16618: Back Again By Performative, Er, Popular Demand…?

 

Campaign published performative PR from the IPG Global Chief Diversity and Social Impact Officer, spotlighting how the White holding company resurrected/resuscitated its internal “Inclusion Awards” program.

 

It all begs the question why IPG—generator of gobbledygook that boasts being recognized for leadership in diversity and inclusion—would have put the heat shield on ice in the first place. Did the White holding company’s vaunted dedication to DEIBA+ diminish? Perhaps the corporation that recently boosted its CEO’s annual salary to over $14 million instituted diversity budget cuts. Maybe the global outhouse just got tired of saluting resident minorities after delegating diversity to them.

 

More likely, IPG is simply a systemically racist pile of bullshit.

 

Why we need to celebrate diversity now more than ever

 

By Channing Martin, global chief diversity and social impact officer, IPG

 

I started this role in 2022 and quickly began peeling back the layers of a dynamic company. I was working with a strong foundation led by my predecessor of almost two decades. IPG had all the “best practice” DE&I standards in place, with surveys, employee resource groups and commitments to diversity from the very top. As I began to peel back the layers and identify our strengths and opportunities to evolve and transform our culture, I noticed I was being asked the same question over and over: “Are you going to bring back the Inclusion Awards?”

 

I can take a hint, so my team and I jumped at the opportunity to recreate a space that honored the dedication, creativity and commitment that our colleagues and clients across IPG have shown in advancing equity especially in a time where many are stepping back from their DE&I commitments.

 

In response to stepping back, we must step up. Now more than ever is the time to quiet the few but very loud anti-DE&I voices — voices that are not representative of our goals or our truth. We must acknowledge the inequities, both micro and macro, that exist in our workplaces, in our business and our communities. An awards celebration is an opportunity to remind ourselves and others of our responsibility in the advertising and marketing industry to create authentic and responsible work and campaigns that directly impact consumer behaviors and culture. We can’t take our foot off the gas, and we need to bring the same strategic acumen and vigorous competitive approach we exhibit every day on behalf of our clients to building equitable structures and creating inclusive spaces.

 

And were we right to bring back the IPG Inclusion Awards, which started in 2009. We received over 170 applications, which is a testament to the passion and dedication of people across the IPG network to advancing diversity and inclusion. With more than 150 judges meticulously reviewing these applications, we saw firsthand the collective effort and collaboration happening across our networks and agencies.

 

The Inclusion Awards is about honoring the best work from IPG that has made a difference over the past year in changing culture to make it more inclusive and supporting our communities around the globe. We could not have done this without incredible partners.

 

LinkedIn, a co-sponsor of the event, hosted us at their NY headquarters in the iconic Empire State Building. And every aspect of the event was curated with purpose to amplify diverse voices and support economic empowerment of diverse-owned businesses. From the swag provided by Black-owned and woman-owned vendors to the fragrances by Brown Girl Jane, every detail was intentional and purposeful. We also contracted Dirty Sugar Photography, an LGBTQ+- and Black-owned photography company, to document the evening’s festivities. The presence of a DJ who identifies as LGBTQ+, alongside an LGBTQ+-owned production team, further underscored our commitment to amplifying diverse voices and perspectives.

 

The IPG Inclusion Awards serve as a powerful reminder that when we come together as a community, we are stronger and there are no limits to what we can achieve. Our work is not just about moving the needle forward; it’s about sparking meaningful change in the areas that matter most to us all. In a world where boundaries exist, IPG remains relentlessly committed to continuing our journey forward. Where others see boundaries, we see opportunity — the opportunity to rise up and stand strong together.

 

The theme for this year's event was “Boundless: Powered by Our People,” encapsulating the essence of our collective mission. The event started with blue carpet interviews by the talented Tai Beauchamp of Tai Life Media, and at the awards ceremony, we embarked on a journey of mindfulness, setting the tone for an evening filled with reflection and celebration of the work by our 2024 honorees:

 

• Community Impact: R/GA for We Are Warriors’ Blak Powerhouse

 

• Outstanding Business Results through Inclusion: McCann XBC and Mastercard for Drive Impact by Inclusion

 

• Most Effective Targeted Campaign: McCann New York for Microsoft’s ADLaM

 

• Inclusive Talent Life Cycle Initiatives: IPG Mediabrands for the Career Advancement Program

 

• BELONG Survey Results Award (highest score): Jack Morton

 

• Inclusion Campaign of the Year (APAC): FCB Group India for Untangling the Politics of Hair

 

• Inclusion Campaign of the Year (EMEA): FCB London for Dyslexic Thinking

 

• Inclusion Campaign of the Year (LATAM): Weber Shandwick WW for UNESCO’s The Last Survivors

 

• Inclusion Campaign of the Year (NORTHAM): FCB Toronto for Runner 321

 

• Business/Employee Resource Group Excellence Award: Women LEAD BRG of Acxiom

 

• Agency Inclusion Vanguard Award (team): DE&I Team of FCB Chicago

 

• Agency Inclusion Vanguard Award (individual): Sampson Yimmer, SVP, sponsorship consulting and director of diversity at Momentum Worldwide

 

Throughout the evening, we had the privilege of hearing from visionary leaders who are driving equity and accessibility in advertising and beyond. Storm Smith, a trailblazer in the DE&I space, served as our master of ceremonies for the evening. Her powerful campaigns, including It’s Time to Redefine, have not only garnered global recognition but have also served as catalysts for meaningful change.

 

In a fireside chat, Bayyina Black, global director of sustainability and impact at R/GA, and I unveiled RISE, IPG’s new strategic framework for our DE&I and social impact efforts. The pillars of RISE include: Remove barriers limiting equity and inclusion, Invest in the potential of our global talent, Spark industry innovation and growth and Empower and elevate local and global communities for social impact. Created by the talented team at R/GA, the RISE branding and framework reflects our collective commitment to building a more equitable and inclusive culture for all.

 

The impact of our work is BOUNDLESS. It not only moves our business forward, but it also serves as a catalyst for social change in the areas that are most important to us all. As we reflect on the success of this year's event, let us carry forward the spirit of inclusivity and continue to champion diversity in every aspect of our lives.

 

Together, we rise. Boundless and unstoppable.

 

Channing Martin is IPG’s global chief diversity and social impact officer, leading the company’s diversity, equity and inclusion efforts. With a focus on diversifying senior leadership and talent pipelines, she collaborates with agency brands and oversees social impact strategies. Previously, Martin held similar roles at CSG, the Federal Reserve Bank of Chicago, and the U.S. Department of State, where she developed measurable diversity initiatives and built diverse talent pipelines. She holds a B.A. in economics from the University of Pittsburgh and an M.S. in public policy and management from Carnegie-Mellon University’s Heinz College.

16617: Adland Schedules Support For Earth Day 2024.

 

The Earth Day 2024 Global Theme—brought to you by EarthDay.org—is Planet vs. Plastics. In defense of humanity and planetary health, the environmental advocacy group presents 60X40, calling for a 60% cutback in all plastic production by 2040.

 

It’s a safe bet that Adland will be all in—and go all out—to make it happen. Hell, the campaigns have already been done to death—as in the plastic-perpetrated death of dolphins, whales, seals, pelicans, seagulls, and turtles. The latest theme will undoubtedly inspire more scammy concepts.

 

Adland is always eager to support performative, propagandistic causes, and even set firm timetables for completion. Yet for diversity deadlines—like No.2.66—it’s okay to dawdle, delay, and drag one’s feet.

 

All of which helps Adland maintain its status as one of the most exclusively racist industries on earth.

16616: Supplementing The Ritualistic Awfulness Of Big Pharma.

 

Ritual is in the nutraceutical industry, which is regulated by the FDA differently than the pharmaceutical industry. Nonetheless, the dietary supplements brand creates advertising that’s just as awful as Big Pharma campaigns.

 

16615: Excrement For The Environment.

 

The “Smear Campaign” from AMV BBDO is, well, shit.

 

16614: WPP = Whistleblower Puffing Practice…?

More About Advertising reported WPP recorded a 64% increase from 2022 vs 2023 in complaints to the corporate whistleblower hotline—a sharp contrast to the White holding company seeing less than 1% growth in organic revenue.

 

The leading grievances involved “respect in the workplace” and “protection of WPP’s assets.”

 

Well, it’s hard to generate workplace dignity when White advertising agencies are being merged into revenue-reducing redundancy, making it impossible to protect one’s ass.

 

WPP sees rise in whistleblower complaints

 

By Stephen Foster

 

WPP received 64% more complaints to its whistleblower helpline in 2023 against 2022 (up to 612 from 372.) Most complaints were concerning “respect in the workplace” and “protection of WPP’s assets” (which might mean anything.)

 

Worth bearing in mind that WPP currently employs 114,000 people across the world so 612 isn’t that many and more publicity for the helpline has probably attracted more complaints. As the ad holding company navigates a rather uncertain future, with a number of big internal mergers already in place and very likely more to follow, it would be surprising in the number doesn’t keep rising. People will be worried about their jobs (and the impact of the dreaded AI.)

 

The company says “every report is tracked through to a conclusion” and “WPP is committed to providing a safe and confidential way for people with genuine concerns to raise them, and to do so without fear of reprisals.

 

“WPP does not tolerate any retaliatory behaviour against individuals reporting concerns and is equally committed to preserving the anonymity of an individual who makes a report and does not wish to have their identity revealed.”

 

WPP does seem to be taking such matters more seriously than some of its rivals. There have been a number of reports suggesting that DEI is in fairly full retreat with some high profile DEI leader hires quietly shuffling off to pastures new.

 

Agency land is always going to finds such issues a problem because of its inherent insecurity. As the great Sir Nigel Bogle observed, any agency is only three client phone calls from disaster.

 

WPP might be wishing it had made rather less – publicly at least – of its DEI initiatives.

16613: IPG CEO Prunes Plum Pay Prize.

Mediapsssst at MediaPost revealed IPG CEO Phillipe Krakowsky received a 9% pay increase in 2023, boosting his annual compensation to $14.4 million. That translates to a raise of nearly $1.296 million—or, to put it in perspective, roughly $1.296 million more than the average IPG drone’s gross salary.

 

What’s most outrageous is that IPG did not do well in terms of revenue last year—and the White holding company continues to prune and pummel White advertising agencies within its network. Krakowsky also managed to personally profit before IPG lost gazillions after getting dumped by Pfizer.

 

Wait, there’s more. The second highest paid IPG executive was CFO Ellen Johnson, who took a pay decrease for a total draw of $5.2 million—which might point to a gender pay gap.

 

The company’s annual meeting, scheduled for May 23, is bound to expel poop loads of gobbledygook.

 

IPG CEO Krakowsky Received 9% Pay Bump In 2023

 

By Richard Whitman, Columnist

 

Interpublic CEO Phillippe Krakowsky received a 9% bump in total compensation in 2023 to a little more than $14.4 million, according to the firm’s proxy statement issued earlier this week.

 

That’s more growth than the company delivered last year. Full-year organic net revenue climbed just 0.1%. Which was in the neighborhood of the growth delivered by WPP although CEO Mark Read didn’t fare so well in the pay department.

 

Read in fact took a 33% reduction in total compensation to 4,498,000 GBP.

 

Omnicom CEO John Wren leads the pack with total comp last year of $20-plus million, slightly less than he made in 2022.

 

IPG’s proxy statement announced the company’s annual meeting will be held May 23 in virtual format only.

 

The second highest paid executive at IPG last year was CFO Ellen Johnson who received total compensation of about $5.2 million, a little less than she earned in 2022.

16612: Questioning Questionable Hiring Practices.

 

Adweek published a perspective on a “questionable hiring practice” whereby job seekers are tasked with “a comprehensive test assignment” sans cash compensation.

 

Technically, isn’t this the standard way that most White advertising agencies pitch for new business?

 

And Adland is hardly devoid of questionable hiring practices. Hey, you don’t create an exclusively White industry by accident.

 

After all, the industry has a history of requiring non-White candidates to endure the test of comprehensive systemic racism.

 

The Questionable Hiring Practice Catching Marketers Unaware

 

Avoid falling victim to creativity theft

 

By Sandro Okropiridze

 

You’ve aced the interview process and made the final shortlist. But there’s one more step: Write a comprehensive test assignment (entirely for free) and hope you get the role.

 

It requires days of work with no guarantee—and often, the job isn’t even available. Employment scams vary, and there are times when companies seek your ideas without paying the cost.

 

Donating some time to showcase your skills is a customary part of the recruitment process, but these tips can help job seekers set their limits and avoid falling victim to creativity theft.

 

Clarify the company’s intentions

 

Before investing too much time and effort into developing, for example, a marketing strategy, clarify what the company intends to do with your work. Question the hiring manager on how they will use your ideas, the specific aspects they intend to evaluate, and whether this is a real project they plan to implement.

 

If it is, this isn’t a trial brief to judge your abilities; it’s unpaid work with no guarantee of a job offer.

 

Negotiate payment for test assignments

 

An hour or two spent on a mock task designed to test you is one thing, but if the company insists on a detailed strategy that would require multiple calls and days of productivity, they should be willing to negotiate fair compensation for your time and effort.

 

Often, hiring managers with unreasonable requests hope to catch you off guard. Come prepared, know your worth, and don’t be afraid to walk away.

 

Confirm the position exists

 

Before diving into the assignment, inquire about the current team structure and scour LinkedIn to determine whether the role you’re applying for is open.

 

You can also search for the job title and company name on Google to check whether the company has a history of opening and closing the same position, which may indicate a pattern of exploiting candidates rather than hiring them. Likewise, check the position’s list date: If it’s been up for an eternity without attracting a suitable candidate, chances are the company has no desire to fill the role.

 

Seek feedback from industry peers

 

Reach out to your professional network, particularly those with similar experience who might have recently applied for a role with the company, to get their thoughts. An early warning about unreasonable requests will stop you from wasting more time than you already have on a hiring process that will ultimately lead nowhere. If it’s bad news, cut your losses and spend that time applying elsewhere.

 

Consider the company’s reputation

 

Evaluate the company’s reputation by checking employee reviews on platforms such as Glassdoor and LinkedIn. Don’t let one person’s bad experience put you off if there are plenty of positives, but a pattern of exploitative and unethical practices is a major red flag.

 

A job might await you at the end of the process after all. But is it really a company you want to work for?