17544: On Banning Advertising For Junk Food And Junk Perspectives.

 

MediaPost reported the 4As, ANA, and AAF sent a letter to lawmakers expressing concerns over a proposed bill that would ban advertising junk food to kids under 13, citing First Amendment rights as part of the opposing argument.

 

When industry revenue is at risk, the trade organizations prop up First Amendment rights.

 

Yet when DEIBA+ and Civil Rights come up, there is only political, patronizing, performative propaganda. Or crickets.

 

Ad Groups Raise Concerns Over Bill Banning Junk Food Ads To Children

 

By Wendy Davis

A bill that would ban junk food advertising to children under 13 raises “significant” First Amendment concerns, ad industry groups said in a letter sent to lawmakers Tuesday.

The Childhood Diabetes Reduction Act of 2026, introduced by Senator Bernie Sanders (I-Vermont), includes provisions that would prohibit companies from marketing or advertising junk food “in a manner that reasonably appears to be directed at children.”

The measure “would regulate truthful, non-misleading advertising concerning products that may lawfully be sold in commerce,” the Association of National Advertisers, American Association of Advertising Agencies and American Advertising Federation say in a letter sent to Sanders and Senator Bill Cassidy (R-Louisiana).

The groups add that the bill “may have the practical effect of discouraging lawful advertising for ordinary food and beverage products, including, for example, restaurant advertising and advertising for products lawfully sold in commerce, even where the intended audience is not primarily children.”

The bill provides that ads will be considered child-directed if they use “themes or promotional strategies that appeal to children” — such as “fun or fantasy” themes, cartoon characters, social media influencers, free toys, interactive games or apps.

The ad groups write that those factors “are inherently subjective, making it difficult for regulated entities to determine in advance what advertising conduct is prohibited.”

The organizations add that many of those factors “are commonly used in mainstream advertising regardless of the intended audience.”

The bill also provides that ads are child-directed if placed in media where children make up at least 30% of the audience.

The ad groups say that threshold is low enough to “encompass a substantial portion of mainstream media.”

“While well-intentioned, this bill misses the mark by imposing broad restrictions on protected commercial speech that may extend well beyond advertising directed at children, while relying on vague standards that create substantial uncertainty regarding the scope of the prohibition,” the organizations write.

The bill would also require warning labels on junk food.

Some advocacy groups, including the nonprofit National Center for Health Research, support the bill. That organization said this week that the measure “would greatly improve children’s health by banning ads for junk food that are aimed at children.”

17502: In Adland, AI Stands For Avoiding Inclusion.

 

MediaPost spotlighted a new 4As report cautioning White advertising agencies that using AI to replace new hires could adversely impact next-generation leadership growth.

 

Given entry-level hiring and recruiting has fueled global performative DEIBA+ initiatives, choosing AI over newbies shuts down critical talent pipelines to underserved and underrepresented candidates.

 

In Adland, AI fortifies exclusivity and systemic racism.

 

How Cutting Entry-Level Agency Jobs Impacts The Entire Industry

 

By Steve McClellan

 

The ad agency world has long fretted over entry-level positions and how to get to the best talent to fill them.  

 

The industry accepts that it probably won’t be the highest paying sector in the economy and that it has likely lost many potential candidates to higher-paying fields like tech and finance.  

 

More recent developments have complicated the issue further, including hybrid workforces that have put a damper on career-mentoring channels.  

 

And advancements in artificial intelligence are now enabling agencies to cut staff—particularly entry-level posts that don’t involve much, if any, strategic thinking—to further reduce expenses. 

 

But a new report from the 4As and consultant DBC urges agencies to carefully consider their use of AI to replace new hires, noting that such a strategy could stunt the growth of next-generation leadership. 

 

“By treating these roles as short-term costs rather than long-term investment, agencies risk creating a ‘hollowed-out’ middle management for the next decade,” the report, written by DBC President Bill Daddi, states. 

 

The report quotes several industry leaders and cites a Forrester study that projects that U.S. ad agencies will automate 7.5% of jobs by 2030, most of which will be entry-level positions.  

 

4As CEO Justin Thomas-Copeland states that pressure on entry-level jobs in the industry has been steadily increasing in recent years, but that AI has “hyper-accelerated that progression, where it feels much more aggressive than in any sort of disruptive time that I’ve been in the industry.” 

 

One of the report’s recommendations: Rethink and build mentorship exposure and career development into the industry’s hybrid workforce culture.  

 

“We’ve quietly killed the apprenticeship model where talent learned by being around the seasoned pros at their agencies,” states Caroline Winterton, former CEO at DDB. “If we don’t replace it with something intentional, we’ll end up with leaders who know the tools but don’t have the taste, judgment or people skills the industry needs.” 

 

With fewer people at agencies, there is also more pressure on mid-tier players to drive growth versus their traditional roles of managing teams and completing projects, the report asserts. 

 

The industry needs to redefine what skills entry-level positions require. Traditionally, those roles have focused on executing repetitive tasks.  

 

“Future junior employees must be better equipped to connect strategy, creativity, analytics and AI-enabled systems,” the report asserts. 

 

“AI literacy matters,” states Witherton. “But so does critical thinking, storytelling and knowing when not to use the tool. We need to invest in both sides of the equation.” 

 

More from the report, “Redefining Entry-Level Agency Positions in the Age of AI,” can be found here.

17339: A Look At 4As Look Ahead 2026.

4As Look Ahead 2026 is a 93-page document presenting the wondrously innovative ideas, insights, and resources offered by the trade organization.

 

DEIBA+ doesn’t appear until page 43 in the People, Talent & Upskilling section, featuring opening gibberish by the 4As EVP of People, Talent and Upskilling and the 4As CEO, both of whom were newly appointed last year.

 

Absent are any clear and decisive DEIBA+ commitments, making minimal use of the word “inclusive”—and only in the bullet point dedicated to MAIP AI Offerings.

 

Hell, maybe MAIP should be revised to stand for Mendacious Artificial Inclusivity Propaganda.

 

For DEIBA+ in Adland, the look ahead looks like a view of the past.

17329: Delayed WTF 65—On Blackweek Awards.

MultiCultClassics is often occupied with real work. As a result, a handful of events occur without the expected blog commentary. This limited series—Delayed WTF—seeks to make belated amends for the absence of malice.

 

Adweek reported Blackweek partnered with Cannes Lions to launch its first awards program, designed to “celebrate work that moves representation forward, both in the creative itself and the teams behind it.”

 

Blackweek, its founders, and operating crew deserve respect. Full stop.

 

Yet can’t help but feel the awards angle represents a concession of sorts.

 

It’s a common stunt in Adland to generate interest—and income—by introducing trophy contests. Adpeople love shiny hardware more than they love hip hop.

 

Is another non-White awards spectacle necessary? Aren’t matters covered—albeit in segregated, underrepresented style—by ADCOLOR®, ANA Multicultural and Inclusive Marketing Excellence Awards, and 4As MAIP Awards? Not to mention performative PR, pseudo philanthropical propaganda, and heat shields fabricated by prominent White awards sources.

 

Teaming up with Cannes Lions sorta compounds the outrageousness too.

 

Sorry to close on a cynical note, but here it is:

 

In Adland, you can’t beat the system. Or the systemic racism.

 

Blackweek and Cannes Lions Partner on Awards Centering Representation 

 

The awards program will debut at Blackweek 2026.

 

By Alison Weissbrot

 

Blackweek, an industry forum dedicated to advancing business by helping brands, creators, and innovators connect with culture, is launching its first awards program in partnership with Cannes Lions. 

 

Debuting at Blackweek 2026 next October, the awards, which are in the process of being WARC-certified, will celebrate work that moves representation forward, both in the creative itself and the teams behind it. 

 

Blackweek and Cannes plan to announce categories, submission timelines, and an official name for the awards in the coming weeks. Both agency and client teams are eligible to apply. 

 

While some categories will focus directly on representation, others will purely be about the work, Andre Gray, Blackweek founder and chief activation officer, head of culture and entertainment, Havas Lynx.

 

“We want to just be like, ‘This is the best work.’ That’s what we’re geeked about,” he said. 

 

The key difference between these and other industry awards, however, will be the diverse pool of jurors evaluating the work from their different backgrounds and perspectives.

 

“Being in those jury rooms where I have to argue for the cultural relevance, the cultural competency, the nuance—we need something that is going to have that type of integrity,” Gray said. “We’re creating jury rooms where you don’t have to educate.”

 

Cannes Lions will consult closely with Blackweek on the awards, lending its expertise, processes, judging criteria, and other aspects of its blueprint. Both parties are still working out financial and ownership details of the partnership. 

 

“We’re taking the equity, the integrity, and the trust that we have with the Black and Brown community and combining it with the best-in-class awards,” Gray said. “Our strategic partnership and endorsement from Cannes Lions is about soaking up their blueprint, not reinventing the wheel.”

 

In a statement, Simon Cook, CEO of Cannes Lions, added that the organization is “proud to support and endorse the Blackweek Awards, and glad to share our experience in shaping world-class benchmarks that drive economic and societal change.”

 

“The Blackweek Awards are a necessary and powerful evolution in how we celebrate creativity—one that ensures historically marginalized voices are not only heard but celebrated on a global stage,” he continued. 

 

A different starting point

 

The launch of the awards comes on the heels of another successful Blackweek, which drew 2,000 attendees to its annual forum in New York City from Oct. 6-9, which is up from 1,300 attendees at its inaugural event in 2024. According to Gray, Blackweek has grown more than 200% in sponsorship and ticket sales year-over-year. 

 

While Blackweek’s founders didn’t always plan to launch an awards program, the support from Cannes Lions will allow them to provide the rigor needed to create a credible new industry program, Gray said. 

 

“We want to give a Cannes Lions-level experience, but do it with the trust and integrity that we have in our community,” he added. 

 

For Cannes, the awards can help accelerate change more rapidly outside of its jury rooms, which “can only move forward so quickly,” Gray said.

 

“We need to create a different room of people, so that they can also look at work and say, ‘From our vantage point, this is the work that should be heralded.’”

 

Like Blackweek, the awards will focus on quality and start from the perspective of underrepresented groups “and their safety, recognition, and community,” instead of “starting de facto from the winners of history, which are white, male, cis, heterosexual,” Gray said. “When you come from a different place, your solutions are very different.”

 

They also aim to give diverse people recognition that can translate into cultural capital in an industry where there’s pressure to stand out while doing more with less. 

 

“The easiest way to get known for your work is to get recognized for your work,” Gray said. “Awards do so much for people. That’s the work that some young person is going to look at today or in 10 years, and say, ‘I need to be like that.’”

 

CORRECTION 10/15/25 at 10:25 am ET: A previous version of this article stated that Blackweek’s awards are WARC-certified. It has been updated to reflect that the awards are in the process of being WARC-certified.

17250: A Tale Of Two Vanguards.

 

Adweek introduced its new trophy stunt: Agency Vanguard Awards.

 

Formerly called Agency All-Stars, the program is designed to honor C-suite executives in White advertising agencies who “are setting the standard of effective leadership and paving the way for the next generation.” Whatever.

 

The Adweek Agency Vanguard program has no connection to the 4As Vanguard program, which “is designed to provide a framework for the industry to ensure more diverse and inclusive leadership in the future”—essentially hoping to address the historic lack of opportunities for Black talent in Adland.

 

It’s sad that a trade journal allegedly expert in covering the industry is apparently not aware of a heat shield from the industry’s leading trade group.

 

Feels like another example of the disinterest and indifference directed toward non-Whites in Adland.

 

Call for Nominations: Introducing the 2026 ADWEEK Agency Vanguard Awards 

 

Honoring the leaders, advocates, and growth drivers at agencies 

 

The most impactful agency executives are the ones who have powered themselves and their organizations, proving themselves indispensable to their clients. 

 

Through their work, these agency C-suite execs are setting the standard of effective leadership and paving the way for the next generation. They are the Agency Vanguard. 

 

ADWEEK is proud to announce, as part of our overall, newly launched Agency Vanguard program—a special series of content and events for agency leadership—the inaugural Agency Vanguard Awards. 

 

As ADWEEK builds our Agency Vanguard program, Agency All-Stars has been renamed the Agency Vanguard Awards. All agency C-suite executives are eligible to enter. 

 

Each nominee is invited to submit the name of a so-called “next leader” on their team to be featured in the final list alongside them—someone who is the executive’s right-hand person, their critical collaborator.

 

Nominees will be reviewed and selected internally by ADWEEK. The final list will be featured in the April issue of ADWEEK in print and online on 4/7/26. 

 

There is no entry fee; the final deadline for nominations is January 23, 2026. 

 

Please use the nomination form below to submit a candidate.

17243: Representation & Innovation Lacks Representation & Innovation.

Digiday published an interview with the newly appointed 4As EVP of People, Talent and Upskilling. It would be interesting to read the job description for that title. Or maybe not.

 

Has the 4As ever made an impact on DEIBA+ in Adland? Perhaps in the early 1970s when MAIP launched, leveraging the era’s societal commitment to progress. Since then, the trade organization has mostly fabricated heat shields, performative PR, and embryo recruitment stunts.

 

The new EVP sounds like all her predecessors, promoting the same Kumbayadda yadda yadda.

 

While the popular argument declares DEIBA+ ignites creativity, the DEIBA+ conversation continues to be clichéd, contrived, and cookie-cutter—ultimately generating crumbs.

 

Why 4As’ new EVP Sylvia Banderas Coffinet is investing around ‘representation and innovation’

 

By Kimeko McCoy

 

Between the AI arms race, political and economic headwinds, the ad industry finds itself at an inflection point, reshaping how organizations invest in and talk about talent. Most notably, advertisers are grappling with the pullback from diversity, equity and inclusion initiatives — largely given President Trump’s scrutiny of DEI.

 

The 4As hasn’t been immune from that recalibration. Earlier this year, the U.S. trade association for advertising agencies overhauled Multicultural Advertising Intern Program (MAIP) and Vanguard — two of the marketing industry’s cornerstone diversity programs — to be more be more inclusive beyond race and ethnicity. The changes were meant to fall in line with cultural shifts, but sparked concern from former MAIP fellows who argued that the move diluted the original mission.

 

As the industry navigates changes to DEI and surge in AI use, the 4As appointed Sylvia Banderas Coffinet as the organization’s evp of people, talent and upskilling, to expand the foundation’s reach and strengthen key programs, including the Multicultural Advertising Intern Program (MAIP) and Vanguard.

 

Coming into the role, Banderas Coffinet is pitching diversity as a business imperative rather than a moral initiative by measuring intern hiring rates and incorporating AI into program curriculum. Banderas Coffinet came with a background in media as CEO of Latina Media Network and corporate general manager at Vox Media. She was announced as the 4As latest hire under CEO Justin Thomas-Copeland on October 21.

 

“At the end of the day, engagement, inclusion, learning — these are not nice to have. They are the economic levers that are going to make you successful,” she said.

 

Digiday recently caught up with the newly appointed 4As exec to learn more about future-proofing MAIP and Vanguard, diversity amidst political headwinds and AI’s impact on the next generation of advertisers.

 

This conversation has been lightly edited for clarity.

 

How will you approach talent initiatives given the current climate of DEI setbacks and AI’s impact on job roles?

 

Innovation is still the goal. And while technology serves as the tool, it will never replace human ingenuity. As it relates to diversity, equity, and inclusion — we can get into the semantics of the words — but fundamentally, diversity is central to innovation. One without the other doesn’t exist. Probably the greatest killer of creativity is group think. Often, we talk about diversity and inclusion is good ethics, and it is. But I also believe it’s good business, and sometimes we get caught up in these conversations that forget that the numbers and the research and the years of analysis that have been done by numerous experts still show that there is a direct correlation between diversity and inclusion, talent and more successful campaigns.

 

Is there a difference between DEI and inclusion in terms of semantics, and how does this impact talent initiatives and programming?

 

Diverse workforces are a form of creating inclusion. Inclusion and belonging are ultimately rooted in equity. And the idea that when we have more voices in the room, when we create an aperture for more just more — more thoughts — innovation is a natural result of that. It’s unfortunate that we’ve turned this conversation into semantics. Because whatever we call it, the bottom line is the facts support that it’s good for the business. 

 

Considering the current climate around DEI, what initiatives do you plan to tackle to advise 4As members?

 

The biggest difference is the way we’re talking about it. Before, we could openly say this was a moral initiative. And that was correct. In many ways, that seems to be not as popular now. But the reality is the support and the numbers are there. So it’s OK to then turn it into a business conversation. I’m not saying it has to be either-or. It’s very much an “and.” It also depends very much on who you’re speaking to. Most of us that have done this work and believe in this work and understand the importance of this work, know that you can call it whatever it is, representation and innovation are critical to the bottom line. 

 

Does the shift from ‘moral’ dilemma to business imperative change how the 4As pitches partnerships to agencies and others?

 

The conversation is going to be best received if it’s grounded in the dollars and cents of it all. I don’t think that that’s the only anchor point. I believe most of us in the industry are living in New York and in the world, and just the way things are now, Gen Z is 50% diverse. There is a return to wanting to speak more on things like ROI and on impact business metrics. In many ways, I welcome that we are poised to have those conversations and there’s plenty of data that supports it. And if that’s what it’s about — if it’s about doing the right thing for the business — that’s good news for us.

 

How will you measure the continued impact of your MAIP or Vanguard programs, ensuring they deliver real outcomes rather than just symbolic initiatives?

 

The full-time hire rate is a critical measure. It’s a huge investment in time and upskilling and training. These programs are really rigorous and they also support the fellows after the fact. One of the most important measures for us is, did they land that full-time job? Did the agencies hire them full-time? The national average is around 53% for most internship programs [according to the National Association of Colleges and Employers (NACE) 2024 internship and co-op report]. We are at around 48%, and our goal is to get to 55%. 

 

Could you outline the expansion plans for the MAIP and Vanguard programs and how they will contribute to achieving the 55% full-time employment goal?

 

Part of that is ensuring that our curriculum and our upskilling is really responding to the greatest need of the industry — which is around AI upskilling — and to make that central. The other part of that is there’s a certain level of educating and reminding our partners that in many ways, our role has and always will be…our strategy has always been to identify and power and employ the next generation of creative leaders. That’s what MAIP is about. How we get to that 55% is very much by ensuring that our industry values and understands the importance of representation as innovation, that they can correlate how hiring inclusive talent ultimately means they see benefits in their bottom line. 

17211: On Adland Leaders & DEIBA+ Commitment.

 

Advertising Age published content titled: 8 agency leaders divulge the most pressing issues facing their business—and how they’re navigating them.

 

The “leaders” covered typical topics including AI, the rise of strategists, new business opportunities, and standing out in a crowded market.

 

The report closed with the following:

 

The state of DEI

 

Despite the conservative backlash to diversity initiatives, the executives said they remain committed.

 

“From a 4As standpoint, the focus will continue to be on inclusive teams, and inclusive teams are great for business, they’re great for being an economic multiplier, they’re great for brands being much more in tune with the market,” [4As CEO Justin] Thomas-Copeland said.

 

[Walrus CEO Frances] Webster reiterated that point, saying companies with diverse boards and teams outperform those that are not.

 

“We’ve always been committed to inclusivity,” [Giant Spoon CCO Ian] Grody said. “We remain committed to inclusivity. Nothing has changed.”

 

Yep, White advertising agencies remain “committed” via performative PR, heat shields, and contrived self-promotional stunts. Yet nothing has changed—in terms of actual DEIBA+ progress.

17062: Will Broadening 4As DEIBA+ Heat Shields Ultimately Expand Systemic Racism?

Adweek reported the 4As “broadened” its DEIBA+ programs originally focused on racial and ethnic groups—MAIP and Vanguard—to include “underrepresented groups such as those with neurodiversity, disabilities, and socioeconomically disadvantaged backgrounds.”

 

Outgoing 4As CEO Marla Kaplowitz insisted the heat shield expansion is not a response to President Donald J. Trump’s anti-DEIBA+ platform, claiming the decision was made before Trump’s return to supremacy. According to Kaplowitz, “We were constantly hearing feedback from [White advertising] agencies saying: ‘This is such a rich program. I wish we could expand it and offer it more broadly within our company’.”

 

MAIP stands for Multicultural Advertising Internship Program. Is a rebranding coming soon? How long before MAIP and Vanguard start welcoming White women?

 

Can’t help but think the Adweek report goes beyond performative PR—it smells like blatant bullshit.

 

4A’s DEI Programs Were Broadened After Agency Feedback, Says Marla Kaplowitz

 

CEO confirms eligibility for MAIP, and Vanguard was expanded before President Trump's second term

 

By Audrey Kemp

 

The 4As’ outgoing chief executive (CEO), Marla Kaplowitz, said it broadened the eligibility and curriculum for two diversity, equity, and inclusion (DEI) talent programs based on industry feedback.

 

Since 1973, the 4A’s Multicultural Advertising Internship Program (MAIP) has provided internships for people of color, while Vanguard, launched in 2021, was an initiative to help non-white advertising professionals develop their leadership skills.

 

However, since fall 2024, the trade body has widened the application process. It officially announced the change in May 2025.

 

In the face of directives from President Trump regarding DEI initiatives, businesses, from Amazon to Verizon, have been rolling back on DEI commitments and talent programs.

 

However, Kaplowitz told ADWEEK the 4A’s decision stemmed from ongoing feedback from agency partners and different companies in the media marketing sphere. She also confirmed it was made before the Trump administration took office.

 

“We were constantly hearing feedback from agencies saying: ‘This is such a rich program. I wish we could expand it and offer it more broadly within our company,” she said.

 

The move comes as the CEO prepares to step down at the end of the month, with Justin Thomas-Copeland set to take the reins as her successor.

 

Expanding Eligibility

 

The expanded eligibility for the programs now includes underrepresented groups such as those with neurodiversity, disabilities, and socioeconomically disadvantaged backgrounds.

 

Kaplowitz said that the shift was about embracing a broader definition of inclusivity, giving more people from different backgrounds an opportunity to enter the industry.

“With MAIP, we recognized that there was an opportunity to expand the aperture on what it meant to be inclusive… and to look at everything, from sexual orientation to ability to neurodiversity,” she said.

 

Some critics are concerned these changes might dilute the focus on race and ethnicity at a time when 90% of agency leaders identify as white, and the industry as a whole is lagging on representation. However, Kaplowitz remained firm that the core mission of both programs has not shifted.

 

“It’s challenging because MAIP has been around for over 50 years, and what was important to us is, how do we evolve the program and preserve it?” Kaplowitz said.

She added: “We needed to evolve the program to continue delivering on it and meeting the evolving needs of the partners. We are still focused on our core mission, which is, how do we create possibilities for people who are not necessarily given opportunities?”

 

She said education remains a central focus for the 4A’s, through scholarships, MAIP’s support for high school students in New York City, or Vanguard’s leadership development opportunities.

 

Practical Changes

 

Updates to Vanguard, which focuses on mid-career professionals, include an expanded leadership training component to resemble a “mini MBA,” aimed at better equipping participants with the skills they need to grow within their companies.

 

Practical changes to MAIP, which inducted 75 fellows in 2024, include an enhanced curriculum, incorporating AI training, business etiquette, and an understanding of how agencies make money—skills identified by industry partners as essential for success in today’s workplace.

 

MAIP will continue its summer “Labs” program and expand its partnerships with organizations like the VCU Brand Center to enrich fellows’ experiences.

 

Similarly, Vanguard’s leadership track is evolving to partner with a university to provide a “mini MBA” experience.

 

Kaplowitz expressed optimism that the revamped programs will continue to serve as a vital resource for underrepresented talent in the advertising industry. She said a main goal was to get more agencies and partners “to raise their hand and want to have more MAIP fellows, knowing that they come incredibly prepared.”

 

She also emphasized the 4A’s commitment to staying connected to the alumni of both MAIP and Vanguard.

 

“We have over 4,500 alumni from the MAIP program, and we’re still very much committed to those communities and staying connected to them,” she added. “We want to ensure they are part of the evolution as we move forward.”