For Black History Month, Advertising Age is publishing content from Blacks in Adland, covering a variety of topics.
The content below is titled, “Why agencies need to recommit to diversity hiring.”
Okay, but is it technically a recommitment if there was no DEIBA+ commitment from the start?
The true problem: White advertising agencies are committed to systemic racism, recommitting at every opportunity—ultimately limiting DEIBA+ opportunities.
Why agencies need to recommit to diversity hiring
By Chris Witherspoon
Every February, someone asks me to write something. A reflection. A rally cry. A “here’s how far we’ve come.”
And this year? I’m not sure what to say.
Black History Month is nearly over. The calendar says celebration. LinkedIn says thought leadership. But if I’m honest, what I feel most right now isn’t inspiration.
It’s concern. Because the numbers aren’t moving the way we hoped.
According to the U.S. Bureau of Labor Statistics, Black professionals make up roughly 13% of the U.S. workforce, but in advertising, PR, and related industries, that number sits closer to 6%–7%. Leadership representation is even thinner. Progress over the past decade has been incremental at best—flat in some places.
Industry reports from the 4As show that diversity hiring gains made in 2020 and 2021 have slowed or reversed as budgets tightened and mergers accelerated.
Add to that the political crosswinds around anything labeled DEI. In some boardrooms, the conversation has shifted from “How do we do more?” to “How do we stay out of the headlines?” Scrutiny is louder. Risk tolerance is lower. And inclusion is often the first thing quietly deprioritized.
At the grassroots level, we feel it too.
The BLAC Internship Program—the nonprofit I chair— exists to open doors for Black and underrepresented talent into marketing and communications careers. This year, we saw a record number of applicants. Interest didn’t cool—it climbed.
But agency participation has softened. Not because the talent disappeared, but because priorities have shifted. The result? More students are ready to step in, but fewer seats are available.
That gap is hard to ignore.
The same pattern is showing up at the 4As MAIP program, long considered the gold-standard pipeline into our industry. When hiring freezes hit, diverse candidates tend to feel it first.
To be clear: it’s hard for everyone right now. Mergers. Layoffs. AI disruption. Clients consolidating rosters. Entry-level hiring slowing. I own an agency; I understand the pressure.
But here’s what worries me. In moments of economic strain, inclusion gets reframed as optional. A “nice to have.” Something we’ll return to when times improve.
History suggests that when momentum pauses, regression follows. That’s the part I don’t want to normalize.
So what do I say this February?
If applications are down, we recruit harder. If hiring slows, we protect the pipeline. If belief is wavering, we demonstrate commitment.
Not performative posts. Not one-month campaigns. Sustained action.
Black History Month shouldn’t be the only time we talk about access and representation. It’s simply the reminder that progress isn’t permanent.
Maybe that’s the message this year: Not a celebration. A recommitment.
Chris Witherspoon is CEO of DNA&Stone and chair of BLAC
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