17051: Stock Images Promotion Promises Employment Promotion…?

 

Stocksy promotes finding the stock image that makes ADs, CDs.

 

The advertisement was clearly crafted by an untalented AD who is far from being a CD—and could benefit from a copywriter partner.

17031: Overreaction Of The Week.

 

Is Epidemic Sound engaging in multicultural marketing?

 

The service offers the most inclusive music license, and probably presents a diverse range of soundtrack solutions created by global artists. Depicting multiracial and multigender thumbs-up images—probably royalty-free stock photography—feels forced too.

 

Yep, the promotion has all the key characteristics of multicultural marketing—right down to looking like it was produced for crumbs.

16807: Happy Belated Indigenous Peoples’ Day.

 

What’s most outrageous about the lack of advertisements celebrating Indigenous Peoples’ Day? Shutterstock offered 476 royalty-free images suitable for patronizing propaganda. It appears there were no takers in Adland.

16757: Royalty-Free Experts Are Standing By.

 

Google is offering free expert help on your YouTube Ads campaign, apparently from a call center representative. Couldn’t the helpful service be executed via AI—versus depicting Artificial Inclusivity?

16568: Surfing The Internet & Intersectionality…?

 

Coming Soon Lisboa—an advertising agency in Portugal—partnered with Betclic, Shutterstock Studios, and SOMA Surf to address an unmet need: the abysmal lack of stock images featuring Black girls surfing.

 

Huh?

 

Expect a new wave of possibilities for Black History Month advertising—as well as performative PR during Women’s History Month—provided the photographs are royalty-free content.

 

16481: Performative Peace, Love, And Joy From Adland.

 

16432: Divertorial Of The Week…?

Advertising Age published yet another perspective on DE&I degradation, replete with research data proving the business advantages of equality, references to the murder of George Floyd, simple steps to achieve anti-racist nirvana, quotes from iconic Black leaders, and a royalty-free stock image (depicted above).

 

Ironically, this exposition headlined that DE&I is broken—then proceeded to play like a broken record.

 

Oddly enough, all Black divertorials look alike.

 

Why DE&I is broken—how corporate America can end its Groundhog Day loop of ambivalence

 

DE&I is a growth driver that delivers proven business advantage. It’s time to treat it as such

 

By Latraviette Smith-Wilson

 

Whether confronted by public assaults on their legitimacy or quiet withdrawals of “unwavering support,” corporate diversity, equity and inclusion (DE&I) efforts are again at a crossroads.

 

Will DE&I deliver on its transformative potential or remain locked in an endless start-retreat-repeat Groundhog Day that reflects decades of ambivalent commitment?

 

Some companies have made meaningful impact, but most have not. The need to continually justify DE&I strategy is perhaps the strongest indicator of corporate America’s ongoing vacillation. It’s no secret that DE&I has been disproportionately vulnerable to pendulum swings of corporate cuts and de-prioritization—its very existence subject to the ups and downs of company performance, public relations or both—and its teams among the first exits in reorganizations and RIFs.

 

The most recent loop began with the murder of George Floyd in the summer of 2020. Hundreds of companies declared public commitments to DE&I, and many staffed up to deliver. It didn’t take long to realize that the moment would not ignite a movement and that many corporate pledges and actions were performative and lacked follow-through and accountability.

 

Attrition rates for DE&I roles were higher than non-DE&I roles at more than 600 U.S. companies that laid off workers since late 2020. And a February 2023 analysis of racial equity commitments from Fortune 1000 companies found that the pace of monetary commitments slowed by almost a third from 2021-2022.

 

When DE&I commitments begin and end with public statements, it’s clear that perception outweighs purpose, and with optics prioritized over action, appearances get mistaken for accomplishments. DE&I leaders encounter vast remits, vague organizational accountability and insufficient resources and executive support—even when social media squares turn black.

 

Inequities that had previously been acknowledged are now the bullseye on a dartboard of denial. DE&I’s latest challenge: The Supreme Court’s recent college admissions decision being used to mischaracterize corporate and other DE&I efforts as discriminatory and reverse racism. Using this ruling to pause or stop progress internally is misguided. Even in its decision that the Equal Protection Clause of the Fourteenth Amendment was violated by universities, the Court still allows them to consider “an applicant’s discussion of how race affected his or her life, be it through discrimination, inspiration, or otherwise.”

 

As U.S. Equal Employment Opportunity Commission Chair Charlotte Burrows has observed, the ruling “does not address employer efforts to foster diverse and inclusive workforces or to engage the talents of all qualified workers,” and “it remains lawful for employers to implement diversity, equity, inclusion, and accessibility programs that seek to ensure workers of all backgrounds are afforded equal opportunity in the workplace.”

 

Extensive research also indicates DE&I’s positive impact on financial performance, creativity and culture. A 2020 McKinsey study reaffirmed the strong business case for both gender diversity and ethnic and cultural diversity in corporate leadership, and found that the most diverse companies are now more likely than ever to outperform less diverse peers on profitability. The same study found that the likelihood of outperformance was even higher for diversity in ethnicity than for gender.

 

In August, a survey from The Black Economic Alliance Foundation and The Harris Poll found that more Americans “support businesses taking measures to ensure companies reflect the diversity of the American population than oppose,” with most acknowledging the positive ripple effect on innovation, job performance and profits.

 

So, if DE&I is smart, fair and fiscally responsible, why hasn’t there been more progress, and why haven’t more shareholders and other stakeholders demanded it?

 

One reason: Corporate America’s primary approach to DE&I as a compulsory course correction or nice-to-have option has devalued its role. Unlike sales, marketing, technology, finance and other areas that seldom have their business value questioned, DE&I has not been seen as an essential strategy and growth driver.

 

Now more than ever, business leaders must not succumb to misguided notions, fear, threats or rhetoric regarding what DE&I is designed to do, but instead champion DE&I’s transformative power for both business and a more equitable and inclusive society.

 

Workplaces mirror society and are uniquely positioned to intentionally create sustainable policies that prioritize representation, access, opportunity, advancement and belonging for everyone. Microcosms of equity in action can be created that inspire beyond corporate walls. Business has that kind of power; here are ways it can snap out of the DE&I Groundhog Day cycle:

 

Lead with consistency and a long-term view

 

DE&I begins at the top with commitment through the inevitable ups and downs of business cycles. This type of leadership fosters the understanding that everyone is responsible for respect, fairness, empathy, accountability and transparency—not just one person or a team.

 

Innovate DE&I

 

Build DE&I models with the same innovation expected across the entire business to drive organizational transformation and performance. Eighteen months ago, I took on an industry-first role—charged with developing a new framework to embed DE&I into enterprise-wide business operations via the fusion of marketing and equity. The new model includes HR as a key partner, but also builds infrastructures and implements systems to equip the full enterprise with the skills to apply DE&I across day-to-day roles.

 

Prioritize progress over perfection

 

This is about making strides, not waiting for perfect steps or perfect timing. Assess what the organization needs to maximize and accelerate its DE&I impact, then commit to do it and stick with it. Move forward with a clear vision and use data to guide strategy and planning while leaving room for necessary adjustments along the way.

 

Given the current climate of our society, the near-term path might be more challenging. But those dedicated to real change and advancement must not waver. We must design resilient systems, act with integrity and intentionality and inspire others with our commitments and our actions.

 

As Nelson Mandela said, “It always seems impossible until it’s done.” So, let’s do it, together.

16247: Dismissing Dawn Chambers.

 

Advertising Age published a report titled, “What To Do If You Are Laid Off From Your Ad Job”—and the royalty-free stock photo image illustrating the piece featured a Black woman.

 

Really?

 

Was she a Chief Diversity Officer? Or among the fewer than 100 Black female executives in Adland?

16214: Morgan Freeman Practices Free Speech.

The New York Post reported on a Morgan Freeman interview with The Sunday Times, wherein the iconic actor declared “Black History Month” and “African American” are insulting to him. It’s hardly the first time Freeman has expressed such views—and news sources are arguably misinterpreting and sensationalizing his comments out of context.

 

Yet imagine if Freeman learned how Adland and advertisers disrespect the annual celebration with royalty-free stock photography and crumbs—or that he regularly appears in BHM promotions touting Black movies.

Morgan Freeman calls ‘Black History Month’ and ‘African-American’ terms an ‘insult’

 

By Jack Hobbs

 

Morgan Freeman slammed the terms “Black History Month” and “African American” on Saturday claiming that both terms were an “insult.”

 

The 85-year-old actor told The Sunday Times the annual observance — which takes place every February and recognizes the cultural achievement of black people — has a negative connotation to him and that it ‘regulates’ his culture to just 4 weeks.

 

“Two things I can say publicly that I do not like,” said the “Million Dollar Baby” star. “Black History Month is an insult. You’re going to relegate my history to a month?”

 

“Also ‘African-American’ is an insult. I don’t subscribe to that title,” continued Freeman. “Black people have had different titles all the way back to the n-word and I do not know how these things get such a grip, but everyone uses ‘African-American.’ What does it really mean?”

 

Last year, Freeman was slammed for narrating the FIFA World Cup opening segment, titled “The Calling,” at Al-Bayt Stadium in Doha amid ongoing allegations of human rights abuse in the Middle East.

 

Several online critics slammed Freeman’s involvement.

 

“For a man who played Nelson Mandela — who knew better than anyone the impact and importance of isolation on a country and its success on the ground to change that nation’s policy,” tweeted one angry fan. “It is so disappointing to see #MorganFreeman take the money and support an oppressive regime.”

 

“Morgan Freeman is really determined to go to the deepest level of hell huh,” tweeted another person.

 

“Qatar out there with Morgan Freeman spitting words like unity/inclusion in an effort to promote tourism, and then not practicing it,” chimed in a commenter. “For all the ‘their country their rules’ crowd out there, sure. But then they don’t get to lie bout what they’re really about just for a cash grab.”

 

16052: The Advertising Age DEI Council Counsels On Cultural Competence…?

Advertising Age presented its DEI Council, described as follows:

 

Ad Age’s DEI Council brings together some of the most influential leaders from the marketing, agency, media and tech worlds to act in an advisory role to ensure the publication is representing the viewpoints and exploring the critical issues of people of various racial, ethnic, social and economic backgrounds. The council, launched in fall of 2020, regularly meets with the Ad Age editorial staff to take a candid look at the publication’s coverage, as well as events programming, all with the goal of advancing diversity and inclusion within the newsroom.

 

Interesting how Ad Age mirrors the industry it covers. That is, the trade publication saw fit to assemble a DEI Council in 2020. Of course they did. And it’s a safe bet that council members are offering their services pro bono—or accepting crumbs. Heaven forbid Ad Age might show a progressive bent by, say, diversifying its editorial staff.

 

(Side note: Ad Age editors ought to review what Translation CEO Steve Stoute shared on the topic during a recent interview with the publication.)

 

Finally, enough with the clichéd royalty-free stock images for minority-related content already!

16010: Overreaction Of The Week.

 

J.P. Morgan wants you to see how tokens can supercharge your subscriptions—with what looks like a royalty-free stock photograph of token employees.

16006: Ad Council DEI Strategery.

Advertising Age published another perspective from Ad Council Chief Equity Officer Elise James-DeCruise, providing instructional advice titled, “How To Add A Career-Accelerator To Your DEI Strategy.” Um, most White advertising agencies don’t have a legitimate “DEI Strategy”—besides delegating diversity to resident minorities, fabricating embryo recruitment schemes and hyping heat shields for self-promotional purposes. All of which appears to be the contrived and clichéd maneuver that Ad Council is executing here—right down to having the fluff piece illustrated by a royalty-free stock photograph (depicted above).

 

How To Add A Career-Accelerator Program To Your DEI Strategy

 

By Elise James-DeCruise

 

Last week, the Ad Council launched its first cohort of our new Emerging Leaders Fellowship Program, which aims to provide recent BIPOC (Black, Indigenous and people of color) graduates with in-depth experiences, mentorship and targeted training across a range of business functions that will help them advance in their new careers.

 

The five-week program reflects the Ad Council’s diversity, equity and inclusion commitments to not only become a truly equitable organization at every level, but also to create industry-leading programs for the marketplace and community.

 

Building a program like this is a powerful way to uplift members of marginalized communities, address representation, diversify the pipeline and build bridges all at once. If you’re considering launching a similar program for young professionals within your own organization, here are four recommendations to consider.

 

1. Use a six-pillar approach to programming.

 

Our initial three-pillar approach to programming quickly grew to six: mentoring sessions, speakers, “Ask Me Anything” conversations, group projects, professional development education and time for structured reflection.

 

The last pillar is important. While each section offers powerful resources for fellows to take into their careers, building in time and structure for reflection along the way encourages them to understand that taking the time to process is a critical component of taking action.

 

2. Your DEI strategy should go beyond the walls of your organization. This is one way to do it.

 

At the Ad Council we look at DEI initiatives through four lenses: the workforce, the workplace, the marketplace and the community. Your workforce is about eliminating bias in your hiring practices, and workplace efforts focus on culture and retention. So, what about those last two? Building programs such as this are a great way to reach out, lift up and give back.

 

3. There are no competitors, only partners.

 

Programs like this are only possible with the support of a wide network of partners. They take everything from securing financial support at the organizational level to finding people who commit their time and resources to show up as educators and supporters. 

 

And, of course, there are all the people behind the scenes, and the outreach that must be done to build the programming and find the participants who would benefit from the support. A program like this is no small feat, but the ripple effect it can have on a career—and even generational wealth—is immeasurable. In other words, there are no competitors here. When we come together to support historically marginalized groups, everyone wins.

 

4. Use the initiative to examine your own practices.

 

You’ve built the program, you’ve found your fellows, everything goes well—roll credits, right? Not exactly. Take the time to ask yourself and those around you: Would one of these fellows have been considered for a position at your organization? If not, why not?

 

The tools you’ve used to build a productive program are the very same tools you can use to dismantle institutionalized practices that may be biased, inequitable or racist, and these are the tools we must continue to use as we work together to build a truly equitable workforce where everyone can thrive.

15977: Royalty-Free & Concept-Free.

 

Your one-stop shop for royalty-free stock—act now for your patronizing DE&I, Kwanzaa and Black History Month initiatives.

15898: Equal Rights Managed, Courtesy Of Getty Images.

 

Adweek reported on a new colored collection from Getty Images—Black History & Culture Collection—featuring stuff that inspired a Getty executive to gush, “[W]e are proud to be able to unearth and open up access to content previously unavailable or hard to find, facilitating the better telling and understanding of Black history through our visual content.”

 

Okay, but most Black History Month advertisements can only afford to use royalty-free stock images.

 

Getty Images’ New Collection Elevates Rarely Seen Moments of Black History and Culture

 

The assets giant aims to remove another underdiscussed barrier to equity

 

By Natalie Venegas

 

A crucial part of the ongoing fight to dismantle systemic racism bias includes providing access to the stories in Black history that have ultimately shaped our country and culture. A new collection from Getty Images digs into its archives to do just that.

 

The image and assets giant launched the Black History & Culture Collection, which is available for projects focused on education around the histories and cultures of the African/Black Diaspora. The collection, which includes rare images dating as far back to the 1800s, aims to provide access to rarely seen snapshots for educators, academics, researchers and content creators, enabling them to tell untold stories around Black culture.

 

To highlight the collection a 4-minute spot was released featuring key images of Black history along with activists speaking on the importance of accessibility to Black historical imagery. The Black History & Culture Collection was curated from content owned by Getty Images in partnership with internationally recognized researchers, historians and educators, including Dr. Deborah Willis of NYU Tisch School of the Arts, Jina DuVernay of Clark Atlanta University, Dr. Tukufu Zuberi of the University of Pennsylvania and Dr. Mark Sealy MBE and Renée Mussai of Autograph.

 

Embracing culture

 

For the launch, Getty worked with several influential Black voices, including Alexander Amosu, Wunmi Bello, Joshua Buatsi, Tiffani McReynolds and others to share their own perspectives on pieces of history uncovered within the collection itself. The brand has also partnered with many organizations and educational institutions, including Ohio State University, Black Archives, Radiate Festival, Black History Walks and others who have already used the collection as part of educational curriculum, exhibitions and dialogues surrounding crucial events from the past.

 

“To be involved with the Black History & Culture Collection and work so closely with reframing access to these images made a tremendous impact on me personally and professionally,” Dr. Willis said in a statement. “It offered me ways in which to guide my students’ research projects and to show how the Black History & Culture Collection is an active, useful archive that can be used by artists, scholars, families, politicians and students to recontextualize the past and give new meaning to images that have been largely unknown or underused.”

 

A data study conducted early this year showed an increased interest in visualizing a broader range of Black history and culture. For the brand, the lack of accessibility is what continues to drive them toward building upon the telling of Black history.

 

“Getty Images’ visual archive can provide a unique look into the past and bring untold stories to the present,” Ken Mainardis, senior vice president of content at Getty Images, said in a statement. “With the launch of the Black History & Culture Collection, we are proud to be able to unearth and open up access to content previously unavailable or hard to find, facilitating the better telling and understanding of Black history through our visual content.”

 

Learn more about the collection, launch partners, curators and content at the brand’s website.