15470: Old Help Wanted At KFC.

 

McCann in Costa Rica uses Colonel Sanders to fight ageism. Maybe next he’ll hype Viagra with his girlfriend, Mrs. Butterworth…

 

15469: 4As President And CEO Marla Kaplowitz Has A Dream. Or Daydream.

 

Upon taking another look at the Digiday article on Chief Diversity Officers, the comments from 4As President and CEO Marla Kaplowitz warrant examination. Here are the excerpted quotes:

 

For Marla Kaplowitz, president and CEO of the 4A’s, the recent hirings point to agencies beginning to deliver on promises they made following last year’s protests.

 

“The real issue is race, ethnicity. This industry has not made progress and we have to be intentional,” Kaplowitz said. “These organizations have to signal change and they have to deliver action. That’s why you see the real shift in a good way in this past year.”

 

Agencies have taken big swings at diversifying talent, releasing annual workforce statistics and admitting where there’s work to be done. Each swing is vital and necessary to better reflect who this industry serves, said Kaplowitz.

 

“This country is composed of diverse people and backgrounds, and that’s what we should be embracing,” she said. “If you are in this business, you are meant to not only shape and influence culture, but to mirror it. And if you don’t actually have the people in your organization that can reflect society, then you’re not able to do that.”

 

In the future, Kaplowitz hopes the industry will move past the need for chief equity and diversity officers, and will instead have diversity and allyship embedded in company culture.

 

“It’s going to take a long time, but I don’t think anyone believed that a year ago we were going to have a quick fix in one year because this was a centuries long [problem] in terms of society,” she said. “But wouldn’t it be nice in 10 years if these roles just didn’t exist because we didn’t need to focus on it in the same way because we were all working in enlightened workplaces and communities?”

 

Perhaps Kaplowitz’s words were rearranged and presented out of context. Or maybe Kaplowitz is a culturally clueless cretin. Probably a combination of the two possibilities.

 

When Kaplowitz took her role in 2017, she gushed, “I think the 4As has done a tremendous job with diversity and I want to make sure that continues to grow…” Yet over four years later, she concedes, “This industry has not made progress [with racial and ethnic diversity] and we have to be intentional…” Gee, it could be argued that Kaplowitz is a patronizing politician—or an intentional liar. Probably both.

 

Most outrageous is Kaplowitz wondering, “But wouldn’t it be nice in 10 years if these [CDO] roles just didn’t exist because we didn’t need to focus on it in the same way because we were all working in enlightened workplaces and communities?” Gee, why not further the fantasy by suggesting the elimination of 4As heat shields like MAIP, Vanguard and Glass Ladder—as well as the termination of Simon Fenwick? Then take the ignorant notion to its logical extension by envisioning the end of multicultural marketing, Adland’s separate and unequal ghetto. Gee, perhaps Kaplowitz is a delusional dreamer—or just a fucking idiot. Probably both.

15468: Multicultural Marketing Mumbo Jumbo…

 

Oh boy—it’s not too late to experience Ad Age Next: Multicultural Marketing virtual event happening tomorrow. Hearing whatever the speakers have to say will be worth the price of admission. To be clear, it’s free. It’s a safe bet that attendees won’t miss anything interesting if opting to exit the Zoom extravaganza after Derek Walker speaks.

 

How Your Brand Needs To Rethink Multicultural Marketing

 

Last chance to RSVP for Ad Age Next: Multicultural Marketing event on June 29

 

In the past year, advertising and marketing professionals have re-evaluated their role in the perpetuating the inequities that persist in the U.S. More thought and more effort have been given to changing the diversity of leadership, staff and partners, the way business is conducted and how campaigns are crafted and released. But will the industry be able to sustain the momentum of this moment? And in a more fragmented consumer marketplace, is the so-called “general market” really relevant?

 

Don’t miss the Ad Age Next: Multicultural Marketing virtual event on June 29. Executives from Unilever, Black Enterprise, Mastercard and more will explore what multicultural marketing in a multicultural society looks like and how the industry can take its diversity, equity and inclusion initiatives beyond HR.

 

Access to the livestream is only available for those who RSVP at AdAge.com/NextMulticultural.

 

Among the topics being discussed are:

 

• How to drive systemic change in the media ecosystem

 

• Why economic mobility for communities of color is key to changing the landscape

 

• How equity played a role in Chicago's vaccination marketing efforts

 

• If by undervaluing multicultural agencies the industry is undervaluing the audiences such specialist shops know how to reach

 

• What are the next steps for brands and how will progress be measured?

15467: Mosquito Coasting Creates Crap.

Why would anyone invite these clowns into their backyard? The responsible advertising agency should be swatted.

 

15466: Fanning Fires, Fueling Fears With Face Masks…?

 

Can’t help but wonder how former President Donald Trump and his fans might respond to this advertisement…

15465: Overreaction Of The Week.

 

The only Aunt Jemima product still on the shelves is Self-Rising White Corn Meal Mix…?

15464: Coca-Cola Pouring Patronizing Propaganda…?

 

Advertising Age reported Coca-Cola plans to nearly double its spending on minority-owned media over the next three years. Did Byron Allen approve this move? After all, the pledge presents the standard dodges:

 

1. As it’s common knowledge that most advertisers have historically underspent with minority-owned enterprises, percentages are deceptive. Doubling crumbs is still crumbs. Coke must reveal dollar amounts—and compare the upped figures to whatever White-owned media has been enjoying.

 

2. Minority-owned media is a deceptive term too—especially when the label includes places run by White women. Again, providing dollar amounts and comparing the specific allocations doled out to each underrepresented group would be the right thing to do.

 

3. Why simply limit the progressive thinking to media? Extend the equity effort to spending with minority vendors—particularly, minority-owned advertising agencies. Expose the separate and unequal practices placed on shops of color.

 

Such openness and honesty from The Coca-Cola Company would be…refreshing.

 

Coca-Cola Plans To Nearly Double Its Ad Spend On Minority-Owned Media

 

Atlanta-based beverage giant set a three-year target to ramp up its diverse media budget

 

By Ethan Jakob Craft

 

Coca-Cola North America announced it will nearly double its media spend with minority-owned companies over the next three years, pledging that no less than 8% of its yearly ad budget will be directed to Black-, Hispanic- and Asian American-owned platforms and their partners by 2024.

 

The storied company already increased its minority-owned media spend this year more than five-fold compared to 2020.

 

Coke is also working to foster new relationships with partners like Ebony/Jet, Revolt and My Cultura, the company confirmed, in addition to long-standing multicultural media partners such as Essence and Univision.

 

“Following a thorough analysis of our marketing spend, we recognized we could do more to support an equitable media landscape by creating growth opportunities for minority-owned and led outlets,” says Melanie Boulden, chief marketing officer of Coca-Cola North America.

 

In addition to that growing investment, Coke is hoping to further its goals of racial equity by enlisting its global procurement division to launch a pilot certification assistance program in conjunction with the Georgia Minority Supplier Development Council that will help accelerate the growth of Black, Hispanic and AAPI media partners.

 

Fernando Hernandez, VP of supplier diversity at Coca-Cola, acknowledges the obstacles that “some smaller companies have in competing for business opportunities with large multinational companies” like Coke.

 

Last year, Coke’s public commitment to diverse suppliers and businesses equaled a full-year spend of $800 million across the company’s whole supply chain, with future spending set to focus on new and existing partnerships alike in sectors ranging from warehousing and transportation to marketing and IT.

 

Coca-Cola also announced plans in 2020 to increase spending with Black-owned supply enterprises by at least $500 million over the next five years.

 

In-house, the company is taking steps of its own to promote diversity, equity and inclusion, including commiting to having the racial and ethnic makeup of its workforce mirror the U.S. population at large by 2030.

15463: Varo Bank Promotes Inclusivity, Pays For Exclusivity…

 

This Varo Bank integrated advertisement hypes the effort to remove Andrew Jackson—a White, rich slave owner—from the twenty-dollar bill in favor of a more diverse figure. Okay, but the leadership for the responsible advertising agency—Serviceplan in New York—appears to be comprised of White, rich guys. Somebody needs to put their money where their mouth is…

 

 

15462: DE&I Leadership Is An Oxymoron.

 

Digiday published a report on the recent flurry of Chief Diversity Officer appointments, regurgitating many of the persistent issues associated with the position. To summarize, for White advertising agencies, it’s all about delegating diversity, doling out dimes, delivering disrespect and demonstrating deliberate deception. In the end, the Digiday piece is a sanitized version of the truth presented by Sanford Moore over a decade ago. When it comes to DE&I in Adland, the only progress involves polishing the propaganda.

 

‘We are also living and walking through it’: Black diversity execs weigh in on changing DE&I leadership, intersectionality

 

By Kimeko McCoy

 

You have to do your work at home before you can go out and prescribe to others, says Tahlisha Williams.

 

It’s a philosophy she has carried with her into her new role as chief inclusion, equity and diversity officer for Wunderman Thompson’s North American division. Williams took the job last September on the heels of George Floyd’s murder, calls for racial equality and industry-wide diversity pledges.

 

She’s not alone. As more agencies like R/GA, Dentsu and Wunderman Thompson move to follow through on their diversity initiatives, they’ve hired more diversity, equity and inclusion leadership roles to move the needle and keep them accountable. And seemingly, BIPOC like Williams, and other marginalized communities, are at the helm of these initiatives.

 

“As a Black woman, when I think about myself in this role, there’s so many intersections that I bring that I feel that I’m uniquely equipped to be able to respond to the demand of it with the level of understanding and validated experience that I’ve had from a personal place,” she said.

 

Earlier this year, job recruiting site Indeed reported a surge in DE&I roles, including those for chief diversity officer, with a 123% uptick in job postings between May and September. Before the pandemic leveled jobs, DE&I job postings rose nearly 57%, from 140 jobs per million to 219, between September 2019 and September 2020, per Indeed’s research.

 

Last August, Christena Pyle stepped into the role as chief equity officer for Dentsu Americas — a new role that Pyle is the first to hold. And last October, R/GA’s Jai Tedeschi took on a newly created vp and global executive director of culture and operations role. In both new positions, these executives now report to CEO/COOs instead of human resources departments, empowering these roles from the top down. Previously, DE&I execs would typically report to HR, a power structure that critics of the industry’s legacy DE&I structure have lamented.

 

For Marla Kaplowitz, president and CEO of the 4A’s, the recent hirings point to agencies beginning to deliver on promises they made following last year’s protests.

 

“The real issue is race, ethnicity. This industry has not made progress and we have to be intentional,” Kaplowitz said. “These organizations have to signal change and they have to deliver action. That’s why you see the real shift in a good way in this past year.”

 

Agencies have taken big swings at diversifying talent, releasing annual workforce statistics and admitting where there’s work to be done. Each swing is vital and necessary to better reflect who this industry serves, said Kaplowitz.

 

“This country is composed of diverse people and backgrounds, and that’s what we should be embracing,” she said. “If you are in this business, you are meant to not only shape and influence culture, but to mirror it. And if you don’t actually have the people in your organization that can reflect society, then you’re not able to do that.”

 

It’s not unusual to see people of color heading up diversity positions, according to the new executives directors. For example, ADCOLOR founder Tiffany Warren’s work in the DE&I space dates back to the mid-2000s. But in light of 2020, the role is changing and becoming more nuanced, making intersectionality and understanding different perspectives increasingly important.

 

“With a heightened focus on intersectionality, it’s no coincidence that you are seeing Black women rise to lead this work and excel in all aspects of business,” Dentsu’s Pyle said. “Because they can balance all the different nuances of their identity.”

 

Prior to Dentsu Americas, Pyle worked as director of ADCOLOR and executive director of advertising for TIME’S UP. She forms together her prior professional work with her own lived experiences, trauma and triumphs to inform the way she works, and practices DE&I in the workplace, she said.

 

Over at Wunderman Thompson, Williams carries a similar sentiment. There is, of course, always the risk of tokenism and women of color being bridled with pushing for diversity within their companies. But with decades worth of experience in DE&I, Williams doesn’t believe it discredits or disqualifies the person of color in the role.

 

In fact, it uniquely positions them to bring a different level of insight, perspective and resilience.

 

“A lot of people forget that as Black and brown women, doing this type of work, we are also living and walking through it. There is no line of delineation. I’m still a Black woman,” Williams said. “I still feel a lot of things that are happening in the world and it allows me to make sure that I understand my rooting in this role. And I have a great opportunity to be able to impact things from the space of who I am.”

 

That’s not to say the role comes without its challenges for BIPOC. Before Keni Thacker launched his own DE&I consulting firm last year, he worked at agencies, though he declined to say which ones. The experience left him deflated and disempowered as the role often involved obstacles like being overworked and underfunded, he said.

 

“I was begging for pennies on the dollar to build programs,” he said. “I was being excluded from conversations about the funding for my own projects.”

 

For Thacker, the industry’s rush to hire BIPOC, especially Black women, into DE&I roles doesn’t come as a surprise, noting that “it’s just the model” in agencies doing what they’ve always done, “asking people that didn’t start the problem to solve the problem.” But on the heels of 2020, he’s challenging agencies to push past the one-size-fits-all model and broaden their idea of diversity.

 

“It’s more than just cultural celebrations,” he said. “It’s deeper than that because it’s about process. It’s about changing those processes. Changing those systemic processes that have left Black, Asian people and gay people out for forever. Period.”

 

In the future, Kaplowitz hopes the industry will move past the need for chief equity and diversity officers, and will instead have diversity and allyship embedded in company culture.

 

“It’s going to take a long time, but I don’t think anyone believed that a year ago we were going to have a quick fix in one year because this was a centuries long [problem] in terms of society,” she said. “But wouldn’t it be nice in 10 years if these roles just didn’t exist because we didn’t need to focus on it in the same way because we were all working in enlightened workplaces and communities?”

15461: Patronizing Publishers Promote Juneteenth.

Digiday reported on how publishers celebrated Juneteenth, essentially turning the holiday into a diversity event. Gee, can hardly wait to see the patronizing partying for Kwanzaa. And what’s with the article’s Black Power fist illustration depicted above?

 

How publishers are handling the Juneteenth holiday this year

 

By Sara Guaglione

 

This year a range of publishers are observing Juneteenth, which became a federal holiday when U.S. president Joe Biden signed a bill into law yesterday. The day commemorates the end of slavery in Texas, and became a more widely honored holiday last year following the focus on racial injustice after the murder of George Floyd. However, not all companies are handling the June 19 holiday in the same way.

 

Some publishers — including Vox Media, BuzzFeed, Group Nine, G/O Media, Meredith Corp., Condé Nast as well as Digiday Media — have designated Juneteenth as an official holiday for all staff and, since Juneteenth falls on a Saturday this year, are giving employees the day off today. All of those companies observed the holiday last year as well. Others — like The New York Times, The Washington Post, The Los Angeles Times and Vice Media Group — have told employees they can use their extra PTO days to commemorate Juneteenth.

 

Vanessa De Luca, who became editor-in-chief of G/O Media’s Black news and culture-focused brand The Root in April, said it’s “incredibly important for companies to observe this holiday in particular, because it has such meaning for the Black community, and it’s a time for celebration.”

 

However, she called the day “bittersweet,” because “there is still a lot of work to be done,” such as dealing with systemic racism and teaching critical race theory. “It’s fine [for companies] to give a holiday, but what else are you doing to back that up? What other ways are you supporting the efforts that people are making to fight for equity in this country?” she said.

 

How companies are observing

 

Staff at BuzzFeed were sent a memo from the company’s chief people officer Katie Sitter with information on “the meaning and history of this day.” It listed a number of ways employees can celebrate and commemorate the day, such as various educational resources, links to local events and Black-owned businesses and charities that staff can support.

 

For publishers like The New York Times, The Washington Post, The Los Angeles Times and Vice, the day is not an official holiday. Instead, these companies have added additional flexible paid days off in 2020 or 2021 that employees can use at their own discretion. Most of the spokespeople at these companies told Digiday that management is “encouraging” staff to take a day off on June 18.

 

Last year, The New York Times Company added an “Observance Flex Day,” a paid day off that can be used on Juneteenth, Indigenous Peoples’ Day, Veterans Day “or another day of significance to our employees,” a spokesperson said.

 

As part of The Washington Post’s diversity and inclusion initiative announced last June, employees were given two extra personal days each year to “use at their discretion,” such as for days of cultural, religious or “personal significance,” according to a spokesperson. The Post is doing the same this year. Vice also gave two extra floating holidays to employees this year. An all-staff memo sent from HR on June 16 suggested U.S. employees could use one of these floating holidays to celebrate Juneteenth early on Friday.

 

The Los Angeles Times did not observe Juneteenth last year. Last summer, the company announced that it would give employees an extra paid “cultural day off” to use in 2021. Employees “are encouraged to use” it to observe Juneteenth, or another day of “personal significance,” a spokesperson said.

 

“I think it’s great that the Los Angeles Times offers a flexible cultural day off that allows employees to pick the day that means the most to them,” said Iliana Limón Romero, deputy sports editor at the Los Angeles Times. “We’re a multicultural newsroom that continues to push to better reflect Los Angeles and that means our staff members have varying holidays that mean the most to them,” she added. Romero said she “can see how some might think that approach doesn’t prioritize Juneteenth enough,” but noted that employees at the sports team alone have used the floating holiday to mark Juneteenth, César Chávez Day and Eid al-Fitr, due to the diversity of their staff.

 

How companies are commemorating

 

Media companies are also producing special coverage and programs to commemorate June 19. The Root, for example, had a week of coverage around Juneteenth, such as a video featuring “On Juneteenth” author Annette Gordon-Reed explaining the meaning of the holiday. Group Nine’s Employee Resource Group (ERG) for Black employees hosted a Juneteenth jeopardy and happy hour, and its titles NowThis, PopSugar and Thrillist have all published a variety of content dedicated to the holiday.

 

The New York Times hosted a Juneteenth virtual event celebration on Thursday evening, part of its multimedia Black History Continued series, which launched in February 2021 to explore important moments and figures in Black culture.

 

Vox Media’s Diversity, Equity, and Inclusion team and its ERG dedicated to Black employees and their allies are hosting internal and external events and sharing anti-racism resources. Events include an internal book club dedicated to “On Juneteenth” and a live recording of the Vox Conversations podcast about the day, featuring Dr. Ibram X. Kendi.

 

The Washington Post added programming to its “Race in America: History Matters” live event series, featuring conversations around the significance of the day, the 1921 Tulsa Race Massacre and the impact of the racial wealth gap on Black communities. The Post also published on Thursday an interactive package documenting the progress of emancipation across states, with archival photos, personal accounts and links to The Post’s coverage.

 

The Los Angeles Times’ news, Washington, D.C., op-ed, entertainment and sports departments have rolled out stories and commentary around Juneteenth this week, Romero said. It’s a mix of coverage of national legislation about the holiday, events people can attend and figures in Los Angeles discussing what the day means to them. Condé Nast’s titles from Condé Nast Traveler to Bon Appétit are also covering the day, with stories like “This Juneteenth, Houston Activists Are Shining a Light on the City’s Black History” to recipes for celebratory beverages.