“Is OUT(side) the new IN?” and what will you do to “Make it Happen, Let the OUT(side) IN” — our panelists and team share their thoughts. What do you think? Please tweet your response and inspire others using #lettheOUTsideIN.

“On the one hand yes, yet, paradoxically, as much as we talk about the topic, the more walls are going up and right-wing nationalism is gaining strength globally. Thus, we must make daily conscious decisions to respect our differences, while being comfortable being outside of our comfort zone with people who are ‘foreign’ to us. Because magic happens outside of our comfort zone. Also, the only way to solve the big global problems is by working together — regardless of gender, nationality, age, sexuality or (dis)ability.”

“The ‘Is OUT(side) the new IN?’ panel was one of the best talks I did for the week at Cannes Lions, and I did a lot. It was a real experience of what collaboration can bring, an amazing event in that everyone who worked there worked as one, and you couldn’t have more different backgrounds between the lot of us. Half of us had never even met each other before, and yet it was such a brilliantly run, really exciting panel. We were all able to share ideas in that spirit of wanting to build something together, rather than knocking each other down.”

“Never before has rare talent been in more demand from businesses and communities. The unique perspectives and fresh ideas that only they can bring are now widely sought after by businesses and brands looking for a creative edge. They’re not only welcome ‘in’, they’re a must-have. But as one of our Rare Co-Chairs, Kazuha Okuda, called it during the interview, we shouldn’t be promoting the idea of ‘insiders and outsiders’, because that’s the attitude that has led so many of us to be marginalised up until now. Instead, let’s erase that line that divides us, and draw another one – a circle, that brings us all together.”

“Diversity and inclusion are very hot and interesting topics now to various companies. We all remember that Pepsi commercial for the U.S. market, where they were trying to co-opt the Black Lives Matter movement — although that went horribly wrong and was totally inauthentic. I think it still shows that a fringe movement, as Black Lives Matter was called, is now so appealing and marketable that people are trying to use the movement to sell soft drinks. So right now the conversation is about how companies can get it right. But, I definitely think out is the new in, but we’re not quite there yet.”

“Is it really outside, inside? I don’t want us to draw the line. The whole point is to make everything inclusive. I don’t want us to be divided. If you zoom out, it’s all the same thing. So what’s the point in defining what’s out and what’s in? So, my answer is no. Who gets to be in, who has to be out? I don’t think that’s a discussion we want to have.”

“At the Cannes Lions, the idea of inclusion is still outside the building. It’s hard to be on the inside if we’re actually on the outside. And, if out is the new in, then we gotta ask whether Queer is the new in, whether Black is the new Black. So, what is this question? Are we saying that we are now at a place where we can seriously feel that we belong? Because, we are here in a way that we haven’t been for many years and that is fantastic, but we are generally here as speakers, as staff, as organizers — we are true fringe as opposed to that fringe down on the beach. So, no. We are being used at the moment, but we need to take that position and flip it into a place where they can’t get us out.”

“We’re still not treating each other equally. The action hasn’t come, and so we all really need to get that action going, we need to take these conversations and say, 'What can I do, what am I in the position to do, to help make these things actually happen and have these conversations be more than hyperbole.'”

“I wouldn’t necessarily agree that out is the new in, just yet. I would certainly like to think that we are making a concerted effort to be more inclusive of all ‘outsiders,’ so that we no longer have to distinguish between what’s considered out and in. However, we still have a very long way to go until this mindset becomes the new norm in all industries, and we deprogram old habits and antiquated thought-processes. As long as we implement the necessary changes and track successful results, we can keep moving in the right direction.”

“Very clearly. But like with anything else that’s the ‘new in,’ you have to worry its shelf-life will prove short. I don’t know where the tipping point is. It’s great that there’s awareness now, and pressure from the populace, for diversity and inclusion, at least in the more enlightened areas of the country, and in the more enlightened workplaces. But you want to see those Pride flags waving in the cold of December, when no one is marching and the placards are stored away for the winter. And then, you don’t want to see them waving at all, because diversity and inclusion has become the norm. We’re a ways from that, I suspect.”

Stocksy United Team, OUT/IN Panel Image Support

“Stocksy United is an art-forward, royalty-free stock photography + footage agency founded on the principles of creative integrity, inclusivity, equality, and respect. Structured as a co-op with an international member base, we’re dedicated to bringing a diverse perspective to not only our visual content but to the way we run our business. The sense of community and ownership felt by our contributors drives a greater level of passion into their work, resulting in inspired imagery of the highest quality. Come explore Stocksy’s collection and effortlessly discover beautiful, artfully authentic photos + footage that represent the real world we live in. Exclusive images, inclusive collection.”

“I think that in will always be in — it’s just that the definition has expanded over time. The old class will always be favored, and while I have some faith that will change over time, we can’t sit back and wait for progress to magically happen on its own. Just look at Pride, for instance — queer people are ‘in’ when it suits corporations, but not at most other times of year. This holds true for all marginalized groups, it’s just that the time of year changes.”

“Diversity has always been a hot topic in South Africa, particularly in terms of race. But of late, local companies have been making a public show of their commitment to gender equality. However, there is very little transparency and follow up on what these companies are doing and how gender equality has progressed at their company. For example, there is no annual, industry-wide index of where local companies stand in gender equality, like those published by the World Economic Forum or Bloomberg. To be honest, I’m finding that many firms want the associative glory of gender equality without the actual, long-term commitment that comes with it; in cost, time, hiring processes, culture and company structure.”

“I think inclusion is important especially for some communities where it has the ability to break the cycle of generational poverty, by allowing individuals who normally would not be exposed to certain opportunities and environments. While inclusion in South Africa has progressed, one factor that continues to be a challenge is the issue of pay disparity — contributing to the overall wealth gap in the country. To address this I think that we need to be aware that this is not an issue that can be solved in the next 2 to 5 years so therefore it requires individuals to constantly strive and push efforts aimed at inclusion but not only that but also to compensate fairly.”

“Outside is definitely the new in, but the real concern here is our capacity of not treating it as a passing trend and our ability to change the entire fabric of our lives in order to give it a real staying power.”

Special thanks to Eric Peltier of Imprimerie Bosshard in Cannes for printing the workbook + postcards in 24hrs (!) and also the helpful people at Five Seas Hotel. And yes, there were so many more helpful hands 👏 so thank you to all!