and better financial performance. In an industry where understanding audience preferences and cultural nuances is critical to success, homogeneous teams are simply a competitive disadvantage.
The challenge for media and entertainment leaders is to maintain momentum during uncertain times. This requires courage—the willingness to challenge industry norms and push for representation at decision-making levels even when it’s uncomfortable. It means continuing to invest in diverse talent development, maintaining inclusive hiring practices, and ensuring that diverse voices are heard in strategy sessions and creative reviews.
Moving Forward: From Policy to Practice
The future of diversity and inclusion in media and entertainment lies not in grand gestures, but in consistent, intentional actions that create lasting cultural change. This means embedding inclusion in everyday operations—from how meetings are run to who gets invited to key discussions to how success is measured and celebrated.
Organizations that succeed will be those that recognize diversity not as a compliance exercise, but as a strategic advantage. They’ll invest in creating pathways for underrepresented talent, foster authentic allyship, and ensure their leadership teams reflect the communities they serve. Most importantly, they’ll understand that building inclusive cultures is not a destination but an ongoing journey requiring sustained commitment and continuous learning.
The media and entertainment industry has the unique power to shape culture and influence perspectives on a global scale. By getting diversity and inclusion right within their own organizations, these companies don’t just improve their bottom line—they model the inclusive future they’re helping to create for audiences worldwide.
The Quickplay Intern Class of 2025 included nine incredible interns from Onyx Initiative, Queen’s University, and University of Waterloo. They have joined teams across the company—from product to marketing and beyond.
