Much has been discussed on redundancies in the Omnicom acquisition of IPG, especially given the two White holding companies share many similarities regarding talent, services, practices, and property.
Yet it seems no one has examined addressing the DEIBA+ duplications.
The scheme combined one White holding company led by a Pioneer of Diversity with another White holding company regularly spewing gobbledygook about being “recognized for leadership in diversity and inclusion.”
Why, it’s a cornucopia of commitment to cultural competence via performative PR, heat shields, divertsity, and faux philanthropy.
So, how many Chief Diversity Officers and Human Heat Shields does one White holding company need? Will ERGs be downsized, eliminated, or blended? What about proprietary programs like ADCOLOR®? Or delegating drafting the global DEIBA+ dedication declaration?
DEIBA+ has historically been relegated well below pressing professional priorities. Right now, AI (Artificial Intelligence) trumps AI (Artificial Inclusivity).
Will the Omnicom-IPG scenario present an opportunity to make progress or maintain the status quo/systemic racism?
The current anti-DEIBA+ vibe in the industry hints at the answer. Don’t expect transparency, tactics, or truth in the execution. Accountability and integrity will be in short supply too.
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