Here are two letters that appeared in the latest issue of Advertising Age. The MultiCultClassics viewpoint immediately follows…
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Some minority progress being made
RE: “NYC slaps subpoena on ad chiefs” (AA, June 12). It is important for someone with industry experience to speak out before the pretenders, the outside charlatans, carpetbaggers and supposed spokespeople for our race get into the act and begin to seek “consulting” contracts to assist everyone with their “process.” Been there, done that!
I want to say that, from my point of view, not all is gray in Mudville. That’s not to say it is all peaches and cream, either. As a whole, our industry has traditionally lagged behind the mainstream in virtually all causes and trends. But change, as slow as it seems to take, is a’ comin.’
How many of us danced in the streets the day Ann Fudge’s appointment as CEO of Y&R was announced? The African-American extension of the multicultural grapevine was buzzing. My phone lines lit up like a Christmas tree for three straight days with calls of pride from all across the nation. How many of us rejoiced at the announcement of Heide Gardner as director of diversity for IPG Corporate? And then applauded when Arnold Worldwide went ahead and swept up Tiffany R. Warren from the Four A’s? These are heady milestones, for while the advertising industry has a long way to go, they signal change … positive change.
Next I want to say to those who dare (and you know who you are) say that programs like the Four A’s Multicultural Advertising Internship Program do not work, you need to get your heads out of the sand and take notice. MAIP is one of the more progressive methods for multicultural candidates to matriculate into the advertising industry. MAIP has produced some hidden treasures that stand today as proud role models for those who have come behind them. I speak of Sheldon Levy of Saatchi & Saatchi, Jack Dempsey Sutherland of OMD, D. Mark Williams of Digitas, R. Vann Graves of BBDO, just to name a few. MAIP has achieved significant credibility with agency heads of HR and recruiters. Why? Because the talent is very, very good. Check out the recent MAIP hire rate before you “hate.”
The recent decision to hold diversity hearings is a good thing. You always need a little dust-up to make some people see the light. And there is nothing like a few subpoenas coupled with the threat of hefty fines to get some folks to pay attention. This was the path to success for virtually every civil-rights and equality measure ever moved forward in this wonderful nation, so why not again? Works for me!
The collective issue of racial diversity needs to be addressed, but let’s not forget the dynamic of retention. The industry can get us in, but they also have to work harder at welcoming us and keeping us. Is everything fine? No way! Does the industry need to stand together, take a stand and change, not just talk about it again for her next twenty years? Absolutely! However, I still believe that if you are talented, work hard and seek terra firma where you can plant your particular flag, multicultural professionals can and will succeed in this wild, crazy world of advertising. The business that I love.
Marc Stephenson Strachan
Managing Partner
S/R Communications Alliance
MAIP Class of 1981
New York
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I’m sure we’ll soon see the Human Rights Commission send subpoenas to the management of the New York Jets. According to the Jets’ website, only 40 of the 91 players on their current roster are white. The New York Knicks have only one white player on their roster. This underrepresents Caucasians by a large margin. Where’s the outrage?
Exactly — there isn’t any. Most of us accept the fact that our country’s proverbial melting pot is never going to be mixed perfectly and that some vocations attract more of one race than another.
Chris Klett
Creative Director
John Miles Co.
Minneapolis
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The letters above continue the stereotypical two-part response to any attempt ever made to address the advertising industry’s diversity issues:
Part 1 — Have a minority present statements to create the perception that things aren’t so bad after all.
Part 2 — Have a (usually White) person present an argument using professional sports as the great equalizer.
Despite the first letter’s headline (most likely penned by an Advertising Age editor), the writer actually shows strong support for the subpoenas and events taking shape in New York City.
Also, a few other points should be considered.
When Ann Fudge assumed her role, she quickly realized there was a “dearth of diversity” at Y&R. In fact, those were her exact words. And she expressed surprise and dismay at the discovery. Incidentally, Advertising Age published Fudge’s comments in 2004.
As for other agencies appointing directors of diversity and recruiting minorities from organizations like the Four A’s, well, what’s the real progress here? The commission in New York City first reported problems back in the late 1960s. That’s about 40 years ago, ladies and gentlemen. The truth is, we should be way beyond naming diversity directors.
While the MAIP may have critics, most would agree it’s a good thing. However, honest people would admit it’s the minimum that should be done. Unfortunately, real change rarely occurs by applauding the minimal efforts. Additionally, there are plenty of enhancements that could be made to the MAIP.
The writer recognizes that retention is another key hurdle. The next organized initiative focused on retention will probably be the first.
Marc Stephenson Strachan is undoubtedly an honorable adman. But he’s not a “spokesperson for our race” either. No one has earned that title.
The second letter writer probably thinks his position is unique. Hopefully, he brings more originality to his role as a creative director.
“Most of us accept the fact that our country’s proverbial melting pot is never going to be mixed perfectly and that some vocations attract more of one race than another,” wrote Chris Klett.
The statement may appear factual. But WHY do some vocations attract (and repel) certain races? That’s the million-dollar question, ladies and gentlemen.
Sorry, Mr. Klett, but most of us do not accept the fact that you submitted. Especially when it smells like bullshit.
When I was in college studying for my degree in advertising it was daily fodder to discuss all of our attempts to secure internships, externships, etc. - whatever could get our foot in the door at an agency. What was obvious was that those of us who were minorities had no problem finding opportunities while the white males in our ad program always came up empty. One asian gal in our group was offered a position at Y&R in New York even though as a student she stood out no more than the rest of us.
ReplyDeleteNow that I have a job in advertising it is apparent that we receive far more resumes from white applicants than those of minority races. That just seems to be the way it is.