17532: On Exclusivity, The Omnicom Inclusion Breakfast, And Less.

 

Reflecting Adland, Cannes Lions International Festival of Creativity displayed declining DEIBA+ dedication.

 

The Omnicom Inclusion Breakfast was an exclusive affair with registration-only admission. Social media posts feature performative propaganda starring equality advocates—a literal minority group—spouting clichéd cultural commentary.

 

The DEIBA+ conversation has not evolved at all, pushing political and professional platforms that have proven ineffective.

 

PRovoke Media Editorial Director Maja Pawinska Sims provided the following perspective:

 

The conversations that became quieter

Sometimes the biggest story at Cannes is what nobody is talking about. Only a few years ago, DEI and sustainability were impossible to avoid. This year, both were noticeably less prominent across the official programme and the wider festival.

That doesn’t mean those issues have disappeared, nor that organisations have stopped caring about them. But the centre of gravity has undoubtedly shifted, which made spaces such as Propeller’s Empower Lounge feel all the more valuable. Away from some of the louder conversations around AI and commercial transformation, it continued to provide a platform for thoughtful discussions about inclusion, leadership, wellbeing and the broader purpose of communications.

It was also encouraging to see The Female Quotient expand onto the beachfront for the first time, although many delegates lamented the disappearance of Inkwell Beach, and of course the immensely popular IPG Women’s Breakfast/Diversity Breakfast, is no more after the Omnicom acquisition. 

 

If DEIBA+ were an awards category, Cannes Lions could not legitimately identify a single winner, as any submitted work would constitute a scam entry.

17511: How To Be Remembered At Cannes—The True Version.

 

Advertising Age published fluff content titled, “How to be the person people remember at Cannes, according to 10 festival veterans”—featuring self-absorbed bullshit from forgettable nobodies.

 

Not mentioned among the contrived tips:

 

• Sexually assault someone.

 

• Admit your Lion-winning entry is scam.

 

• Woo potential clients with lavish gifts, expensive booze, and brazen sex acts.

 

• If you’re a person of color seeking to be remembered at Cannes, you must perform as an A-list entertainer.

 

How to be the person people remember at Cannes, according to 10 festival veterans

 

By Ad Age Staff

 

The Cannes Lions International Festival of Creativity is a rush of introductions, pitches and personalities—it can be extremely difficult to make a lasting impression. To make the most of your time among the industry’s top players, brushing up on your opener, among other steps, can make a big difference.

 

Ad Age asked 10 Cannes veterans about successful tactics for rising above the noise. See their tips and the reasoning behind them below.

 

Finesse up your opener

 

Amy Worley, global chief connections officer, VML

 

Cannes is undeniably packed with more brands, tech giants and business leaders than ever, but it’s still the Festival of Creativity. So instead of defaulting to “What do you do?” try asking, “What have you seen that’s inspired you this week?” I’ve found it gets past the small talk and into the good stuff much faster. And who doesn’t love to talk about what they love?

 

Rita Ferro, president, global advertising, Disney

 

One of the most memorable first impressions I’ve seen at Cannes came from someone who simply had the confidence to stop, introduce themselves, and ask a thoughtful question. You meet an extraordinary number of people in a single week, and the ones who stand out aren’t the loudest—they’re the ones who are genuinely curious, prepared, and intentional about creating a real moment of connection.

 

I always appreciate when first-timers, students or young professionals take that initiative. It signals hunger, humility, and an understanding that Cannes is ultimately about people.

 

Lead with your point of view over your title

 

Luis Miguel Messianu, founder, president and chief creative officer, MEL

 

The people who make the strongest impression at Cannes are rarely the ones trying the hardest to impress. The memorable ones are curious, generous and present.

 

I remember people who didn’t begin with a pitch, a title or a credential. They began with a point of view. They had seen something, felt something, questioned something. They asked smart questions about the work, about culture, about where the industry was going. That stands out because Cannes can be noisy, and real curiosity cuts through the noise.

 

The best first impression is not “look who I am.” It is “let’s have a conversation worth remembering.”

 

Leandro Barreto, global chief marketing officer for Unilever and Beauty and Wellbeing

 

The people who make the strongest impression are the ones who are precise about what they stand for but also approach Cannes with a real sense of curiosity. They don’t try to cover everything; they engage thoughtfully and land a perspective clearly. In a week that’s full of ideas, that kind of clarity cuts through.

 

I’ve always found it stands out when someone grounds the conversation in real work and real examples and then builds from there. But equally, the people you remember are the ones who are open to going beyond their usual circle—connecting with different brands, perspectives and parts of the ecosystem you wouldn’t normally engage with day to day.

 

Do the thing you said you’d do

 

Joe Paluska, chief marketing officer, Commonwealth Fusion Systems

 

The most memorable first impression I’ve ever seen at Cannes came from Anderson .Paak. After speaking at Amazon Port about authenticity, culture and co-creation, he came right up to the front of the stage. I mentioned that my son was studying hip-hop and was about to turn 21, and Anderson immediately shot him a personal happy birthday video. That moment said everything.

 

Cannes is full of people talking about authenticity, but Anderson practiced it in real time. He didn’t need to do it. There was no “brand benefit.” He just made a human gesture that my son will never forget. At Cannes, the people who stand out are not always the loudest or most polished. They are the ones who make a huge global stage feel personal. Anderson turned a celebrity encounter into a father-son memory, and that is the kind of impression no business card can compete with.

 

Crystal Foote, founder and head of partnerships, Digital Culture Group

 

One of the most memorable first impressions I experienced at Cannes came from the wife of a marketer attending the festival. She was curious about what I did and immediately started thinking about who I should meet. After learning more about Digital Culture Group and the work we were doing, she connected me directly to her husband. What stood out was how naturally she made introductions and created connections in the moment. Cannes moves fast, and some of the best opportunities come from people who are proactive, engaged and genuinely interested in helping others expand their network.

 

Mona Munayyer Gonzalez, president, Pereira O’Dell

 

After speaking on the Cannes Creator stage last year, I had several people approach me who mentioned that something I mentioned in my speaker bio—my specific career path, my Palestinian roots—spoke to them and made them want to stop by and say hi. It was incredibly thoughtful and purposeful, which felt deeply refreshing amidst a sea of sales pitches and superficial hellos.

 

Talk to people standing in line with you

 

Alejandra Haro, regional leader, Circulo Creativo USA

 

Absolutely. I once met a person who is now a speaker at the festival, and it happened in the most unplanned, unhurried way. We simply couldn’t get into the same venue, ended up waiting together, and that was it. To me, that’s what a truly memorable first impression looks like: not a polished elevator pitch, but a real human moment. The kind that makes you think I’d love to work with this person someday. So don’t be afraid to talk to strangers; everyone is there to connect.

 

Kimberly Wilson, board advisor, Fullscale Holdings

 

The people who stand out most at Cannes are usually quietly moving through the experience. I’ve always been drawn to individuals who lead with authenticity versus transaction.

 

I remember meeting the chief revenue officer of a pretty big agency who skipped a networking event entirely and instead opted to join me for an impromptu lunch to discuss how culture, creativity and consumer behavior were shifting in real time. It immediately changed the energy of the interaction because it felt genuine and thoughtful rather than transactional.

 

People remember how you made them feel far more than your title or company affiliation.

 

Make time for the work—it leaves an impression too

 

Jorge Plasencia, co-founder, chairman and CEO, Republica Havas

 

I do not have one specific “first impression” moment with a person that comes to mind. For me, the most memorable first impressions at Cannes have often come from the work itself.

 

Over the years, there have been so many campaigns that have impacted me and stayed with me. One example is the Lacoste work from my colleagues at Havas’ BETC, which used the brand’s iconic crocodile to draw attention to endangered species. It was simple, powerful and deeply memorable.

 

Those are the moments I never forget. Cannes is full of people, meetings, conversations and events, but the work is what stays with you. The best ideas make a first impression that lasts.

17326: An Adverse Reaction For A Clio Health Initiative.

 

A Clio Health Initiative — Women’s Health Platform should be retitled Divertsity Dumpster, allowing predominately White advertising agencies to display performative propaganda and scampaigns professing faux concern for women’s health issues.

 

It represents another example of medical waste in marketing.

17170: Scanning Scamming At Cannes.

 

Campaign Asia-Pacific reported the Cannes scam case study controversy continues, as a US senator filed a lawsuit against Whirlpool, Omnicom Group, DDB, São Paulo-based DM9, and several other subsidiaries.

 

The complaint charges DM9’s Cannes Lions-winning case study video featured AI-manipulated excerpts from the politician’s 2018 TED Talk, which were integrated without consent.

 

Wow. DM9 demonstrated extraordinary creativity and craftiness with the deceptive entry. It’s a wonder Cannes Lions International Festival of Creativity hasn’t introduced a special trophy for scampaigns—it would surely generate significant profits for the awards enterprise.

 

DM9’s Cannes controversy deepens, US senator sues Omnicom, DDB and DM9 over AI-manipulated entry

 

After the Grand Prix was stripped, DM9’s case study on appliance energy costs is now at the centre of a legal complaint.

 

By Campaign Asia-Pacific Staff

 

A US state senator has filed a complaint against Whirlpool, Omnicom Group, DDB, São Paulo-based agency DM9 and several other subsidiaries, alleging that parts of her 2018 TED Talk were manipulated using AI and included in DM9’s Cannes Lions-winning case study video without her consent, AdAge first reported.

 

State Senator DeAndrea Salvador complained on August 20 in the US District Court for the Western District of North Carolina and claimed that her name, image, and likeness were unlawfully altered for the ‘Efficient Way to Pay’ campaign, produced for appliance brand Consul, whose parent company, Whirlpool, is also named as a defendant.

 

Salvador said the unauthorised use left her “shocked, violated, and deeply unsettled,” and she experienced “significant emotional distress.” She is seeking financial compensation for reputational and emotional harm, with the amount to be determined at trial.

 

The campaign, which aimed to show how outdated appliances drive up energy bills, initially scooped the Creative Data Grand Prix and a bronze at the 2025 Cannes Lions Festival of Creativity. But the win quickly spiralled into controversy when claims emerged that the case study had been padded with AI-manipulated footage and overstated results. Within a week, Cannes confirmed the entry had been mutually withdrawn after discussions with DM9.

 

In June, the scandal triggered internal fallout at the agency. DM9 co-president and CEO Pipo Calazans apologised via LinkedIn, stressed that the brand had no role in the errors, and announced plans to form an AI Ethics Committee to oversee responsible use of artificial intelligence. Co-president and chief creative officer Ícaro Doria stepped down and took “full responsibility” for the controversy. To add to the woes, CNN Brasil also lodged a complaint alleging that one of its news segments was also altered with AI in the same case study video. CNN Brasil later dropped the matter after DM9 issued a public apology.

 

This story first appeared on Campaign Asia-Pacific.

17163: Putting The Ca-Ca in Campaign.

Garnier BBDO in Costa Rica is responsible for this El Lagar campaign—which feels like a scampaign—allegedly seeking to reach a young audience by connecting hardware tools with professional wrestling.

 

The not-so-clever tagline, however, underscores that words don’t always translate across cultures.

 

Some might read it as WresTOOLmania—while others see WreSTOOLmania.

 

The latter seems more appropriate, as the concept is shit.

17149: TD Bank Campaign Doesn’t Cut It.

 

This TD Bank campaign from Ogilvy Canada demonstrates how White advertising agencies engage in blatant lies and deception under the guise of creative cleverness.

 

For starters, the images underscore the concept only “works” under precise and ideal conditions; that is, most humans will never clearly see and/or grasp the meaning. The campaign looks great for scammy awards entries but constitutes environmental clutter and wasted media placement.

 

The thinking behind the campaign (excerpted below) boasts how the responsible creative team worked around legal requirements. Indeed, the fine print seems fake too, as most financial investment messages require deep disclaimers.

 

In short, the TD Bank campaign is a waste of money—it constitutes a bad investment.

 

In a market first, TD Bank introduced Fractional Shares and needed to show novice investors that they could own a fraction of the biggest and best stocks in the world. The problem? We weren’t allowed to legally show the iconic brands people could invest in. If we did, we could face major lawsuits from the heavily copyrighted logos.

 

Knowing we couldn’t print other brand logos on our ads, we found a loophole that avoided trademark infringement and outsmarted the lawyers. We laser cut a window on each of our custom ads, then strategically placed them where the iconic brand logos already existed — storefronts and offices.

 

Since each logo was at a different height in its natural environment, each placement had to be positioned at the precise angle and distance. And because we were promoting Fractional Shares, we had to ensure every window would only display a fraction of the brand’s logo. Each ad took people to the TD Direct investing page.

 

Where most would see barriers, we saw a window of opportunity to playfully promote our product with a younger audience.

 

17126: More Mad Men Misconduct.

 

Digiday Media’s WorkLife reported on a study showing workplace misconduct claims—for discrimination, harassment, and retaliation—reached the highest rate ever last year.

 

Not sure how the data specifically applies to Adland. Then again, the research reflects what happens at awards shows like Cannes Lions International Festival of Creativity, where such charges appeared to dramatically increase—and were compounded by acts of blatant cheating.

 

In short, Adland probably raises the bar—and deserves titanium trophies—for workplace misconduct.

 

Employers hit with exploding misconduct claims–and do a terrible job managing them

 

By Tony Case

 

Reports of workplace misconduct have hit unprecedented levels over the past decade, even as most organizations are flying blind when it comes to data that could help them manage the problem.

 

Fresh research from HR Acuity reveals that discrimination, harassment and retaliation claims last year reached the highest rate ever recorded by the researchers: 14.7 incidents per 1,000 employees, vs. 11.9 in 2023. The most recent study tracked 284 organizations and 8.7 million employees globally. This is the ninth straight year HR Acuity has issued the report.

 

“Navigating today’s complex workplace dynamics with rising misconduct claims, mounting regulatory pressures and legal risks demands more than intuition. Data and insights are no longer optional,” said Deb Muller, founder and CEO of HR Acuity.

 

Employment law attorneys are witnessing this surge firsthand. “There is no question that during the last five years, the tensions between employees and employers have grown to unprecedented levels,” said Mark Kluger, a partner at the New Jersey employment law firm Kluger Healey. Kluger points to a combination of return-to-office (RTO) demands, generational differences regarding work-life balance and an avalanche of employees seeking leaves and accommodations under state and federal laws for anxiety, depression and other behavioral health issues.

 

The legal landscape has become increasingly complex. Kluger notes that employers now regularly face workplace retaliation claims stemming from RTO policies, work-life balance issues and performance management decisions.

 

Acuity HR’s findings come on the heels of the Ames decision (officially known as Ames v. Ohio Department of Youth Services), the U.S. Supreme Court’s unanimous ruling clarifying the application of Title VII of the Civil Rights Act to employment discrimination claims, particularly those involving “reverse discrimination.” In that case, the court held that majority-group plaintiffs (e.g., straight, white males) are not required to meet a higher evidentiary burden to establish a prima facie case of discrimination.

 

While misconduct claims are skyrocketing, most employers are making critical decisions based on incomplete information, according to the research. Nearly 7 in 10 organizations fail to track how many issues pile up by case, while nearly half are missing substantiation data entirely. That means they’re essentially clueless about investigation outcomes and what those may say about their workplace culture.

 

Furthermore, 7 in 10 employers can’t break down substantiation by issue type, missing the trends that could help them be more proactive regarding claims.

 

Meanwhile, even with all the legal and reputational risks, one-third of organizations don’t require structured investigation procedures. The companies that do have structured processes in place are twice as likely to use AI tools, though nearly half of companies studied don’t use AI for employee relations at all, per the report.

 

The challenge for HR professionals has become navigating what Kluger sees as a legal minefield. He suggests that HR professionals and employment lawyers carefully navigate the expanded definitions of retaliation, new state laws regarding leave, and the overwhelming number of requests for reasonable accommodations and leave while trying to maintain best practices and consistency.

 

With misconduct claims accelerating and regulatory scrutiny intensifying, companies sticking with the status quo could be playing Russian roulette with their reputations, legal exposure and employee trust. As Muller sees it, “In this new era of employee relations, organizations must embrace AI-driven analytics and structured processes to protect their people, safeguard their reputations and empower their teams to thrive with confidence.”

17122: Cannes Integrity Standards = An Oxymoron.

 

Advertising Age reported Cannes Lions International Festival of Creativity created “integrity standards” designed to address scam entries.

 

While the new regulations include banning offenders from the contest for up to 3 years, there are no penalties for associated holding companies.

 

Plus, there are no penalties for identified sexual predators, which undoubtedly angered White women protestors—and relieved lots of Old White Guys.

 

Not surprisingly, integrity is extremely limited at Cannes Lions.

 

Cannes Lions updates awards standards following string of controversies

 

By Brian Bonilla

 

Following a series of controversies that put a black cloud over this year’s festival, Cannes Lions is introducing new “integrity standards” aimed at tightening verification and accountability for future award submissions.

 

The new framework will take effect for all entries for the 2026 Cannes Lions International Festival of Creativity and comes in response to the dismissal of award-winning work this year over questions of manipulation and other concerns around submissions.

 

“The industry landscape is changing at lightning speed,” Lions CEO Simon Cook wrote in its statement. “And Cannes Lions is adapting at pace to meet this.”

 

The new integrity standards will require formal approvals from the leader of the entrant company and a senior marketer; introduce a new fact-checking process that uses human and AI review; provide independent measurement experts to juries; set clear rules on AI use; impose a potential three-year ban for misrepresentation; establish a council to oversee “escalated cases;” and provide annual transparency reporting.

 

---

 

Read the five integrity standards below, laid out by Cannes Lions in the festival’s own words.

 

1. Ownership and Authorship

 

Accountability, Partnership and Permission:

 

Every submission must be approved by the business leader of the entrant company and by a senior marketer from the commissioning brand. These declarations confirm that all submissions, including case films, written submissions, data, and claims—are factually accurate, responsibly sourced, and representative of real world events and outcomes.

 

2. Veracity of Claims

 

Rigorous, Two Tier Fact-Checking System

 

A new dual-layer verification system will combine manual checks with AI-led analysis to interrogate the veracity of claims made by each entry. This marks the first time a human + AI hybrid infrastructure has been institutionalized across the global awards to bolster existing measures.

 

Objective, Independent Expertise and Support

 

Cannes Lions Juries will have access to an objective and independent data and measurement expert at their request, throughout judging, to provide further technical scrutiny across impact claims, campaign effectiveness, media impact, and data interpretation.

 

AI Integrity Handbook

 

The AI Integrity Handbook will set a global standard for awards integrity in the age of AI, protecting trust, creative legitimacy and transparency. It will outline what is acceptable, what must be disclosed, and what constitutes a breach. This clear and replicable model* is designed for the use of entrants, jurors, and stakeholders—and encouraged for adoption across the industry.

 

*Informed by OECD AI Principles, Partnership on AI - Synthetic Media Guidelines, and the UNESCO AI Ethics Recommendation.

 

3. Consequence of Misrepresentation

 

Disqualification and Withdrawal

 

Cannes Lions reserves the right to disqualify or withdraw any awards entry at any stage of submission or judging, including after a Lion has been awarded if material misrepresentation is found. This includes the right to request additional documentation or testimony from entrants or clients at the highest level of seniority.

 

Sanctions for Deliberate Misconduct

 

Companies found to have willfully submitted false or misleading work may be banned from participation for up to three years. Jury eligibility may also be revoked. All sanctions will be determined through an independent review process to ensure neutral and objective oversight is prioritized.

 

4. Due Process & Independent Oversight

 

Independent Integrity Council and Due Process

 

All escalated cases will be reviewed by a newly established Integrity Council made up of legal, ethical, and neutral industry experts. Entrants will have the right to respond and appeal within a reasonable timeframe.

 

5. Transparency in Governance

 

Annual Creative Benchmark Integrity Audit

 

To ensure transparency, Cannes Lions will publish an annual Integrity Audit documenting an overview of concerns that lead to continuous improvements to the system that underpins the global benchmark for creativity.

17118: Cannes, Crimes, Controversies, Crumbs.

 

There’s been lots of coverage on crimes and controversies from Cannes Lions International Festival of Creativity involving deceptive case studies, unverifiable campaigns, and more.

 

Not sure why anyone is surprised, as White advertising agencies routinely fudge data and case studies, presenting results in positive lights—and lies. And clients eagerly accept the exaggerated hype.

 

This year, trophies have been revoked, culprits have been reprimanded, and processes are being reviewed.

 

Do the penalties go far enough?

 

As previously noted, White holding companies benefit from volume of entries, leading to domination in special categories—and all categories, for that matter. The global giants should be responsible for any misdeeds within networks.

 

If a White—or even non-White—advertising agency is found guilty of bending or breaking the rules, hold the associated White holding company liable. When an award is revoked, why not nullify every shiny bauble collected by the parent corporation? Plus, ban the holding company and its firms from eligibility in future contests.

 

Additionally, charge the violating agency and holding company for costs incurred during the investigations.

 

Of course, there’s no way Cannes would ever enforce such accountability. Mostly because showing integrity could seriously impact its extravagant and excessive revenue-generating schemes.

 

So much easier and affordable to stage performative stunts to protect White women from creepy predators and promote DEIBA+ heat shields—although the latter is reportedly receiving reduced crumbs.