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So this topic has come up on a lot of threads. A problem may be with how you’re recruiting, who is the main contact, and (I think this is the most important one) if your company is even attractive to women and poc’s.
For instance, is your recruiter a white guy? Is the website full of white male leadership? That’s a red flag for a lot of the folks you’re trying to hire. Any prominent or high-level women or poc’s that speak on behalf of the company to build an inclusive company identity?
Also is the org actually friendly to women and poc’s? What’s family leave like? Are your anti-discrimination and harassment policies (including when it comes to client interactions) public and discoverable?
I guess the answer to me is less about where you look, and more about what your company looks like to your target recruit.
Tbh it sounds like a lot of people (WOC) are interested, giving input but you keep saying “Yes, BUT”. You’re doing exactly what the industry is doing to us. Listen to yourself. Stop making excuses to not hire WOC
There is this website that two CD created. It’s called invisible creatives, and there you will find a lot of female creatives in all levels and organize by location. It was all over the news a few months back. I’ve gotten a couple of requests thanks to that!
My agency says the same yet I keep seeing them hire mediocre white male creatives. Lots of agencies are all talk.
Look at how and where you are putting out the word. If it’s via recruiters, reps or internal company contacts who have a reputation for screening out diverse candidates before they can get within striking distance of jobs at your company, that can account for why more serious POC candidates aren’t applying.
Word gets around quickly in a small community when companies or gatekeepers pay lip service to diversity but quietly ask candidates to downplay ethnic markers (ex: asking them to consider changing their name or photo on resumes on LinkedIn, or leaving multicultural market experience off of their work history or out of their portfolios) in order to have a better shot at a job.
To compensate, consider changing the wording in your job posting. You’d be surprised how a simple “bilingual candidates encouraged to apply” or “candidates with multicultural market work in their portfolios encouraged to apply” will massively shift the type and quantity of submissions you get, and I speak from experience here.
I am a middle-eastern female creative currently looking for a job in LA. If you are in LA I would love to send you my book. Please provide an email address if possible.
Have you tried posting the job on LinkedIn and hiring the best candidate that applies regardless of race or gender?
May I ask how you know they’re not “very good”?
@OP You came here for help so instead of pushing on the issue any further, I’ll give you this advice: reach out to non-white and female creatives who have done good work and ask them what obstacles they have faced, and continue to face, in the job hunting and hiring processes.
Best of luck.
Hiring from abroad is not the same as hiring POC in the United States. If you or your client need to sidestep cultural landlines or appeal to today’s multicultural communities, then recruiting and relocating someone internationally who has never worked in America isn’t going to instantly help.
There’s also the unexpected side effect that agencies with a high number of international hires often turn into an unwelcome environment for POC. Tales of classism and colorism spread fast.
If you’re looking for entry-level, look at diverse and international art schools. POC go to school where there are diverse faces. My ad dept is a majority women and also very diverse
Check out Peopleofcraft.com
@ad1 as a Texan (Tex-pat actually, in Seattle now) I can say that your statement isn’t necessarily true. Texas isn’t a monolith and Dallas looks very different from San Antonio, or parts of Austin. San Antonio in particular is more non-white than white and 55% of the population is bilingual. 🌠
Female and minority candidates for creative leadership won’t have the same resume, portfolio and experiences like a typical white male candidate would have. Because if they had the same opportunities to have A list agencies, awards and leadership experiences in their resume, we wouldn’t have this problem in our industry to begin with. So you have to change the way you are looking at the candidates and change your expectation. Get uncomfortable.
What level are you looking for? Entry level is hard but acd/cd can be found through those online ‘lists’, like 3% cond emerging leaders, cannes diversity delegates etc.
Hire me?
Just curious, what's your location. There wouldn't be an issue in LA, NYC, London, etc. Or maybe your agency/account sucks. I'd rather not work on toilet bowl cleaner at this point in my life. (WOC creative here).
I am a female. Where do I apply?
https://www.wherearethebossladies.com/
Thanks for the responses. The agency is located in Texas. The positions I’m looking for are middle to senior, so CDO / CCO 1s response makes sense. We don’t have a lot of women at the top positions, but we do have male minorities. We don’t work with recruiters anymore for the exact reasons some of you cautioned about. Our anti-discrimination policies are taken very seriously, however, I don’t see them as public or discoverable.