"The stats speak for themselves. In 2015's 'A List', out of 418 executives, 79 (19 per cent) were women and only eight (2 per cent) were BAME. Shockingly, in the second decade of the 21st century, it is still possible to go to a leading marketing or communications industry event and only see a handful of black or Asian faces in the room."
"Yes, there are still generational perceptions to overcome in understanding MMC as a professional career... Yes, there is still a degree of unacceptable 'unconscious bias' across hiring companies and... yes, as an industry we have to work much harder to attract, retain and create diverse teams - teams that are built on a richness of diverse talent that reflects today's society and the demographics of the global stage that is now MMC."
"Right now, research has shown that in many cases, the messaging that consumer advertising gives is not on point, or reaching audiences in a way that truly talks to diverse audiences or reflecting the country populous, because it is not being underpinned by the right mix of diverse talent. And why? MMC teams are simply not reflecting the general populous. That's just one reason"
Professional services such as accountancy, finance and banking have attracted increasing BAME candidates while media, marketing and communications (MMC) lag behind. Executive representation statistics show very low BAME presence within senior MMC roles. Generational perceptions and unacceptable unconscious bias persist across hiring companies. MMC teams do not reflect the general populace, weakening advertising messaging and brand relevance for diverse audiences. The sector must attract, retain and develop diverse talent to ensure advertising resonates broadly and to enable progression of young diverse talent into leadership. Industry-wide initiatives and improved recruitment practices are necessary to change the pipeline.
Read at The Drum
Unable to calculate read time
Collection
[
|
...
]