Introductory event of the chamber's newest committee: IDEA - Inclusion, Equity, Diversity and Awareness.

The Crosby Marketing Scholars Program is a key component of our overall Diversity, Equity and Inclusion efforts. It creates greater opportunities for underrepresented students to pursue degrees and future careers in the advertising and public relations field.

This $100,000 scholarship program was created in partnership with Anne Arundel Community College (AACC), one of the nation’s premier institutions of its kind.

“Our industry has struggled to increase diversity, so we’re taking tangible action to help bring more underrepresented professionals into our field,” said Raymond Crosby, Crosby’s President & CEO. “We hope to inspire new talent and important voices who reflect the growing diversity of our country and our community.”

“We are pleased to collaborate with Crosby Marketing to prepare more professionals for success in these fields,” said Dawn Lindsay, AACC President. “At AACC, we serve an increasingly diverse range of students that this scholarship program will help support.”

Students interested in applying for a scholarship can visit www.aacc.edu/crosby-marketing-scholars-program

The Central Maryland Classic Golf Tournament is BACK again in 2022!

Round up your colleagues, invite your clients and we promise to deliver an experience that’s truly “above par”!

Members may post job openings to the board for free. 

Weekly Inclusion, Diversity, Equity & Awareness Conversations

Most business leaders, when they set out to build a DEI strategy, focus their attention inside their organizations—on things like hiring policies, strategies for retaining and advancing employees from underrepresented groups, and the cultural factors that promote or inhibit greater diversity, equity, and inclusion. Yet in our experience working with some of the country’s largest and most successful businesses to advance their DEI goals, leaders who look beyond their own ‘four walls’—focusing as much on external stakeholders as on their own workforces— are poised create more significant impact with their DEI strategies than are their peers.

How a company acts, and is viewed, externally when it comes to DEI has a big impact on its relationship with both internal and external stakeholders. For example, 50% of all employees say they would consider switching jobs for a company with a more built out DEI strategy or greater pay equity. And besides reinforcing internally focused DEI efforts by building trust and loyalty among their workforces (and attracting future talent), robust DEI programs can gain or increase customer loyalty by responding to the 51% of US adults who say that who say they would be either “more likely” or “much more likely” to support a company that makes a public commitment to DEI initiatives.

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