DAA Shifts from Metrics to Mobilization with 'Collective Power' Plan

NEW YORK, NY – February 25, 2026 – In a decisive move to counteract growing challenges to diversity initiatives, the Diversity Action Alliance (DAA) today announced its 2026 Board of Directors and a strategic pivot titled "Collective Power." The new direction signals a significant shift for the communications industry's leading diversity-focused organization, moving from a primary role of measurement to one of active mobilization and advocacy.

The announcement comes as the organization marks its first anniversary as a fully independent nonprofit and confronts what it calls "mounting political and institutional headwinds" against diversity, equity, and inclusion (DEI) commitments across the United States. The new strategy and board are designed to not only track the profession's progress on representation but to actively accelerate it.

From Measurement to Mobilization

For years, the DAA has been a critical data-driven force, providing benchmarks and reports on the state of diversity within public relations and communications. The "Collective Power" strategy represents a conscious evolution, acknowledging that data alone is insufficient in the current climate. The new focus is on harnessing the collective influence of its members and partners to drive tangible change and build more inclusive leadership pathways.

"Collective power works when there is a sense of shared leadership, multiple perspectives, and clear responsibility," said DAA President Carmella Glover in a statement. "Our 2026 Board reflects the strategy required for this moment by grounding our work in industry realities, strengthening governance, and ensuring we remain viable, responsive, and steadfast in our core values as the profession evolves."

This shift is not just a change in tactics but a redefinition of the DAA's role. By positioning itself as a convener, listener, advocate, and accountability anchor, the organization aims to build a resilient coalition capable of pushing for systemic progress even as external pressures intensify.

Confronting the Headwinds

The DAA's bolder stance is a direct response to a challenging national environment for DEI. Since early 2025, executive orders have sought to dismantle DEI offices within the federal government, while numerous state legislatures have passed laws restricting or banning such initiatives in public institutions. This political pushback has been mirrored in the corporate world, with some high-profile companies scaling back DEI programs amid legal threats and activist pressure.

This context makes the DAA's first anniversary of independence, achieved in 2025, particularly significant. Originally founded through a partnership with major industry bodies like the PR Council and PRSA, its transition to an autonomous 501(c)(3) organization grants it the agility and authority to set its own research and advocacy agenda. This independence is crucial for navigating a contentious landscape and serving as a steadfast voice for inclusion when others may be forced into silence.

A Board Built for a New Era

Central to the "Collective Power" strategy is the newly appointed 2026 Board of Directors, which is being touted as the organization's most diverse governing body to date. The eleven leaders announced represent a cross-section of the industry, spanning corporate communications, public relations agencies, research firms, media associations, and academic institutions.

The board includes influential figures such as:

• Soon Mee Kim (Board Chair)
• Troy Blackwell, Jr. (Interim Treasurer, Vice Chair)
• Michael Marinello (Managing Director, Head of Global Communications, J.P. Morgan Payments)
• Barby K. Siegel (CEO, Zeno Group)
• Bill Imada (Chief Connectivity Officer, IW Group)
• Olga Fleming (CEO, MMC)
• Kim Sample (President, PR Council)

By assembling a board with deep expertise and extensive networks across various sectors—from global finance at J.P. Morgan to leading agencies like Zeno Group and multicultural specialists like IW Group—the DAA is creating a powerful engine for its mobilization efforts. These leaders are tasked with guiding the organization's strategy and leveraging their influence to champion diversity within their own spheres and beyond.

The Unwavering Business Case for Diversity

While navigating the political climate, the DAA is doubling down on the argument that diversity is not merely a social issue but a critical business imperative. The organization's messaging underscores that leadership representation is simply "smart business," a claim supported by overwhelming economic and demographic data.

The U.S. Census Bureau projects that by 2045, no single racial or ethnic group will constitute a majority of the population. This demographic shift is already reflected in the marketplace, where multicultural consumer buying power is measured in the trillions of dollars. Black American buying power alone is projected to reach $2.1 trillion by 2026.

Furthermore, extensive research consistently validates the link between diversity and corporate performance. Studies by firms like McKinsey & Company have repeatedly shown that companies with greater gender and ethnic diversity on their executive teams are significantly more likely to experience above-average profitability. Their 2023 report found that companies in the top quartile for ethnic diversity were 39% more likely to outperform their less diverse peers. Conversely, a lack of diversity increasingly corresponds with financial underperformance.

By framing its mission through this economic lens, the DAA argues that failing to cultivate diverse leadership is a direct threat to innovation, decision quality, risk mitigation, and, ultimately, a company's bottom line. As the DAA embarks on this bolder era, its success will be measured not just in reports and statistics, but in its ability to mobilize a powerful coalition that can reshape the face of leadership in the communications industry.