2848 1576 Hunt Adkins

You can’t go back and change the beginning, but you can start where you are and change the ending.

On the morning of Tuesday, May 26, in the midst of the coronavirus pandemic, our local community and the nation woke up to see the devastating footage of George Floyd’s senseless death at the hands of Minneapolis police.

A few hours later, our smaller Hunt Adkins family learned of another tragedy: the unexpected passing of our creative leader, mentor and friend, Doug Adkins. Less than 48 hours after that, the city we call home was on fire, and the world outside suddenly looked as raw and hollow as we felt inside.

Like many in our community, dealing with so much grief and loss left us overwhelmed, unmoored and unsure of what to do next. As a team, we took time to begin to process the personal and professional loss of Doug: talking, thinking, crying and laughing as we reflected on his life and our memories of him. As individuals, we went out to help our community: protesting, donating, cleaning, signing, calling and emailing in support of justice for George Floyd and the Black community.

Hunt Adkins has always been about challenging the status quo; making an impact with work that is right rather than easy or expected. For the last six weeks, we’ve been reflecting, listening, learning and developing a plan of action.

Today, we are proud to be joining The BrandLab and coalition of 46 agencies across Minneapolis and Kansas City as we share our staffing demographics data to #CommitToChange. An important step forward for our company and our industry. We commend The BrandLab and 600&Rising for their leadership and unwavering commitment to make a difference and achieve lasting change.

These past weeks have been extremely difficult, but hard times make us stronger. There is a lot of change to be made, and we’re here to show up and work.

Race, Ethnicity + Gender Staff Figures, July 2020

race and ethnicity all employees 4.55 percent east asian 95.45 percent white 0 percent of employees self-identified as another race or ethnicity

race and ethnicity executive partner level 14.29 percent east asian 85.17 percent white 0 percent of executives partners self-identified as another race or ethnicity

gender identification all employees 50 percent female 50 percent male 0 percent of all employees self-identified as any other gender

Executive Partner Level Employees Gender Identification 57.14 percent female 42.86% male