15171: President Trump Inadvertently Orders White Ad Agencies To Stop Diversity Deceptions.

Advertising Age reported the 4As is officially protesting a new executive order from President Donald Trump that prevents federal contractors—including White advertising agencies—from implementing heat shields diversity training programs. Now, historically, such an order would have posed little concern, as most firms in adland only paid lip service to diversity. Technically, firms are still only paying lip service, except now they’re also paying money—likely tax-deductible investments—for such programs.

 

The order states that any contract with a White ad agency could be “canceled, terminated, or suspended in whole or in part and the contractor may be declared ineligible for further Government contracts” if it is found that the agency implements training in violation of the stipulated guidelines. In short, violating shops could lose lucrative contracts with entities like U.S. Army, U.S. Census and more—perhaps even Ad Council too.

 

There is serious irony and karma at play here. After all, White ad agencies have traditionally won governmental assignments by creating the illusion of diversity via “partnerships” with minority firms, covertly establishing separate and unequal unions. Trump’s order is inadvertently exposing the hypocrisy and deception—and slamming the brakes on the biased bullshit.

 

Plus, it’s no secret that Trump strikes back at people he perceives to be enemies. So maybe the order is delayed retaliation for White ad agencies openly expressing disdain for the president. Although MDC Partners won’t have to worry about this possibility…

 

The truth is, White ad agencies are probably quietly applauding Trump’s move, as it provides them with an excuse to continue ignoring diversity.

 

4A’s Pushes Back On Trump’s Move To Suppress Diversity Training At Agencies

 

By Lindsay Rittenhouse

 

The American Association of Advertising Agencies (4A’s) is pushing back on U.S. President Donald Trump’s new executive order that prevents federal contractors, including ad agencies, from implementing diversity training that would seem to cover such issues as unconscious bias.

 

Alison Pepper, executive VP of government relations for the 4A’s, tells Ad Age that the trade body for advertising agencies is joining “several leading trade associations and companies that represent a broad array of industries to push back on this Executive Order.”

 

“We are reaching out to the appropriate parties at the Office of Management and Budget and Department of Labor to outline the many logistical problems associated with this [order],” Pepper says, “not to mention the significant expense faced by thousands of companies.”

 

Pepper says it is too early for the 4A’s to provide guidance to member agencies until it has a “better understanding of what the final [Department of Labor] regulations may look like. There will hopefully be some clarity on these important procedural matters soon so that agencies and other industries can understand what is expected of them,” she says.

 

Marla Kaplowitz, 4A’s president and CEO, added that the order, signed by Trump on Sept. 22, would upend the programs that agencies have “heavily invested in to hire, recruit and retain diverse and inclusive workforces and boards.” All of the holding companies and many agencies have made even further investments in diversity training in the wake of the killings of George Floyd, Breonna Taylor and Ahmaud Arbery. For example, WPP and Publicis Groupe committed $30 million and $50 million, respectively, to diversity, equity and inclusion efforts that would include employee training.

 

“As this Executive Order prohibits employee training on topics such as ‘stereotyping’ and ‘scapegoating’ based on race or sex—ambiguous terms that even courts of law have trouble parsing and applying—it complicates how agencies can evaluate their employee training programs for compliance,” Kaplowitz says. “At large, this Executive Order undermines important investments agencies are trying to make at a time when many Americans are asking what they, and the industry, can do to create a more diverse and equitable workplace.”

 

The order

 

The executive order, titled “Combating Race and Sex Stereotyping,” states that a contract with an agency or other federal contractor can be “canceled, terminated, or suspended in whole or in part and the contractor may be declared ineligible for further Government contracts” if it is found that the organization in question implements training that goes against its guidelines.

 

Banned topics in diversity training, per the order, include “any form of race or sex scapegoating, including the concepts that (a) one race or sex is inherently superior to another race or sex; (b) an individual, by virtue of his or her race or sex, is inherently racist, sexist, or oppressive, whether consciously or unconsciously; (c) an individual should be discriminated against or receive adverse treatment solely or partly because of his or her race or sex; (d) members of one race or sex cannot and should not attempt to treat others without respect to race or sex; (e) an individual’s moral character is necessarily determined by his or her race or sex; (f) an individual, by virtue of his or her race or sex, bears responsibility for actions committed in the past by other members of the same race or sex; (g) any individual should feel discomfort, guilt, anguish, or any other form of psychological distress on account of his or her race or sex; or (h) meritocracy or traits such as a hard work ethic are racist or sexist, or were created by a particular race to oppress another race.”

 

As defined by the order, “divisive” training includes “concepts that (1) one race or sex is inherently superior to another race or sex; (2) the United States is fundamentally racist or sexist; (3) an individual, by virtue of his or her race or sex, is inherently racist, sexist, or oppressive, whether consciously or unconsciously.”

 

The Department of Labor has been ordered to set up a hotline and investigate complaints of a federal contractor reported to be participating in such training.

 

Psychologists and other experts have long studied the adverse effects unconscious bias has on society, specifically in perpetuating systemic racism, and it is an issue that many agencies tackle through their diversity training.

 

Confusion and concern

 

According to several holding company executives, many with government contracts, the executive order has caused a lot of confusion and concern. They maintain though that diversity remains a focus.

 

Martin Sorrell, S4 Capital founder and executive chairman, commented on the order on an Advertising Week panel today, saying it’s “thrown a lot of confusion into the ring” for agencies and consultancies currently holding and pitching government contracts.

 

Two executives at different holding companies, who spoke on condition of anonymity, told Ad Age that they are holding out hope that the executive order will be deemed unconstitutional before it becomes law. Also, they say the order seems to only pertain to new government contracts, not existing ones.

 

The order states: “This order is effective immediately, except that the requirements of section 4 of this order shall apply to contracts entered into 60 days after the date of this order.” (Section 4 of the order pertains to the requirements for government contractors.)

 

One of the holding company executives said the “hope is we never really have to worry about this.”

 

“Until it becomes law and incorporated in our client contracts, we will continue our current training program and requirements,” the other holding company executive said.

 

If it does become law, however, the order could undoubtedly stymie the progress agencies have made in the past few months to create a more equitable industry.

15170: Happy Indigenous Peoples’ Day!

15169: Barbie Shows Her True Color.

Barbie and Nikki “talk” about racism—although the discussion is mostly delegated to Nikki. Sure, Barbie expresses shock and awe to hear how Nikki has faced racial profiling and bias—yet the dumb blonde seems oblivious to the fact that she’s been around since 1959, while Nikki wasn’t integrated into the exclusive fold until 1996.

15168: COVID-19 Themed Ads Are A Beast.

The crappy, contrived, clichéd COVID-19 Themed Ads collection seems stuck around 555 entries, even though Ads Of The World continues to post more crummy coronavirus concepts. The next milestone to spotlight should be 666—and it’s likely coming soon.

15167: Certified Heat Shields Coming Soon To A White Advertising Agency Near You.

Oh, great. Now White women can get certified for diversity and inclusion too—so expect a spike in Caucasian females assuming Chief Diversity Officer positions at White advertising agencies.

15166: Everybody’s Staring At Mike Pence’s Fly…

15165: Pie-In-The-Face Ponderings.

Advertising Age reported Eskimo Pie is becoming Edy’s Pie in another attempt to erase the racism from popular brands. Ironically, removing cultural cluelessness means the representation of Indigenous people in advertising and branding is vanishing too. Plus, the public is losing the perfect dessert to celebrate Indigenous People’s Day.

 

Eskimo Pie To Become Edy’s Pie In Food Industry’s Latest Brand Overhaul

 

By Jessica Wohl

 

Eskimo Pie, after admitting in June that its name was “inappropriate,” will soon become Edy’s Pie, Dreyer’s Grand Ice Cream announced.

 

The name change gives the marketer the chance of a refresh without the word “Eskimo,” which has been called out as a culturally insensitive reference to indigenous people.

 

The new name carries recognition in the eastern part of the U.S., where Dreyer’s Grand sells ice cream under the Edy’s brand name. But the company’s ice cream products carry the Dreyer’s name in markets west of the Rocky Mountains, and in Texas. The two product lines are named after the company’s founders, Joseph Edy and William Dreyer.

 

Now, Edy is getting another product named after him. “The name Edy’s Pie was chosen in honor of one of our company’s founders, candy maker Joseph Edy, as well as a form of tribute to the entrepreneurial origins of this treat,” Elizabell Marquez, head of marketing for Dreyer’s Grand Ice Cream, said in a statement.

 

The name change follows news that several brands are considering updates to distance themselves from brands that they now admit carry racial stereotypes or connotations no longer considered appropriate. Uncle Ben’s will be renamed Ben’s Original. Aunt Jemima is also set to announce a new name.

 

Long history

 

The Eskimo Pie product—but not the name—was concocted 100 years ago when Christian Kent Nelson, a candy store owner, came up with a way to coat ice cream with melted chocolate. It’s an idea Nelson worked on after a boy who visited his shop couldn’t decide whether to spend his nickel on ice cream or a chocolate bar. The product was called an I-Scream Bar, the story goes, and later was rebranded as Eskimo Pie when Nelson partnered with the chocolate maker Russell Stover, who is believed to have requested the name change.

 

As for the name Edy’s Pie, Dreyer’s Grand came up with the name internally. Design agency GRO is doing the packaging design adaptation.

 

A packaging image shared by Dreyer’s Grand shows the word Edy’s in its signature design, curving over the word pie, which is shown in all caps in front of snow-covered mountains. The image of a child in a furry coat is absent from the new design. 

 

Production of Eskimo Pie products was paused and the company anticipates the Edy’s Pie bars will be in freezers in early 2021, Marquez said in a statement.

 

Food Dive, which covered the name change on Oct. 2, points out that going with the Edy’s name gives Eskimo Pie a name “with less brand equity and recognition.” 

15164: R/GA Make/Change Playbook Features Same Old Plays.

Advertising Age reported R/GA promoted a resident minority to the first-ever role of VP, Global Executive Director of Culture and Operations. Of course they did. Plus, R/GA boosted another staffer to Director of Culture and Operations, while a third staffer was assigned to cover “racial equity work” duties. Gee, the White digital agency’s declaration that they’d be “throwing out the traditional playbook for [equity, diversity and inclusion]” turned out to be a typical delegating diversity maneuver.

 

R/GA Creates New Senior Role To Integrate Diversity, Equity And Inclusion Across Agency

 

By Lindsay Rittenhouse

 

R/GA promoted Jai Tedeschi as its first VP, global executive director of culture and operations. She was previously executive operations and production director.

 

In her new role, the Interpublic Group of Cos. agency says Tedeschi will be focused on ensuring “equity, diversity, and inclusion are prioritized both conceptually and in practice.” She will work across R/GA’s operations and talent teams to “enact company change initiatives that bridge organizational silos and align to business needs, client requirements and talent priorities,” according to the agency.

 

Tedeschi assumes oversight of the agency’s diversity, equity and inclusion efforts from Carl Desir. The former global executive director of equity, diversity and inclusion resigned last month and R/GA said it would be retiring his role and introducing a new one that aims to “drive our initiatives more cohesively” across the entire company.

 

The agency said instead of “running diversity and inclusion practices” as Desir did, Tedeschi will “guide initiatives as they relate to business priorities and infrastructure.” Tedeschi began freelancing in production for R/GA in 2013 and officially joined the staff in 2014 as executive producer. She became the executive operations and production director in May 2018. Tedeschi has worked across the production departments at other agencies including adam&eveDDB and AKQA before that.

 

“Make/Change is our playbook to achieve racial equity at R/GA,” Global CEO Sean Lyons said in a statement. “Jai’s global experience at R/GA and her leadership abilities make her the ideal person to bring Make/Change to life. I should point out, our playbook is incomplete. This is by design and Jai will lead its evolution by working with teams across the company.”

 

R/GA says going forward its Black Leadership Coalition will “provide stewardship” on diversity, equity and inclusion actions that were outlined by the agency in its “Make/Change” guidelines earlier this month. Meanwhile, the agency also promoted Producer E.J. Stancil to director of culture and operations, and assigned Strategist Brandon Heard to focus specifically on racial equity work.

 

Bayyina Black was elevated earlier this year from junior art director to global sustainability and impact manager to amplify the agency’s social impact work externally. R/GA also promoted Tiffany Rolfe to global chief creative officer from U.S. chief creative officer, executive VP, and Ben Williams to global chief experience officer from senior VP and head of creative.

 

The internal shuffling follows a string of executive departures; the most recent of which being Global Chief Marketing Officer Jess Greenwood, who announced last month that she would be leaving for Apple. Desir announced his resignation just before Greenwood, and before that, Ad Age broke the news that six executives within R/GA’s business transformation practice would be leaving to start their own consultancy.

 

Building that consultancy is former Vice Chairman and Global Chief Strategy Officer Barry Wacksman; Global Chief Innovation Officer Saneel Radia; New York VP Executive Creative Director Mike Rigby; VP and Head of Strategy in New York Rachel Mercer; Global Head of Operations and Business Transformation Colby Dennison; and VP of Business Transformation Philip Rackin.

15163: Brand Birthers Baselessly Bashing Mrs. Butterworth’s Bottom, Er, Bottle…?

As brands continue scrambling to erase “controversial” characters from packages and promotions, it appears at least one cuddly critter is causing lots of head-scratching: Mrs. Butterworth. After all, Mrs. Butterworth’s background has never been officially confirmed. Even the manufacturer—Conagra Brands—insists the bottle design and persona are “intended to evoke the images of a loving grandmother,” seemingly void of race or ethnicity.

 

The Columbia Daily Tribune once reported, “Thelma ‘Butterfly’ McQueen—best known for playing the young mammy ‘Prissy’ in ‘Gone with the Wind’—was the black actress who modeled for the original Mrs. Butterworth syrup bottle.” Yet MultiCultClassics could find no other sources to fully corroborate the alleged factoid.

 

There appears to be no historical evidence showing Mrs. Butterworth in culturally clueless campaigns, clearly contrasting Aunt Jemima, Uncle Ben and Rastus. Could Mrs. Butterworth be the pancake syrup equivalent of a wigger—a Caucasian grandma biting Aunt Jemima’s style? Is she as anti-racist as her dancing partner—KFC’s Colonel Sanders—who has also apparently been falsely accused of racism?

 

Conagra Brands reviewing Mrs. Butterworth’s brand after Aunt Jemima, Uncle Ben’s announcements

 

By Kelly Tyko, USA TODAY

 

Add another venerable brand to the list of companies under review.

 

After decisions by Aunt Jemima and Uncle Ben’s to overhaul their imaging in the wake of renewed calls for racial equality, Conagra Brands announced Wednesday it has “begun a complete brand and packaging review on Mrs. Butterworth’s.”

 

Though there have been debates over Mrs. Butterworth’s race, some have associated the shape of the brand’s syrup bottles with the offensive “Mammy” racial caricature of stereotype for Black women.

 

“The Mrs. Butterworth’s brand, including its syrup packaging, is intended to evoke the images of a loving grandmother,” Conagra Brands said in a statement Wednesday. “We stand in solidarity with our Black and Brown communities and we can see that our packaging may be interpreted in a way that is wholly inconsistent with our values.”

 

Pancake syrup company Aunt Jemima, owned by Quaker Oats, said Wednesday that it would retire Aunt Jemima from packaging on its brand of syrup and pancake mixes because it’s “based on a racial stereotype.” It acknowledged that its prior work to update the character was “not enough.”

 

Mars-owned Uncle Ben’s said it plans to change its rice but said in a news release that it didn’t know “what the exact changes or timing will be, but we are evaluating all possibilities.”

 

Contributing: Dalvin Brown

15162: Wendy Clark Brings Change By Rearranging Masthead At Dentsu.

MediaPost reported Dentsu Aegis Network Global CEO Wendy Clark has already brought cosmetic change to the enterprise with a dramatic renaming: dentsu. It’s not clear if Clark actually led the rebranding effort. From the wonderful woman who gave you DDBreasts and We Are Unlimited… Expect Ted Royer to quietly emerge as a freelancer at some Asian outpost in the Japan-based holding company soon.

 

Regarding the rebranding effort, Clark gushed, “This represents an important milestone in the evolution of our international business as we build on Dentsu’s rich legacy of innovation and industry leadership along with the dynamic growth story of Dentsu Aegis Network. Our business provides our clients and our people with the best of both worlds, helping them to achieve meaningful progress against a backdrop of unprecedented change and disruption.” Well, Clark certainly maintains her ability to bullshit. Is the “disruption” referring to the “crisis” mentioned by Omnicom President and CEO John Wren when he complained about how Clark abandoned DDB?

 

No comment regarding Clark’s “restless ambition” to bring diversity to Adland.

 

DAN Being Rebranded To Dentsu

 

By Steve McClellan

 

Dentsu Aegis Network—the Japan-based holding company’s operation outside the mother country has just been renamed.

 

The new moniker: dentsu.

 

The rebranding comes just weeks after DAN’s new global CEO Wendy Clark joined the company. She previously ran Omnicom's DDB.

 

The “Aegis” part of the name, now being retired comes from Dentsu’s acquisition of UK-based Aegis Media back in 2012 for nearly $5 billion.

 

Clark issued a statement: “This represents an important milestone in the evolution of our international business as we build on Dentsu’s rich legacy of innovation and industry leadership along with the dynamic growth story of Dentsu Aegis Network. Our business provides our clients and our people with the best of both worlds, helping them to achieve meaningful progress against a backdrop of unprecedented change and disruption.”

 

The international business operates in 145 countries and employs 66,000 people. Its agencies include Carat, dentsu X, iProspect, Isobar, dentsumcgarrybowen, Merkle, MKTG, Vizeum and  Posterscope.

15161: The Crumby And Crumbling State Of Affairs In Adland.

This job listing underscores the devolution of the advertising industry and job market. A Creative Director Intern…? Titles have little meaning or value, used liberally to suit individual agendas. Inexperienced? No problem, you can be called a creative director—and probably get perks like free cookies. Oh, and you’ll work for crumbs.

15160: Sorry, Dead People Don’t Count…

Why is the U.S. Census using deceased figures to encourage people to Make Yourself Count?

15159: Carnivals And Circuses Constructed By Culturally Clueless Con Artists.

At The Ad Contrarian, Bob Hoffman presented a unique perspective by bashing advertisers for engaging in a “Carnival of Hypocrisy”—that is, Hoffman takes offense to corporations hyping concern for social causes like Black Lives Matter while avoiding to pay taxes via offshore tax shelters. Hoffman argues that “taxation is by far the most potent source of resources for societies to redress social ills.” Interestingly enough, adland has historically sought to deny address its dearth of diversity with tax-deductible donations to various heat shields and faux philanthropic initiatives. The “Carnival of Hypocrisy” presented by advertisers does not match the “Circus of Discriminatory Deception” perpetuated by the advertising industry.

 

Carnival Of Hypocrisy

 

By Bob Hoffman

 

"By 2017, American companies had put at least $2.6 trillion into offshore tax shelters...Nike had $12.2 billion.... The company estimates that if its $12.2 billion was repatriated to the U.S., it would owe $4.1 billion in U.S. taxes... Designating its profits this way allows the company to avoid paying even a dime of U.S. income taxes on these profits..." - The Oregonian. More about this in a minute.

 

The horrible murder of George Floyd was treated by the marketing industry this week as an opportunity to express sincere desire for change. Sadly, it also exposed our talent for hypocrisy.

 

While brand marketers were exhorting us to end practices that cause social damage to black Americans, they were themselves deeply engaged in some of the most pernicious practices.

 

I have my own standard for evaluating a company’s true commitment to social justice. It is this: to what extremes does it go to avoid paying taxes?

 

Taxation may be unpleasant. Tax dollars are often squandered on idiotic schemes. Paying taxes may reduce a corporation’s returns to investors. But taxation is by far the most potent source of resources for societies to redress social ills. Taxation funds education. Taxation funds housing. Taxation funds health initiatives. Taxation funds social services.

 

There is no way around this -- when corporations take extraordinary measures to avoid paying taxes, they are doing extraordinary harm to citizens who have the greatest need for education, housing, health, and social services. If brands really believe that Black Lives Matter they must stop starving our country of the resources to improve black lives by hiding their taxable profits in offshore tax havens. Like it or not, to a substantial degree, taxation is the engine that funds social justice.

 

There will be those who say that these tax dodges are perfectly legal. In many cases they are. This fact impresses me not one bit. If you're going to use social media or paid media to pound your chest about social justice, you have a higher responsibility than just to obey the letter of the law. There is little honor in being legally compliant and ethically opportunistic.

 

Dear business colleagues -- if you really want to help heal this country here’s step one: Pay your fucking taxes. Until you’re willing to do that, please instruct your marketing departments to spare us the high-minded pieties.

 

Let’s make this so simple that even a ceo can understand it: You can’t be for social justice and against paying taxes.

15158: Droga5 Resets Its Moral Compass…?

Advertising Age reported White advertising agency Droga5 boosted Tiffany Edwards to its first-ever Global Head of Diversity and Inclusion. Of course they did. Edwards had been serving as Droga5’s first-ever Director of Engagement and Inclusion since 2016. “For the last four years,” claimed Droga5 Chief Operating Officer Susie Nam, “Tiffany has endeavored to be Droga5’s moral compass and thought leader.” Droga5’s moral compass? Hey, Ted Royer made that a pretty arduous task for sure. Ad Age stated, “Droga5 said Edwards’ efforts have led the agency to be ‘the most diverse it’s ever been,’ although it did not disclose details.” Of course they didn’t. And, sorry, but making Droga5 “the most diverse it’s ever been” is not really an arduous task at all.

 

Droga5 Names First Global Head Of Diversity And Inclusion

 

By Lindsay Rittenhouse

 

Accenture Interactive-owned Droga5 promoted Tiffany Edwards as its first global head of diversity and inclusion, effective immediately.

 

Edwards was director of engagement and inclusion. She took up that position, which was also a first for the agency, in March 2016 and is credited with playing a key part in developing Droga5’s long-term vision and strategy and leading its company-wide diversity, inclusion and equity initiatives.

 

She will now lead and oversee Droga5’s efforts to recruit, retain and advance professionals of diverse backgrounds globally, reporting to Chief Operating Officer Susie Nam.

 

“When I made the decision to join Droga5 in 2016, I knew that being surrounded by creative thinkers who truly care about fostering a diverse and inclusive environment would empower me to do work that mattered to me personally and that would drive the agency to real change,” Edwards said in a statement. “I still believe in the power that advertising has to shape culture, and I know that, together, we can break old systems and future-proof our industry.”

 

Droga5 said Edwards’ efforts have led the agency to be “the most diverse it’s ever been,” although it did not disclose details.

 

Since joining, Edwards helped establish Droga5’s first diversity and inclusion task force, D+iQ; dedicated affinity groups Kinfolk, Q5, Hyphen and Somos; D5in10 Academy, a free course on advertising aimed at reaching creators of all disciplines; and Droga5’s training partnership with Courageous Conversations about Race Founder Glenn E. Singleton.

 

“For the last four years, Tiffany has endeavored to be Droga5’s moral compass and thought leader, encouraging us with sharper tools and deeper empathy in developing our work,” Nam added in a statement. “Not only is this promotion a reflection of where we are at in our journey as an agency, but it is also a recognition of Tiffany’s work in making people feel seen, heard, respected and valued.”

 

Edwards previously served three years as The Advertising Club of New York’s first foundation and inclusion manager, where she oversaw the organization’s diversity program, I’mPART, and developed the models for their annual Women’s Master Class and Women’s Fellowship.

 

She spent nearly seven years before that at The One Club, most recently as director of education and diversity, and is a board member of Women Who Create, a mentorship program for women of color, and an executive committee member of Madison’s Collective, a community-driven network for diverse creatives. While at The One Club, Edwards is credited with establishing the international One Club Creative Boot Camp and its career fair series, Where Are All the Black People? She is also a former member of Adcolor’s advisory board.