Rising Star
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Totally agree 😁
Is everyone ready for Ramadan 😆🥳🙌🏽
Could she BE any happier?
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Food/bar recos in CHS?
Don’t email me (with questions!) on Saturday 😡
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IPGH stands by their DEI and sent out an explicit letter on it..not sure about the specifics of hiring from the trans community, but at least they are not backing away from the initiatives in general.
I saw that, thought it was particularly ballsy for IPGH to reaffirm commitment to *any* policy given the impending acquisition. But I think it reflects a lot of confidence on Maiman's part that she (and therefore, her chosen policies) isn't going anywhere.
A lot of them are saying they are but doing the same amount they ever did which is basically nothing
why do we have to hire and promote people based on their sexual orientation or body parts? DEI or not, it’s just weird to me to not hire the best or whoever deserves to be promoted by their skills and value only. When I’m looking for freelance creatives, I’m only looking at their portfolio. Maybe I’m too old for this but it’s just so weird.
Yes! Talent, skill, ability and attitude. What your gender, skin color or sexual preferences are do not matter for doing the job.
Leaving aside the right or wrong of using diversity as a hiring criteria, having people who look at things differently can only benefit a creative department.
If that’s the case, we’re all just talking about the how. But if we agree that it’s inherently beneficial in a business sense, then it seems like designing the job req to bring in those skills is an easy next step.
If you don’t have anyone who can write comedy, you have a job opening for a comedy writer. So if you don’t have anyone who can understand what the minority experience is, it feels like you’d have a job opening for someone who does.
Then we just have to ask if its possible that job could be filled by someone who isn’t themself a part of a minority population.
I’ve been getting more calls about jobs lately so seems it’s generally weakening.
I work in hiring at a small social agency and we have reiterated our commitment to make sure we're hiring people who look like and understand our clients and clients audiences/customers-- who are all diverse. We are proud to show photos of our team in our pitch decks and site, and make our diversity of experience a talking point with prospective clients.
I find that the pool of candidates is much more diverse at the junior and mid level, which I think is good for the future of the industry. We can't change that the industry was less welcoming or even racist in the past, but can now train up and raise the next generation so there's a broader pool of talent for future leadership.
(Also any talk in these threads of advertising programs in college is a little outdated, many of the best people I've ever hired never studied advertising in school.)
VML is very much standing by their EI&B and their ERGs. No one “hires because” of those traits. The policies are there only to assure that all have access and opportunity. If they aren’t there then we end up with only whites cis-gendered, hetero males. You can’t be a successful agency working with a depth and breadth of clients with a million different audiences you’re speaking to with only one point of view. Well, not anymore.
CD1 is correct - it ensures one group goes to the top of the pile and one group does not
We are a business. We are here to make money and provide ROI, so we must hire and retain the most talented high performers, not fulfill an agenda. The irony is, as someone who operates purely on meritocracy, I've built the most "diverse" team at my company. It's insulting to hold the view that creatives who may appear DEI-qualified cannot compete and win on merit.
Rising Star
EI&B. I hadn’t heard that acronym yet. Smart to rebrand DEI with all the current baggage attached. Thank you!