Wincie is the Senior Vice President of Global Inclusion at Paramount. She began her career at Nickelodeon, one of Paramount's global brands, shortly after graduating from St Mary's. This month,Wincie celebrates 25 years with Paramount.
How did your time at St Mary’s shape your career in media?
St Mary’s enhanced my love for the arts, theatre visits and performances. I built many wonderful relationships at St Mary’s, and by the time I graduated, I knew I was ready to pursue a career in media. The supportive environment at St Mary’s played a big role in shaping my direction.
Can you tell us about your role as Senior Vice President of Global Inclusion at Paramount?
My role as Senior Vice President has truly been an incredible journey. I started out with Nickelodeon, one of Paramount’s global brands—and this month marks 25 years with the company, which is over half my life! In my current role, I collaborate with leaders worldwide to champion diversity, equity, inclusion (DEI), and belonging across Paramount. One of my key responsibilities is overseeing our network of Employee Resource Groups, which has grown to over 40 chapters globally. I’m also proud to have launched Paramount’s Global Inclusion Week in the UK, which has evolved into a company-wide event spanning 30+ countries, packed with DEI-focused initiatives.
How do you think media companies can better serve underrepresented groups, both on-screen and behind the scenes?
Media companies need to embrace diversity in content creation to better serve underrepresented groups. At Paramount, we have our Content for Change initiative, originally launched by BTN (Black Television Network), to break down the societal narratives that perpetuate racism and hate. Now, the entire Paramount family supports this mission across brands. Content for Change leverages data-driven insights to transform our creative ecosystem from the content we produce to the supply chains that support it and the culture that underpins everything we do.
Television is a powerful medium to challenge biases and stereotypes, so portraying people of diverse ethnicities, genders, sexual orientations, and abilities authentically is essential. Equally important is representation behind the scenes. This means casting a wide net in recruitment across all levels and fostering a truly inclusive workplace culture. Companies must be intentional about DEI in both content and organisational structure to help build a more inclusive, representative media landscape.
What advice would you give to young professionals, especially those from underrepresented backgrounds, aspiring to leadership roles in the media industry?
Know your worth, keep honing your skills, and build a strong network—your network is your net worth. Surround yourself with supportive people and seek mentors to guide you.
What excites you most about the future of media, and where do you see the most potential for growth in inclusion?
I’m incredibly excited about the future of media. Advances in technology offer huge potential to make media more inclusive, both in production and for audiences. Automated accessibility tools like real-time subtitles, translations, and audio descriptions will make content more accessible to people with disabilities. On the production side, tools like voice recognition can open doors in scriptwriting and editing for individuals with physical disabilities.