Epidemic Sound Partnership Marketing Manager, Camille Trombetti, fills in the blanks in this Pride edition of 'Faces of Epidemic,' where you'll get to know the people behind Epidemic Sound. Read on to learn more about how to build an inclusive culture, the queer future and more.
Three quick questions to kick things off
My favorite online creator is Brittany Broski, who’s known for the Kombucha Girl meme. I’ve been hanging out a lot on TikTok recently and Brittany Broski will always be the funniest one I follow online. Another favorite, but on YouTube, is Epidemic Sound ambassador Jessica Kellgren-Fozard. She’s the perfect mix of queer history, invisible disability activism and vintage inspiration.
What I do as a Partnership Marketing Manager is overseeing the brand perspective within the strategy for our ambassador campaigns. I work together with the Creator Partnerships Managers to find creators and channels on different platforms who are the perfect fit for marketing our products. I look at the genre, production quality and usage of music to tailor talking points and storyline suiting both the ambassadors and Epidemic Sound.
Let’s talk about Pride
My best Pride memory was from high school in 2013, when I was involved in opening Sweden’s first changing room specifically designated for trans and non-binary students. Journalists from across the globe were reporting about it! As head of the so-called Democratic Committee at the Student Union, I got to both host and take part in panel discussions at the Pride festival, discussing how to create a more inclusive environment in schools and other public spaces.
The year before, my high school was the first school to take part in Stockholm Pride and the year after, students from all over the country joined us.
What I do as a part of the Queer Employee Resource Group at Epidemic Sound is work with everything including company culture, how to create a more welcoming physical space, how we as a brand position ourselves around LGBTQ rights and more. We have meet-ups, kick-offs and discussions on how we can improve Epidemic Sound for anyone within the LGBTQ family.
I think the future for queer employees around the world is bright. Right now, I would say we’re in the midst of a partial backlash when it comes to progressiveness. In some places, queer rights are being taken away and in others, they’re being developed further. However, I’m a firm believer in the sine curve, meaning there will always be peaks and troughs.
I’m certain this backlash wave will pass and we’ll get out on the other side with a more welcoming, open society where queer rights are seen as human rights in every country in the world. Companies and organizations have more power than they think and take the lead on innovation, so why not do the same with diversity and inclusion? At Epidemic Sound, these topics are taken seriously and we dare to be a force for good.
My best tips for working with progressive topics & building an inclusive culture are to dare to ask “stupid” questions, involve people with personal insight, and be curious – but at the same time, try not to sensationalize. When being queer (or part of any marginalized group,) sometimes it’s the only thing you get to talk about.
I think both individuals and companies as a whole can try to be constructively critical of themselves without acting modest; they can reflect on behaviors, culture and output to create a more welcoming environment. You can also be confident and take the lead, just make sure you never stop educating yourself.
The biggest challenge in applying inclusivity to my day-to-day work is definitely finding the right people. “There aren’t any successful queer, non-binary YouTubers out there” is the most common kind of excuse when you try to implement inclusivity for queers and other marginalized groups. But there are; it’s just harder to find them if you don’t know where to look! I wish I could tell you how to create a smooth journey in finding the right people, but unfortunately, I don’t. Personally, I try to utilize my network as much as I can.
Three things I do as a Partnership Marketing Manager to implement inclusivity and diversity are…
- Having several accounts on social media with various, niche topics. The algorithm is the master of all the apps I spend my time on and if you manage to steer your channel one way, the algorithm will follow. That way, I’m able to find hidden gems that the algorithm for your ‘normal’ account would never show you, and your roster becomes more diverse.
- Always making sure I wear my diversity and inclusivity goggles, constantly having it top of mind in everything I do. I try to be sensitive, respectful and reflective.
- Trusting my gut and money will follow. If you find a great potential ambassador, even if they don’t seem like a perfect profitable fit, always test and see. The worst-case scenario is you lose some money, but the best-case scenario is they’ll bring tons of new customers and create positive brand awareness.
We hope you enjoyed hearing about Camille and her work – hopefully you learned a few things about diversity and inclusion. Stay tuned for the next ‘Faces of Epidemic’ edition!
Published on under Faces of Epidemic