Dentsu help wanted ads (example depicted above) invite candidates “from diverse or underrepresented backgrounds”—then drop 100+ words of Equal Employment Opportunity legalese:
Employees from diverse or underrepresented backgrounds encouraged to apply. Dentsu (the “Company”) is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee of the Company, on the basis of age, sex, sexual orientation, race, color, creed, religion, ethnicity, national origin, alienage or citizenship, disability, marital status, veteran or military status, genetic information, or any other legally-recognized protected basis under federal, state or local laws, regulations or ordinances. Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and/or certain state or local laws. A reasonable accommodation is a change in the way things are normally done that will ensure an equal employment opportunity without imposing an undue hardship on the Company.
Now, that’s presenting a welcoming workplace. Is this an example of Dentsu Global CEO Wendy Clark’s restless ambition to bring divershitty to Adland? Clark does dump dungy drivel at the agency website:
“It is the diversity of our perspectives, lived experiences and life journeys that we contribute to make our collective thinking and work representative of the total marketplace for our clients and society.
Research finds empirically that diverse teams outperform and out deliver across a range of metrics, from financial performance to innovation. We owe it to our teams, our clients and our company to harness this competitive advantage.”
Gee, if Clark succeeds with divershitty at Dentsu like she did at DDB—ie, she wasn’t successful diversifying DDB—she should add the legal disclaimers to her personal patronizing and pontificating pap.
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