16744: No Love For Love Has No Labels…?

 

AgencySpy posted on the latest performative propaganda involving Ad Council and its Love Has No Labels campaign.

 

Ad Council President and CEO Lisa Sherman gushed, “No one should face discrimination because of who they are. There is more that unites us than divides us, and this new campaign was designed to empower individuals across the country to see the inequities impacting so many…”

 

Okay, except Ad Council consistently discriminates, handing big-budget projects to White advertising agencies and brushing crumbs to non-White shops.

 

It’s also ironic that the White digital agency responsible for Love Has No Labels—R/GA—is getting no love from White holding company IPG.

 

There is a label for this scenario: Bullshit.

 

The Latest ‘Love Has No Labels’ PSAs Target LGBTQ+ Discrimination

 

By Kyle O'Brien

 

The Ad Council has launched the latest effort in its Emmy-Award-winning “Love Has No Labels” campaign, to raise awareness of the ongoing discrimination faced by LGBTQ+ people and to remind audiences how they can help create a more accepting and inclusive society.

 

The new “American Dreams” PSAs highlight the barriers that exist in achieving equality and protection against discrimination and threats of violence.

 

Since the initial launch of the campaign nearly a decade ago, hatred and division are still rampant, with rising discrimination targeting LGBTQ+ people and increasing their risks of experiencing housing and broader discrimination. Many people across the country are unaware of the current threats to the LGBTQ+ community.

 

“American Dreams” was developed pro bono by R/GA, directed by Luke Gilford, and produced by Golden LA highlights the shared humanity, dreams and hopes of people across all walks of life, juxtaposed against the reality for LGBTQ+ people.

 

In “A Place to Call Home,” we see an idyllic suburban home with a diverse, happy cast of people enjoying their home and yard. The tone changes when the front door shuts and the reality of discrimination sets in. It ends with “In over 50% of U.S. states, you could legally be denied housing.”

 

“The Freedom to Live in Safety” shows a same sex family in a diner, with the reality being that LGBTQ+ are four times more likely to be victims of violent crime.

 

A third spot, “The Opportunity to Work for a Better Life” highlights the discrimination against LGBTQ+ people in the workplace.

 

All spots direct audiences to the LoveHasNoLabels.com website, where people are encouraged to learn about the legal protections, or lack thereof, in their state, read stories from LGBTQ+ people about their experiences with discrimination, and access resources to help foster more accepting communities.

 

“No one should face discrimination because of who they are,” said Ad Council president and CEO Lisa Sherman in a statement. “There is more that unites us than divides us, and this new campaign was designed to empower individuals across the country to see the inequities impacting so many and take actions that help ensure that LGBTQ+ people also have the opportunity to pursue their dreams.”

 

The campaign’s latest initiative was funded by California’s Bridge Project Fund, state bill 447, which creates a fund that can be used to create non-partisan, inclusive messaging, discourage discrimination, and help members of the LGBTQ+ community feel less isolated.

 

“The Ad Council’s Love Has No Labels ‘American Dreams’ campaign is more than just a message—it’s a call to action,” said Robin Forbes, global chief executive officer at R/GA. “It’s an urgent reminder that we must all take steps to ensure LGBTQ+ individuals are treated with the respect and equality they deserve. R/GA is proud to partner with The Ad Council to tackle these issues head-on, reinforcing that we’re all human before anything else.”

 

The campaign will appear nationwide through inventory donated by the media industry, including iHeartMedia which also produced audio assets for the campaign.

16708: How To Expressly Catch A Panda.

AgencySpy posted on Panda Express choosing Opinionated as its new White advertising agency.

 

The Panda Express VP of Integrated Marketing Communications gushed, “Opinionated’s focus on family, authenticity, and transparency played a huge part in our decision to move forward with them. As did their drive to truly understand the Chinese American experience and perspective.”

 

Okay, except based on the people section of the agency website, it appears Opinionated lacks legitimate diversity that might lead to Chinese American culinary and cultural competence.

 

What’s more, AgencySpy revealed Opinionated “tapped key players from TDW + Co”—a multicultural marketing shop—to presumably gain enlightenment. This is a common tactic for White advertising agencies, albeit often a crumby consolation con for consultants of color.

 

And that’s no ancient Chinese secret.

 

Panda Express Names Opinionated as its New Creative AOR Following a Competitive Pitch

 

By Kyle O’Brien

 

Chinese restaurant chain Panda Express has selected independent agency Opinionated as its new creative AOR. The win follows a competitive review that launched in January and was led internally by the brand.

 

Panda Express—with more than 2,500 stores, 50,000 associates and nearing $6 billion in sales—is looking to the Portland, Oregon-based Opinionated to develop a strategic marketing platform that will elevate it from a well-known brand to a beloved one. The first campaign under the platform is expected to debut in January 2025 to coincide with the Lunar New Year, and will embrace the brand’s unique and rich Chinese American heritage.

 

Founded in 1983 at the Glendale Galleria in California, Panda Express is the largest family-owned and operated Asian dining concept in America. It is also one of the most successful restaurants in its category, regularly outperforming the QSR/fast casual industry.

 

The pride in its heritage and values was apparently a key element of Opinionated’s pitch and, coupled with its unique insights into the brand, played a key role in Panda Express’s decision to award the agency the business.

 

“Opinionated’s focus on family, authenticity and transparency played a huge part in our decision to move forward with them. As did their drive to truly understand the Chinese American experience and perspective,” said Fabiola del Rio, vp, integrated marketing communications, Panda Express. “We have a deep understanding of American Chinese food and culture at Panda Express and hadn’t required that expertise of the agencies, but Opinionated tapped key players from TDW + Co, a community based multicultural marketing agency, and came at our business as one solid team with a strategic vision for our brand—and they nailed it.”

 

The brand’s most recent campaign “However You Panda,” launched in Fall 2023 and centered on a series of spots that celebrated the human moments and heartfelt bonds Panda Express fans have with the cuisine. That work was created by former creative AOR, L.A.-based The Many. Prior to The Many, Panda Express worked with creative consultancy Wolfgang.

 

Media duties, which were not up for review, are handled by Pal8.

 

“We went into this pitch with a lot of passion for the heart of what Panda Express stands for as a brand,” said Mark Fitzloff, founder and chief creative officer of Opinionated. “Panda Express has a story and a culture that we are eager to express through great creative work that we hope will become as beloved as their orange chicken.”

 

Panda Express marks the latest in a string of new-business wins for Opinionated. Over the past year, the agency has added Dick’s Sporting Goods and FootJoy to its client roster, while also growing its partnerships with Adidas and Drumstick.

16582: For McCann Worldgroup, 215 = 0.

 

AgencySpy posted on the dissolution of 215 McCann, which appears to be another casualty of IPG pruning.

 

A McCann Worldgroup spokesperson delivered corporate gobbledygook including, “To go to market in the strongest and clearest manner, and to enable investment in the growth drivers of the company, McCann Worldgroup is simplifying its brand structure to focus on its core power brands of McCann, MRM, FutureBrand and Craft. … We are proud of the creative legacy of 215 McCann, grateful for the dedication of our employees who have been impacted and doing all we can to offer support through this transition.”

 

Always amazing how White advertising agencies talk the talk on the power of branding to clients, yet fail to walk the walk, inventing and discarding agency brands with little regard to the human impact.

 

Most obscene is the formulaic statement about being “grateful for the dedication of our employees who have been impacted and doing all we can to offer support through this transition.” In HR terms, “doing all we can to offer support” is an empty gesture that translates to doing the least that can be done. Hell, in these times of working remotely, terminated employees won’t even receive the iconic white moving boxes to pack belongings.

 

When life gives you pruning, expect bullshit smoothies.

 

McCann Dissolves 215 McCann and Lays Off Staff in San Francisco

 

By Kyle O’Brien

 

McCann has made a move to consolidate its brands, and in doing so has shut down 215 McCann, the agency behind some of Microsoft’s top Xbox work. The move has resulted in some layoffs at the agency.

 

The current and future Xbox work will now be handled by the Microsoft team out of New York as part of a centralized team.

 

A McCann Worldgroup spokesperson stated: “To go to market in the strongest and clearest manner, and to enable investment in the growth drivers of the company, McCann Worldgroup is simplifying its brand structure to focus on its core power brands of McCann, MRM, FutureBrand and Craft. This means that some of the boutique brands that have been part of the broader group will integrate into the four larger brands of McCann Worldgroup.

 

Effective March 15, 215 McCann’s current client work and future projects have been pulled into McCann New York as part of the broader Microsoft team, and we will no longer operate 215 McCann as a standalone agency brand.  We are proud of the creative legacy of 215 McCann, grateful for the dedication of our employees who have been impacted and doing all we can to offer support through this transition.”

 

According to McCann, there has not been a physical office in San Francisco for some time, as the agency went remote during the pandemic. As such, 215 McCann will no longer exist in San Francisco nor anywhere else.

 

As a result of the dissolution of the 215 McCann brand, the brand confirmed that there were some San Francisco layoffs. As noted in the statement, the company is helping those who have been impacted and that entails exploring opportunities within IPG and within the broader network, as well as in the McCann networks.

 

McCann continues to partner with Momentum Worldwide, Weber Shandwick and UM, as they are part of the extended network ecosystem.

16463: Another Merger—Doughnuts + Nuts.

AgencySpy posted on Krispy Kreme choosing a new White advertising agency—the recently mega-merged VML—to handle global creative and media duties. How appropriate, as VML is a sugarcoated box of vanilla-cream-filled unhealthiness.

 

VML Named Creative Agency Partner for Krispy Kreme

 

By Kyle O’Brien

 

Doughnut giant Krispy Kreme has selected VML as its global creative agency partner. The agency is tasked with developing creative strategy and visual identity for Krispy Kreme and will handle both global and U.S. creative and media responsibilities.

 

Krispy Kreme is the first major new business win for VML following its recent merger that found VMLY&R joining forces with Wunderman Thompson under the VML name.

 

The agency appointment marks a significant milestone for Krispy Kreme as it becomes a more global, omnichannel brand. Krispy Kreme is an 86-year-old heritage sweets brand focused on freshly made doughnuts and handcrafted coffee, operating in over 35 countries through a network of fresh doughnut shops, partnerships with leading retailers and a rapidly growing ecommerce and delivery business. The brand recently announced a slate of new international locations, including Switzerland, Chile and Jamaica.

 

As global creative agency, VML is tasked with developing the creative strategy and platform to increase brand awareness and drive preference for Krispy Kreme locations and points of access globally. In addition, VML will support Krispy Kreme’s limited-time offers across key holiday periods to grow brand sales and audience engagement.

 

“We are honored to partner with Krispy Kreme, an iconic brand that is only growing in global recognition and love. The team is beyond enthusiastic to help shape the next brand roadmap for Krispy Kreme,” said Jon Cook, global CEO of VML in a statement.

 

VML was selected by Krispy Kreme following a competitive pitch. Financial details of the deal were not disclosed, but the 2023 spend estimate for Krispy Kreme is $15 million, all in digital, according to COMvergence.

 

“We are excited to embark on this transformative journey with VML. The agency’s data-informed strategic mindset and brilliance in creative global brand platforms offer the partnership we need to elevate the Krispy Kreme brand and captivate audiences across all of our global markets,” said Dave Skena, chief global brand officer at Krispy Kreme in a statement.

 

Georgeanne Erickson, U.S. chief marketing officer at Krispy Kreme added that the brand is looking to the partnership with VML to enhance the Krispy Kreme brand experience across ecommerce, retail and its network of “Delivered Fresh Daily” locations throughout the U.S.

 

“We are energized and inspired by the agency’s caliber of creativity and strategic thinking,” said Erickson in a statement.

 

Krispy Kreme and VML will begin working together immediately, with work set to launch in market in spring of 2024.

16365: Honestly Speaking Out On Anonymity In Adland.

 

Digiday Media’s Worklife published a report on the use of anonymous surveys to assess staff morale and assorted sentiments, ultimately leveraging the responses to make changes. The report, however, states that employees prefer external platforms like Glassdoor to share opinions and air grievances—feeling greater comfort and safety in such spaces. This seemingly holds true in Adland too, although things like the original AgencySpy, Diet Madison Avenue, and even The Big Tent at Advertising Age have been short-lived endeavors. Hard to believe people in the industry are lacking opinions. It's more likely that the ruling majority has successfully squelched revolutionary spirits—which, incidentally, is a key component of systemic racism.

 

Are anonymous company surveys really anonymous?

 

By Hailey Mensik

 

Internal workplace surveys are a primary tool for employers to gauge morale and other sentiments across staff and use those insights to make changes. But employees can feel unsure about just how anonymous their answers will be, making survey results potentially less accurate in showing what’s actually going on.

 

HR experts say anonymous surveys really are just that though, and companies need to better communicate it. They also need to be more transparent about the results and more willing to solicit additional and open feedback.

 

Employers in the past few years have leaned heavily on internal surveys to gauge burnout levels during the pandemic and attitudes about returning to office. They also used them amid the great resignation and competition for talent to make changes and better retain staff.

 

And yet, people can feel more comfortable confiding on external platforms. More employees have taken to public, online platforms like Glassdoor where they feel more secure sharing their grievances and asking for advice from others who currently or previously worked for the same employer.

 

Almost 70% of U.S.-based employees wish they had a way to ask coworkers and company leaders anonymous questions at work, a survey from Glassdoor found, and over 60% wish they had an online community where they could get career advice on dealing with workplace specific-challenges.

 

Some employers have taken big steps to ensure employees feel safe telling the truth, like Poll Everywhere, a company that administers those surveys. Creating trust between employees and company leaders is key, said Robert Graham, CEO of Poll Everywhere.

 

“We don’t even use our own products internally because technically some engineers have some access to the data,” Graham said.

 

Employers can sow mistrust by not ensuring anonymity, even if they claim surveys are anonymous. But also when they neglect to share survey results and communicate steps forward with staff, Graham said.

 

“I would think that if you were making decisions based on the information, you’d want to share it because it would support the decision,” he said.

 

Beyond making survey results known, employers should also continue the discussion with staff in a more formalized way.

 

They can supplement surveys with town hall meetings or by facilitating other ways for staff to give open feedback, said Josh Bersin, an analyst and CEO of The Josh Bersin Company, a research and advisory firm focused on corporate learning, talent management and HR. They should also limit discussion in those meetings to specific topics like pay, leave, remote work and other focused points covered in surveys.

 

Crowdsourcing is another powerful tool. For example, during the pandemic Pepsi asked its staff “if you could shred or eliminate one process in your job what would it be?”

 

Anonymous answers were collected then viewed by staff who could make and rate each other’s suggestions for proposed solutions. The consensus was a need to streamline the performance appraisal process, which Pepsi then re-engineered based on the feedback, Bersin said.

 

“It forces people to evaluate and rate each other’s suggestions,” he said. “If you don’t do that, you get 100 suggestions on 100 different things.”

16358: Will Papa Johns Account Review Be An All-Star Pizza Party?

 

AgencySpy posted on Papa Johns launching a review of its White marketing agencies, reportedly with a targeted focus on DEI. Papa Johns CMO Mark Shambura said, “We are looking for partners who will develop breakthrough strategy and creative work, are collaborative with each other, bring a multicultural perspective, and are representative of the communities we speak to.” That definitely means there are no plans to ever reintroduce John Schnatter. But given the DEI angle, maybe Majority—the shop co-founded by Papa Johns spokesperson, board member, and franchisee Shaquille O’Neal—has a shot.

 

Papa Johns Puts National Marketing Agencies in Review

 

By Kyle O’Brien

 

Papa John’s International, Inc. will issue a review of its national marketing agencies. The review is aimed at accelerating the brand’s analytics-led approach to marketing and consolidate and optimize its partners moving forward, according to a release.

 

The statement stated that Papa Johns is prioritizing potential partners in media and creative that can continue to help establish the superiority of its pizzas and share common brand values, including a targeted focus on diversity, equity and inclusion.

 

Papa Johns had been working with Havas agency Camp + King starting in 2019, and with Havas Media since 2018.

 

Chief marketing officer Mark Shambura, who has been with the brand since May, will lead the agency review process as part of his oversight of advertising, media and field activation, menu strategy, product innovation and digital customer experience for Papa John’s.

 

“We express gratitude to our current agency teams for their partnership and the impactful work we have produced together in the past five years,” said Shambura in a statement. “As we look beyond a post-Covid world, both Papa Johns and the landscape we operate in have shifted significantly.”

 

Shambura went on to say that Papa Johns has evolved as a company, and its marketing efforts need to innovate to meet the needs of the company as well as changing consumer habits.

 

“We are taking the opportunity to reassess our partnerships and embrace new perspectives and expertise that will set us up for the next three-to-five-years. We are looking for partners who will develop breakthrough strategy and creative work, are collaborative with each other, bring a multicultural perspective, and are representative of the communities we speak to,” added Shambura.

 

Papa John’s also hired Jaclyn Ruelle, formerly svp, managing director of cultural impact and brand communications at The Martin Agency, as its vp head of brand in September of last year. Prior to Martin, Ruelle was at MullenLowe U.S. for nearly nine years.

 

The agency search will begin this month and will include select, invited agencies to participate. Pile and Company will handle the review.

 

Papa Johns has continued its transformation following the ouster of founder and former chairman John Schnatter in 2018 due to his use of a racial slur.

16351: For Publicis Groupe, RTO = Return To Outhouse.

 

AgencySpy posted on Publicis Groupe mandating that U.S. employees return to White advertising agencies’ office spaces for three days per week. The corporate demands included threats of consequences—negative impacts to performance reviews, salary increases, bonuses, and promotion opportunities—for anyone failing to comply. Additionally, the White holding company will not allow people to work remotely for less loot—and the enterprise will stop hiring remote workers.

 

No word if employees with cancer will also face such strict requirements.

 

But don’t worry—gender pay gaps will probably not be affected.

 

As for documented indications that employees from underrepresented segments are reluctant to return to the systemic racism of office life, well, confine any complaints to behind-closed-door ERG meetings.

 

Publicis Asks U.S. Employees to Come in Three Days a Week

 

By Kyle O’Brien

 

As the pandemic fades, more agencies are returning to in-person several days a week, if not the full week. Publicis is the latest to ask its employees to return to the office, starting after Labor Day, for all U.S. marketing services employees.

 

A memo and email obtained by Adweek states that all employees must establish time in the office three days a week, which includes traveling for business and meeting on client sites, and there will be consequences for those who don’t comply.

 

“Failure to meet the 3 day/week in-office expectation post Labor Day may impact performance outcomes, including salary increases, bonus payouts and/or promotion opportunities,” said the email.

 

Those Publicis employees who have an existing documented remote work agreement, however, will be able to keep that arrangement, and those who live far from an office but don’t have that arrangement will be able to talk with their senior leadership to try and arrange an alternative to the three-day in-office week.

 

The memo states that Publicis believes “our collective commitment is needed to build a hybrid future where employees are growing, engaged, and delivering the best for our clients. Any exceptions need to be reviewed by our Talent Partners and senior leadership.” It added that Publicis firmly believes that the office is “an integral part of creating an inclusive and engaging work culture for the future, fueling creativity and innovation while fostering deep client connections, strengthening our interpersonal relationships, and enriching learning opportunities.”

 

Publicis will keep tabs on its employees returning to the office by a “variety of records and information,” which includes visual observations and “facilities data,” which means key card access to buildings, but the memo states that it essentially trusts its employees to adhere to the requirements.

 

Publicis will not offer employees who want to stay remote for less pay that option. In addition, Publicis will also no longer hire remote workers, the memo states.

16315: A Brief Examination Of A Brief, Big C, Bucks & Bias.

 

AgencySpy posted that Publicis Groupe is extending its “Working With Cancer Pledge” concept via a global, industrywide, multi-agency competition to create a campaign to launch on World Cancer Day 2024 with a $100 million media budget.

 

Was the marvelous Marcel unable to assemble a team from within the White holding company to handle the project?

 

MultiCultClassics already commented on the exclusive exhibition. Yet it’s worth pointing out how Publicis Groupe pledged $50 million over three years to address systemic racism and racial injustice—versus $100 million for a one-day event.

 

Prioritizing patronization has always signified the power of privilege.

 

Working With Cancer ‘Big C’ Brief is Officially Open

 

By Kyle O’Brien

 

The Working with Cancer campaign has gained huge momentum after winning a Health Grand Prix for Good at the recent Cannes Lions International Festival of Creativity. Now, it’s officially opened up its entries for the “Big C” brief.

 

In Cannes, top creative leaders from Edelman, IPG, Omnicom, Publicis and WPP joined forces on stage to deliver one of the most high-profile briefs in the industry. The brief looks to marketers and advertisers to create a culture-defying program, experience or campaign that helps to erase the stigma and insecurity of cancer at work.

 

The brief, which could impacting the lives of up to four billion people invites the entire industry and beyond, as individuals or duos within one agency or cross-agencies, to create a campaign that will launch on World Cancer Day 2024, in a global multi-media campaign supported by $100 million.

 

Powered by Cannes Lions’ world class judging systems, judging will be led by senior creative and strategy leads across the five holding companies including Susan Credle (global chair and global chief creative officer, FCB), Chaka Sobhani (global CCO of Leo Burnett), Luiz Sanches (CCO of BBDO NA), Judy John (global CCO of Edelman) and Debbi Vandeven (global CCO of VMLY&R).

 

The brief follows Working with Cancer’s launch at Davos and a mass media global campaign around the Super Bowl. The campaign arose from Publicis chairman and CEO Arthur Sadoun’s announcement last year that he had a cancerous tumor removed.

 

The submission deadline is Friday, September 15. Judging will take place throughout October, with the winner announced at the end of that month. The winners will also receive a delegate pass to attend Cannes Lions 2024.

 

For more details please visit the Working with Cancer website and link through to the entry platform.