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In most cases they are there to make sure agencies don’t get sued.
But really good DI departments are more proactive and can push for better hiring/compensation practices, and to establish a process for formal complaints etc.
Partner with career fairs and mentorship groups. Review agency demographic data. Internal bias training and cultural events.
Chief
Nothing, judging by the total lack of impact they’ve had since their inception years ago.
Director 1 speaks the truth. The truth is harsh.
If agencies were serious about inclusion, they have to start at the first steps in the hiring process: recruiting and HR. Hire DIVERSE recruiters and HR people. Crazy idea, huh.
Right now, recruiters are 80% one age, one gender, one race, one socio-economic background. Agencies don’t even have the courage to fix their recruiting and HR departments, what makes you think they’d have the courage to fix all the other departments?
All of the HR people at my previous agency were all white women who went to either Penn State or Syracuse.
To me a D&I dept is worthless if every recruiter is white. No matter how progressive folks claim to be, we are drawn to people who are similar to us.