Showing posts with label diet madison avenue. Show all posts
Showing posts with label diet madison avenue. Show all posts

Tuesday, August 25, 2026

17578: Another Perspective On Whistleblowers In Adland.

MediaPost published a perspective on the WPP whistleblower lawsuit that made one significant point:

Don’t rely on agency self-reporting. Demand log-level data for programmatic buys and contractually insist on third-party audits for all barter or non-transparent arrangements. If an agency claims an inventory pool isn’t auditable, treat that as a red flag.

This notion could be directly applied to the history of DEIBA+ in Adland.

That is, White advertising agencies cannot be trusted with self-reporting, as firms often inflated representation figures by counting minority employees like janitorial maintenance, security, and cafeteria workers.

Additionally, White advertising agencies cannot be trusted with self-regulation, as firms routinely engage in performative propaganda, heat shields, and delegating diversity.

Alas, no one ever succeeded in demanding third-party audits—or disputing White advertising agencies’ classic excuses for non-compliance, lack of commitment, and absence of accountability. Forget red flags—White flags are the weapon of choice.

BTW iconic DEIBA+ whistleblowers in Adland were never able to pursue a $100 million lawsuit.

The WPP scenario exposes schemes involving media, which mirrors Adland’s duplicity involving minorities.

The Foster Whistleblower Case: How Holdco Culture Enabled WPP’s $350M Mess

By Maarten Albarda, Featured Contributor

It has been a week of legal fireworks, relevant to day-to-day marketing management. No, I am not (yet) commenting on the federal trial brought by 29 U.S. states accusing Meta of designing manipulative features that addict children and harm teen mental health on Facebook and Instagram. That trial is underway in the U.S. District Court for the Northern District of California in Oakland.

I am talking about Richard Foster’s $100 million wrongful termination and retaliation lawsuit against WPP, playing out in the Supreme Court of the State of New York.

The latest legal filings in this suit against WPP make for grim reading. Internal audit details from Sony allege undisclosed markups, shell brokers used as financial warehouses, and missing rebates disguised as principal media buying in China.

To understand the scope, let’s understand what happened. A 2023 Chinese government probe into GroupM (now WPP Media) executives over kickbacks led to criminal convictions. And now we learn that a Sony investigation alleges that WPP used 47 shell brokers to improperly retain $350 million in client rebates in 2024 alone. GroupM allegedly passed off proprietary media deals to launder those funds into corporate profit while pitching artificial “80% discounts” to clients.

I don’t think you can hold WPP corporate fully responsible for the rogue mechanics of a local scam. The individuals in China clearly acted for their own personal enrichment in a market where opacity is sadly often standard procedure.

Still, WPP corporate does not get off scot-free. It clearly missed the mark in governance. By aggressively pushing principal media trading across its network to juice corporate margins, WPP’s leadership set the tone at the top. They created an environment where local executives were guided into pursuing principal media income to bolster agency performance (and with that, their personal performance score).

If I were a juror on the Foster case, I’d view the Sony findings as a crucial signal. They show WPP built a culture where principal-beneficial buying was incentivized, leaving the back door wide open for local leadership to take it to extreme levels.

Which raises the question every marketer should ask: How many other “Chinas” exist in agency holding company networks? And why did it take a client audit by Sony to expose this?

It’s fair to say (again) that marketers should stop treating principal media as a harmless discount. When your agency buys inventory upfront and resells it to you, they aren’t your fiduciary agent anymore. They’re a vendor selling goods they own. If you don’t know the exact markup, you’re funding their profit margins (and executive bonuses).

To prevent this from happening, you should require explicit opt-outs for proprietary or non-transparent media, unless your C-suite approves a written business case. Demand clear visibility into media flowcharts and mandate proof-of-performance data down to a detailed performance level (and compare/contrast that against “normal” performance for “normal” paid media buys).

Don’t rely on agency self-reporting. Demand log-level data for programmatic buys and contractually insist on third-party audits for all barter or non-transparent arrangements. If an agency claims an inventory pool isn’t auditable, treat that as a red flag.

The agency model is shifting. Agencies need profit, but you need transparency. Set the rules in your contract now, or your media dollars will end up paying someone else’s bonus. 

Friday, October 10, 2025

17212: Not Your Average Joe Lawsuit…

Richmond BizSense reported, “Ex-Martin Agency exec loses appeal in #MeToo-era lawsuit, will seek review from state supreme court.”

 

Looks like somebody didn’t collect the $75 million they hoped to pocket…

Wednesday, December 18, 2024

16889: Tank & Stank.

Joe Alexander asks:

 

WHO WILL BE OUR “TANK MAN?”

 

Who will have the courage?

 

Who will resist?

 

Who will fight for the truth?

 

Um, Diet Madison Avenue sought to be our “TANK (WO)MAN”—and they got run over.

Wednesday, November 13, 2024

16839: Shoo-In For News Of The Week…?

 

Adweek reported Designer Shoe Warehouse (DSW) named Crispin as its new White advertising agency.

 

Which begs the question: Crispin is still in business?

 

Admittedly missed the news of the firm’s rebranding, but it’s interesting—and unintentionally apropos—to see Porter and Bogusky dropped from the masthead in favor of a lesser-known dead founder.

 

Hell, the last memorable creative PR to come from the formerly Miami-based firm involved allegations of sexual predatory behavior from its Chief Creative Officer.

 

That Crispin is part of Stagwell—arguably the worst of the White holding companies—completes the critique.

 

The once-vaunted Adland powerhouse is now selling cheap shoes.

 

Thursday, September 05, 2024

16761: From The Cannes Lions International Festival Of Creepy Activity.

 

Adweek published a lengthy exposé about two female students who filed a sexual assault complaint against an Adland consultant, stemming from an incident that allegedly happened at the 2024 Cannes Lions International Festival of Creativity.

 

The alleged predatory perpetrator apparently didn’t read the #timeTo guide to understanding sexual harassment. A Diet Madison Avenue approach might’ve been more effective.

 

The Adweek content closed with an invitation for people to come forward if they have a similar experience to share. Expect an extensive series.

 

Two Students File Sexual Assault Complaint Against Ad Industry Consultant in Cannes

 

The women say the man told them to accept men’s ‘forwardness’ to succeed in marketing

 

By Rebecca Stewart

 

[Sensitive content: This article mentions sexual assault. Help is available through the National Sexual Assault Hotline at 1-800-656-4673.] 

 

Two U.S. undergraduate marketing students, *Emma and *Julie, who attended Cannes Lions as part of an educational program, have filed a report with Cannes police accusing a U.S. ad industry contractor of sexual assault.

 

The two women, 20, say the man—who appeared to them to be in his late 30s—not only groped them but also told them they must learn to accept men’s “forwardness” if they want to succeed in the advertising field.

 

ADWEEK is using pseudonyms for the women with their permission. We are also aware of their identities, as well as the identity of the man they have accused of sexual assault. Through his lawyer, the man said their account is “entirely false.”

 

The women were prepared to go public with their account but decided not to after each received a letter threatening a lawsuit. One woman received a further communication by post to her home address. The women told ADWEEK they did not have the resources to defend themselves in court.

 

The bigger picture

 

In 2024, the Cannes Lions International Festival of Creativity brought 12,000 creatives, marketers, media staffers, and agency execs to the French Riviera, with more joining around the fringes of the official event without a pass.

 

Students are also becoming a bigger fixture at Cannes, drawn in by programs including Young Lions. Organizers confirmed to ADWEEK that “several hundred” students attend Cannes Lions each year, noting a “steady increase” in attendance since 2020.

 

Days at the event are followed by late-night festivities, with parties, concerts, and experiences taking place along the beaches and hotels that line the city. Amid a whirlwind week of networking and celebrations, festival organizers have been urged to bolster safety measures in recent years, partnering with industry groups such as timeTo to tackle sexual harassment.

 

Emma and Julie’s account follows several women speaking out after their experiences at the 2024 event. These include freelance TV documentary director and partnerships director at Brixton Finishing School, Dagmar Bennett, who wrote in Campaign that a senior male business associate asked her if she would exchange sex for money. Ad industry luminary and president of the Glass jury, Cindy Gallop, also said she saw several instances of men acting in a sexist way when presenting their entries alongside women.

 

Organizers confirmed they could not provide stats related to sexual assault at the festival, relying on incidents reported directly to them for visibility of the issue. A spokesperson referred ADWEEK to the police for such details. The Cannes police did not respond to a request for stats related to sexual assault.

 

Cannes has the highest number of police per capita in France. Cannes Lions did not confirm how much extra policing happens during the event, saying hotel venues were responsible for their own security. Organizers confirmed that Cannes Lions security teams were briefed to intervene, record, and report any offensive or dangerous behavior.

 

Beyond the parameters of the festival, the spokesperson said the Lions team worked closely with the City of Cannes and relevant authorities on safety.

 

Emma and Julie had come to Cannes for class credit, with the aim of strengthening their networking skills.

 

When they first arrived in the crowded lobby of the Carlton around 1 a.m., they were excited to mingle and chat with creatives. Several people at the festival had recommended the venue as a hot late-night networking destination; Emma recalled the Grand Prix Lions trophies on tables as people celebrated their wins.

 

The next day, they would spend four hours at a Cannes police station each filing a statement as part of a sexual assault allegation against the industry contractor, who works for a tech startup that recently received millions in funding and counts major household name corporations among its clients, per its website.

 

‘He came out of nowhere’

 

Shortly after arriving at the Carlton, Emma and Julie went outside to the garden at the rear of the hotel to catch their breath, Emma said.

 

The two recalled speaking to another person for around 10 minutes.

 

When that interaction ended, a man they would later identify as the accused—whom Emma and Julie both described as heavily intoxicated—“came out of nowhere” from behind Julie and grabbed her wrist, Julie recalled to police. “You’re drunk,” Julie told him. “I think so,” he replied.

 

In the garden, the man asked her to spin around, and then again—and then one more time, slower, so he could “get a better look.”

 

The 20-year-old complied, but both women were growing uneasy. Julie took a selfie with the man to record the encounter. Emma also snapped a photo from behind Julie, capturing his face. Both images were reviewed by ADWEEK.

 

Julie tried to get him to leave her alone by becoming more standoffish and deflecting his compliments. Eventually, he grabbed her hand and put it to his chest, she told police.

 

“I balled it up into a fist, but he wouldn’t let go of it. He had his other hand firmly planted around my waist,” she said to ADWEEK. She gently pushed him away.

 

Eventually, according to her police report, the industry contractor grabbed her hands and tried to pull her closer again, placing them low on her hips at the top of her buttocks.

 

As he shifted his body closer to hers, he claimed to be salsa dancing, Julie said. She told him she did not like to dance. When Julie spotted the person she’d been speaking to before, she bolted in his direction, she said.

 

‘I’ll hit you in the fucking face’

 

The man then turned his attention to Emma, who had been speaking with someone else, both women said.

 

Emma explained to the man that she and Julie were students and were at Cannes Lions to network. When Emma showed little interest in the conversation, she said, the man told her she had an “attitude” and dismissed her as a “fucking child.” That is when he put his hand on her buttocks, she told police.

 

As she told ADWEEK, “I backed away, and he got more aggressive, telling me to ‘chill out,’ and if I wanted to go somewhere in business I would kind of have to accept men’s forwardness and inappropriateness if I wanted to do well in my career.”

 

A man saying I need to accept sexual assault from men to be able to do well in my career was just crazy to hear.

Emma, student

 

Emma found this interaction disheartening. “I want to go into business, and a man saying I need to accept sexual assault from men to be able to do well in my career was just crazy to hear,” she said. When Emma questioned why he was speaking to her like this, she asserts that the man told her: “If you don’t chill out, I’ll hit you in the fucking face.”

 

“I got really scared,” she said. “It froze me.”

 

She says she tried to further de-escalate by apologizing for her behavior, telling the industry contractor she was “just stressed.”

 

The man turned her around and started pulling at her hair, she said. “So I grabbed my hair because I’m confused as to what he’s doing,” she said. “I’m like, ‘don’t pull my hair, please.’” She then recalled the man massaging her shoulders.

 

“Because his hands were so big, they were starting to be around my neck—too forward on my front to be a back massage or shoulder massage, and they started going around my neck,” Emma said. She made eye contact with Julie who came up and told her it was time to go.

 

The man asked for their phone numbers, but Julie persuaded the man to get out his phone and request to connect with her by scanning the QR code on her LinkedIn app instead.

 

The LinkedIn profile revealed his name, and both women recognized him from his profile picture, which also matched the photos of him they had taken earlier that night.

On his LinkedIn profile, he listed himself as a director for a tech company. His profile has since been deleted.

 

The tech business told ADWEEK in a statement that the man was not a full-time employee, but a private contractor who had provided consulting services for the business. The statement said that the company did not send the man to Cannes, nor provide any resources for him to attend.

 

“The company was unaware that he may have attended the festival until after the festival’s conclusion,” the statement said.

 

Both women ran out of the Carlton. When they got onto the street, they were crying and struggling to breathe or speak, they said, but they agreed they couldn’t stay silent about what happened.

 

“We were like, ‘We can’t let him get away with it,’” said Julie. “I felt like fish in a barrel.”

 

‘I’m no longer going to just let this roll off my back’

 

After leaving, the pair said they contacted an on-site professor, texting him that they “just had an unpleasant and scary experience at the TikTok activation at the Carlton. … It’s not okay AT ALL for an industry professional to behave that way regardless of how intoxicated he is.”

 

The professor met them at the premises and escorted them home. ADWEEK has seen a timestamped screenshot of Julie’s message to the professor.

 

At 10 a.m. that morning, Emma and Julie spoke to the security team at Ascential (the current parent company of Cannes Lions pending its sale to Informa) to file a report.

 

The head of security told the women that the Cannes Lions organization would revoke the man’s delegate pass, the women said. However, they later discovered that the man was not an official pass holder, as the organization confirmed to ADWEEK. Cannes Lions declined to further discuss this case.

 

The two women then went to a Cannes police station and filed their reports against the man. ADWEEK has reviewed both police reports, and an interpreter who accompanied both women to file their statements verified to ADWEEK that the statements, taken in English but memorialized in French, were accurately translated.

 

At the time of writing, the police had passed the case on to French prosecutors but neither woman has received an update on the status of the case. The Cannes police told ADWEEK it was unable to comment, citing privacy laws.

 

A representative from Carlton Hotel owner InterContinental Hotels Group said the company was cooperating with the local police on this case but declined to comment further.

 

Emma and Julie also emailed their allegations to the CEO and director of operations of the business that had contracted the man.

 

In a reply seen by ADWEEK, the director of operations said the business has a zero-tolerance policy toward sexual assault, and that the company would conduct an internal investigation into what happened.

 

The company told ADWEEK in July: “The investigation process is currently active. At this time, [the man’s] consultancy contract has been suspended.”

 

When ADWEEK contacted the company again in August to ask whether the contractor had been terminated, its lawyers stated it had no further comment.

 

Emma and Julie have not heard from the company since June. They hope that in speaking out, they can spur more “safety and accountability” for women and students at the festival.

 

Their reason for going to the police was not just because they felt “grossed out and humiliated,” said Julie. “It was mostly because we didn’t want this to happen to other women.”

 

Cannes Lions pointed to its timeTo partnership and said its team was on site to ensure delegates were “appropriately supported” where needed.

 

Emma and Julie said the encounter with the man happened in view of other people. But no one seemed to notice as everyone was in their own “bubbles.”

 

This has lit a fire under me. I’m no longer going just to let this roll off my back. I’m going to take action.

Julie, student

 

And the accused himself seemed unconcerned about the exchange, the women recalled.

 

“We felt the man was very, very comfortable with what he did. This man did not seem ashamed, nor did he feel that people were watching him whatsoever,” Emma said.

 

A Cannes Lions spokesperson said it worked closely with the City of Cannes and relevant authorities to provide a safe environment and a code of conduct for delegates.

 

“This is not the first time I’ve been assaulted. It’s not the first time I’ve been talked about like that, not the first time someone has gotten up in my space,” Julie said. “This has lit a fire under me. I’m no longer going just to let this roll off my back. I’m going to take action.”

 

Both Emma and Julie intend to return next year. They have spoken with organizers and senior industry figures about improving women’s safety at the festival for 2025.

 

Julie had begged to go to Cannes when the opportunity first came up, she said, and won’t let what she experienced at the Carlton dampen her love for the industry and all Cannes Lions represents.

 

If you have a similar experience to share, reach out to Rebecca Stewart confidentially on the encrypted messaging app Signal @rebecca.stewart.03.

Friday, September 29, 2023

16397: Progressive Failure, Dominating Victory.

 

The New York Times published a perspective titled, “The Failure of Progressive Movements,” focusing on the perceived shortcomings of Occupy Wall Street, #MeToo, and Black Lives Matter. While the trio initially sparked passions, “none of the three movements have come close to achieving their ambitions.”

 

Adland certainly reflects the phenomena in semi-twisted ways.

 

Given the greed of White holding companies—with CEOs collecting multimillion-dollar salaries—the 1 percent are literally in charge.

 

#MeToo was more moment versus movement, where Diet Madison Avenue had a shorter shelf life than a can of Diet Coke. And gender pay gaps have expanded.

 

As for Black Lives Matter, even Human Heat Shields are among the diminished, dumped, and departed. And racial underrepresentation has extended.

 

Yet does not achieving their ambitions constitute failure or corroborate success—i.e., the overpowering success of White privilege and systemic racism?

 

The Failure of Progressive Movements

 

Prominent movements like Occupy Wall Street and Black Lives Matter have had an impact. But none achieved their ambitions.

 

By David Leonhardt

 

Three progressive movements have risen to prominence over the past 15 years and vowed to create a fairer America: Occupy Wall Street, #MeToo and Black Lives Matter.

 

All of them have had an impact. Occupy popularized the idea of the 1 percent and the 99 percent. #MeToo led to the firing (and sometimes jailing) of sexual predators, as well as the hiring of more women in prominent jobs. Black Lives Matter led to policing reforms in some cities and the hiring of more Black Americans in prominent jobs.

 

Still, none of the three movements have come close to achieving their ambitions.

 

Congress has not passed any major laws to reduce economic, gender or racial inequality, such as a wealth tax, universal pre-K or nationwide police reforms. Instead, taxes on the affluent are near their lowest level in decades, and the number of killings by the police remains largely unchanged. “The term ‘reckoning’ was invoked again and again, and yet we don’t seem to have reckoned with any of our problems in any meaningful way,” Fredrik deBoer, a popular Substack newsletter writer, argues in a new book.

 

What explains these disappointments? In part, it’s simply that political change is fantastically difficult and often takes decades. But the degree of difficulty is only part of the story.

 

The movements also bear some responsibility for their disappointments. Above all, they made decisions geared more toward changing elite segments of American society — like academia, Hollywood and the national media — than toward passing new laws and changing most people’s lives.

 

That’s the central argument of deBoer’s book, “How Elites Ate the Social Justice Movement.” It has helped me think about American politics, and I want to devote today’s newsletter to these issues.

 

Radical and practical

 

The most successful political movements tend to share a few features. They start with activists whose goals can seem so audacious as to be unrealistic. (Otherwise, there would be no need for a movement.) Over time, the movement’s leaders make careful decisions about how to accomplish at least some of those goals. They appeal to public opinion. They collaborate with unlikely allies. They work the system to change the system.

 

It was true of the civil rights movement, which combined radical aims with patriotic symbols and nonviolent protest. More recently, the gay rights movement accomplished rapid change partly by emphasizing traditional values like marriage and military service. The lessons also apply to the political right: Abortion opponents spent decades patiently taking over the Republican Party and making the case that voters have a right to choose their own policies, state by state.

 

Recent progressive movements have tended to be less strategic, explains deBoer, a self-described leftist. Occupy celebrated its lack of structure, including its lack of concrete goals. “Demands are disempowering since they require someone else to respond,” one Occupy protester told The New York Times in 2011. Black Lives Matter refused to name leaders, contrasting its approach with the old top-down civil rights movement. #MeToo, befitting its hashtag, never quite became an organized movement.

 

None of the three created a mass organization with a long-term plan — as labor unions, civil rights groups, evangelical Christians and other successful movements did in past decades.

 

Occupy and Black Lives Matter also allowed unpopular positions to shape their public image — and weaken them. For instance, polling shows that most Black Americans support major changes to policing but not less policing. Much of Black Lives Matter, however, focused on cutting police funding. One organizer wrote a Times Opinion article titled “Yes, We Mean Literally Abolish the Police.”

 

The recent movements have instead had more success changing elite institutions that tend to be filled by fellow liberals. The winners of prestigious cultural awards have become more diverse. Media organizations now capitalize Black when describing somebody’s race. President Biden has made Juneteenth a federal holiday. Universities emphasize identity in their curriculums.

 

Symbols over substance

 

These are real changes, but deBoer notes that they have little effect on most people’s lives. They instead reflect what the political philosopher Olúfẹ́mi Táíwò calls the “elite capture” of social justice campaigns. “Today,” deBoer writes, “left-activist spaces are dominated by the college-educated, many of whom grew up in affluence and have never worked a day at a physically or emotionally demanding job.” For that reason, these spaces prioritize “the immaterial and symbolic” over “the material and the concrete,” deBoer argues.

 

(That point is related to a continuing theme of this newsletter: the class inversion of American politics.)

 

DeBoer’s writing can be withering, as the best polemics often are, and few people will agree with all of his arguments. But his central point is important, whether you’re part of the political left, center or right: Calling out injustice isn’t the same as fighting it.

 

“The spirit of 2020 was always a righteous spirit, and the people and organizations that powered that moment had legitimate grievances and moral demands,” he writes. “What we need is practicality, resilience and a plan.”

Monday, August 28, 2023

16365: Honestly Speaking Out On Anonymity In Adland.

 

Digiday Media’s Worklife published a report on the use of anonymous surveys to assess staff morale and assorted sentiments, ultimately leveraging the responses to make changes. The report, however, states that employees prefer external platforms like Glassdoor to share opinions and air grievances—feeling greater comfort and safety in such spaces. This seemingly holds true in Adland too, although things like the original AgencySpy, Diet Madison Avenue, and even The Big Tent at Advertising Age have been short-lived endeavors. Hard to believe people in the industry are lacking opinions. It's more likely that the ruling majority has successfully squelched revolutionary spirits—which, incidentally, is a key component of systemic racism.

 

Are anonymous company surveys really anonymous?

 

By Hailey Mensik

 

Internal workplace surveys are a primary tool for employers to gauge morale and other sentiments across staff and use those insights to make changes. But employees can feel unsure about just how anonymous their answers will be, making survey results potentially less accurate in showing what’s actually going on.

 

HR experts say anonymous surveys really are just that though, and companies need to better communicate it. They also need to be more transparent about the results and more willing to solicit additional and open feedback.

 

Employers in the past few years have leaned heavily on internal surveys to gauge burnout levels during the pandemic and attitudes about returning to office. They also used them amid the great resignation and competition for talent to make changes and better retain staff.

 

And yet, people can feel more comfortable confiding on external platforms. More employees have taken to public, online platforms like Glassdoor where they feel more secure sharing their grievances and asking for advice from others who currently or previously worked for the same employer.

 

Almost 70% of U.S.-based employees wish they had a way to ask coworkers and company leaders anonymous questions at work, a survey from Glassdoor found, and over 60% wish they had an online community where they could get career advice on dealing with workplace specific-challenges.

 

Some employers have taken big steps to ensure employees feel safe telling the truth, like Poll Everywhere, a company that administers those surveys. Creating trust between employees and company leaders is key, said Robert Graham, CEO of Poll Everywhere.

 

“We don’t even use our own products internally because technically some engineers have some access to the data,” Graham said.

 

Employers can sow mistrust by not ensuring anonymity, even if they claim surveys are anonymous. But also when they neglect to share survey results and communicate steps forward with staff, Graham said.

 

“I would think that if you were making decisions based on the information, you’d want to share it because it would support the decision,” he said.

 

Beyond making survey results known, employers should also continue the discussion with staff in a more formalized way.

 

They can supplement surveys with town hall meetings or by facilitating other ways for staff to give open feedback, said Josh Bersin, an analyst and CEO of The Josh Bersin Company, a research and advisory firm focused on corporate learning, talent management and HR. They should also limit discussion in those meetings to specific topics like pay, leave, remote work and other focused points covered in surveys.

 

Crowdsourcing is another powerful tool. For example, during the pandemic Pepsi asked its staff “if you could shred or eliminate one process in your job what would it be?”

 

Anonymous answers were collected then viewed by staff who could make and rate each other’s suggestions for proposed solutions. The consensus was a need to streamline the performance appraisal process, which Pepsi then re-engineered based on the feedback, Bersin said.

 

“It forces people to evaluate and rate each other’s suggestions,” he said. “If you don’t do that, you get 100 suggestions on 100 different things.”