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“Reflecting on and adopting the use of micro-affirmations would be a positive strategy to prevent microaggressions. Micro-affirmations are small acts that foster inclusion, listening, comfort and support for people who may feel isolated or invisible in their environment. Focus on action, not avoidance – create new good behaviours.”
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Which agency does Jack Daniels TV?
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Who does your taxes? Need a recommend. Thanks.
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Jeff Benjamin sup?
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Their numbers are “across CPB” (their words).
They have an office in São Paulo, Brazil.
Ahhh...makes sense now :(
Agencies are still going to screw over Latinos.
Hispanic includes European Spaniards. They could include people flown in from Madrid.
Latino includes Brazilians. They could include people flown in from São Paulo.
Meanwhile, people in the US who are of Mexican, Puerto Rican and Cuban descent, the ones who make up the greater portion of the Hispanic and Latino ethnic groups in the US, can still be outright ignored. (Or work in the mail room.)
The combined Latino and Hispanic percentages in the US are
Mexican 62%
Puerto Rican 10%
Cuban 4%
Spaniards are around 0.8%.
Brazilians are around 0.4%.
Crispin used to be in Miami (large Cuban population) and now Denver (the state of Colorado has the 7th largest Mexican population out of all US states).
Where are your Hispanic and Latino creatives from?
I’ve seen agencies and holding companies count overseas offices in Latin America and Asia, and/or overseas hires temporarily in America on visas, as “POC” so it’s important to dig down into the statistics and ask questions.
Agreed. We need to see data for each office to get a full perspective.
I have no knowledge of CPBs hiring protocols/policies but what I’d like to put forward is that is is challenging for companies to implement quick change - they are not legally able to just axe people and replace them to make up a number.
An example (I use this only because the report is clear to demonstrate change) is Nike - I think if they or other companies are able to share their processes or policies it would enable a quicker change but a way for others to implement into their own policies. I think the key is transparency and how they plan to address it - but not as everyone has highlighted, by hiding the numbers
Nike diversity change:
https://purpose.nike.com/fy19-representation-and-pay
My ethos has always been the right person for the job irrespective of background, race or gender.
A great example for others is the below agency, who has put a pledge to make change and highlighted the processes they will be adopting and implementing with immediate effect:
https://www.urbannerdscollective.com/
Education is a nice start but it really needs a reflection of agency culture then a plan, process, implementation and a way of measuring progress.
CD 1 - fully agree and it goes back to evaluating and planning - change the internal recruitment structure/committee or approach and partner with a recruitment agency that can provide both guidance, hr support and the talent with a non bias view. It is time to acknowledge and address poor leadership and vision and the quickest remedy is to partner and learn from those who can aid and provide the appropriate and necessary guidance.