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Adrianne C. Smith is redefining what it means to champion diversity, equity, and inclusion (DEI) on a global stage. As the founder of the Can: Diversity Collective (C:DC) and Chief Diversity and Inclusion Officer at FleishmanHillard, Smith is on a mission to transform global spaces into inclusive environments. Through C:DC’s innovative Inkwell Beach activations, she has made waves at prestigious events such as the Cannes Lions International Festival of Creativity in France, the Dubai Lynx in the UAE, and the upcoming 2025 World Economic Forum in Davos, Switzerland, on January 20, 2025. Her work emphasizes the importance of representation and access, ensuring marginalized voices are part of pivotal global conversations.
Revelence exclusively spoke with Smith on her groundbreaking work in diversity and inclusion, her vision for Inkwell Beach at Davos 2025, and how she’s creating spaces for underrepresented voices in global leadership forums. Press play above to view the YouTube interview in its entirety or read below for high-level snippets.
Revelence: You’re such an inspiration. Thank you for the DEI work that you continue to do in our communities. Please share with our audience your current role and what led you to create initiatives like Inkwell Beach and Inkwell Beach Davos?
Adrianne Smith: Certainly. As Chief Diversity and Inclusion Officer at FleishmanHillard, I oversee initiatives aimed at creating equitable opportunities within our organization and the industry. Beyond that, my passion project is the Cannes Diversity Collective (CDC), which provides access to global thought leadership platforms such as Cannes Lions, Davos, and Dubai Lynx.
The idea is to ensure that traditionally exclusive spaces—places where leaders set the agenda on critical global issues—become accessible to underrepresented communities. My mission is to create opportunities for diverse voices to engage in these vital conversations.
That’s incredible. What inspired this work?
It’s deeply personal for me. I once had my African ancestry traced, and I learned my lineage is tied to the Mende tribe of Sierra Leone. Within this tribe is a secret society of women called the Sande, whose role is to usher in the next generation through rites of passage. When I discovered this, it moved me to tears because it mirrors what I do—helping the next generation gain access and opportunities.
Doing this work is in my DNA. My ancestors laid this foundation, and I’m simply continuing the work they began. That understanding has given me purpose and clarity, and I believe when you align with your purpose, it becomes unstoppable.
Such a powerful story, thank you for sharing. Now, let’s talk about Davos 2025. Last year, you made history with the first standalone DEI activation at the World Economic Forum. How did this milestone redefine the role of diversity and inclusion in traditionally exclusive spaces?
Davos is unique. It’s where global leaders, including heads of state and CEOs, gather to set the world’s agenda on issues like sustainability, technology, and economic inequality. While these discussions are critical, they’ve historically excluded diverse voices.
In 2023, I was invited to speak there, and it was a transformative experience. It became clear to me that Inkwell Beach, which already champions diversity at Cannes, deserved a presence in Davos. In 2024, we created our space at the Schatzalp Hotel, renaming a section “Inkwell Beach” for the day.
Our programming addressed key global issues—climate change, technology, and economic disparities—but through a DEI lens. We didn’t ask for permission; we simply created the space. That’s the lesson: if a space doesn’t exist for you, build one.
Hosting Inkwell Beach Davos on Martin Luther King Jr. Day was a powerful choice. How did Dr. King’s teachings influence the conversations and speakers?Dr. King’s vision of the “mountaintop” resonated deeply with our gathering. His teachings emphasize unity and the collective power of diverse communities coming together for global progress. We chose to honor his legacy by fostering discussions that embraced inclusivity and collaboration.
For example, we hosted panels on how technology can bridge economic divides and how the global South can play a pivotal role in sustainability efforts. These topics reflected Dr. King’s vision of creating equitable opportunities for all.
What lessons from that inaugural Davos activation are shaping your plans for 2025, and what new initiatives can we expect to see?
We’re maintaining the same energy, ensuring we’re present and making it clear that we belong in these spaces. Our goal is to demonstrate the value we bring with our insights and perspectives. We’ll return with messaging that reinforces this. The 2024 impactful election raised questions about the future of DEI work. My philosophy is, don’t believe the hype—”DEI will never die.” This work is about providing access and support to all communities, and that mission remains steadfast.
The Can: Diversity Collective’s symbol is the Aya, an Adinkra symbol that represents endurance and resourcefulness. This is the season of Aya—endurance and resourcefulness—as we navigate ongoing challenges. It’s essential to remain committed and resolute, or as I say, “ten toes down,” to continue this fight. DEI is not only a moral imperative but also economically advantageous for organizations, strengthening both their core and their bottom line.
You mentioned the phrase “the power of the fringe.” Can you elaborate on this philosophy and how it drives C:DC’s approach to DEI at prestigious global events?
The “power of the fringe” refers to engaging individuals who may not be in the immediate circle of influence but have valuable insights that can strengthen the core. Succession planning is key—reaching out to the fringe ensures we include voices and perspectives that might otherwise be overlooked.
This approach strengthens organizations by broadening their reach and fostering a culture of inclusion. Those on the fringe often do the day-to-day work that drives real change. By drawing insight from these individuals, we empower them and ourselves to make a more significant impact.
Why is it crucial to dispel the myth that DEI is fleeting, especially as some organizations roll back their programs? How can they reinforce their commitments in today’s social climate?
At its core, DEI is about providing access. Unfortunately, many people narrowly define DEI in racial terms, often conflating it with the Black community. But DEI is much broader—it encompasses race, gender, ability, and more.
One story I often share involves the cut curbs on sidewalks. These were created to provide access for people with disabilities, but their impact extends beyond that group. Parents with strollers, individuals with grocery carts, and countless others benefit. Rolling back DEI is like raising the curb—removing access for everyone.
DEI is a business imperative. Studies show that diverse and inclusive organizations connect better with consumers and achieve greater financial success. The data speaks for itself—companies that embrace DEI thrive, and it’s vital for leaders to recognize this.
For those who may feel disconnected from global events like Davos, Dubai, or Cannes, what would you say to them about why their voices and participation matter?
People need access to our brilliance! Historically, our contributions have shaped global innovation—from foundational inventions like the telephone to modern technologies like video chat. Our input has always been critical.
Entering these spaces ensures the world benefits from our creativity, ingenuity, and leadership. When people see what’s possible, they realize their own potential to access and change the world. The world deserves to witness and learn from our brilliance—it’s as simple as that.
Thank you for sharing such valuable insights. Your commitment to inclusion and empowerment is truly inspiring.
To obtain more information, you can visit the Can: Diversity Collective’s official website or their social media platforms:
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