12841: What Labor Day Means.

According to Wikipedia, Labor Day “honors the American labor movement and the contributions that workers have made to the strength, prosperity, and well-being of their country.” It also leads campaigning politicians to write stuff like the following:

Labor Day is a time for honoring the working people of this country. It is also a time to celebrate the accomplishments of the activists and organizers who fought for the 40-hour work week, occupational safety, minimum wage law, Social Security, Medicare, Medicaid and affordable housing. These working people, and their unions, resisted the oligarchs of their day, fought for a more responsive democracy, and built the middle class.

Yet what does Labor Day mean to the advertising industry? It might underscore the field’s hypocrisy similar to the way MLK Day does; that is, White advertising agencies are awarded time off despite operating in violation of Dr. King’s dream. With Labor Day, we enjoy a holiday thanks to the accomplishments of people who fought for fairness in the workplace—despite our dismal failures in the area of diversity. Then again, it’s a wonder no one has taken the opportunity to cheer the amazing progress experienced by White women in our ranks.

On Labor Day, advertising industry laborers should salute the people who have legitimately strived to bring change to the field. For the overwhelming majority who can’t even begin to identify the activists, here are a few names for starters:

Roy Eaton

Sanford Moore

Bill Sharp

Lincoln Stephens

Lowell Thompson

Harry Webber

Hadji Williams

Feel free to add more names via comments.

10949: Is Latino Marketing A Ghetto?

At The Big Tent, Rincón & Associates President Edward T. Rincón wondered about the new Univision Agency and its implications. Rincón’s best line reads, “The Hispanic market industry is likely to become ‘ghetto-ized’ as the Univision Agency expands its reach to marketers who are looking for the lowest budget to launch their Hispanic advertising campaigns.” Um, isn’t the Hispanic market industry already a ghetto by virtue of being a “multicultural” player in a minority-unfriendly field? After all, “marketers who are looking for the lowest budget to launch their Hispanic advertising campaigns” pretty much sums up the entire category. Latino marketing has never received its fair share of investment from advertisers, with minority agencies consistently accepting crumbs for their efforts versus the piles of cash awarded to White agencies. And speaking of White agencies, minorities are marginalized under the guise of cross-cultural partnerships within the networks too. Plus, as Lincoln Stephens pointed out, “…the Hispanic/Latino demographic, our country’s fastest-growing minority group, represents 16.7% of our country, but makes up a mere 5.3% of those employed in the advertising industry.” So Latinos are getting screwed from an employment perspective as well. Rincón should know that the ghettoization has been around long before the Univision Agency appeared on the scene.

Beware: Univision Aims to Be a One-Stop Solution for Marketers

A New Internal Agency Offers Research, but How Objective Will It Be?

By Edward T. Rincón

Univision announced last week the launch of its new Univision Agency, which the company says “will be responsible for all cross-channel promotions as well as research and creative services for clients and internal divisions.” With a media empire of more than $500 million, including broadcast, cable and radio properties, Univision clearly wants to ensure its place in the growing Hispanic market as the one-stop solution for U.S. marketers.

Should we celebrate or mourn this initiative? Let’s look at some pros and cons.

Several trends suggest that the timing couldn’t better. The sluggish economy has placed considerable strain on corporate budgets and limited spending on advertising campaigns and research projects. Large advertisers have been shifting some of their business slowly away from ethnic to general advertising agencies, so why should Univision not join the crowd?

Marketers may find it especially enticing to save their research budget for other expenses, like Univision media. And Univision should find it easy to meet the expectations of future corporate clients, whose cultural intelligence continues to slide, with the absence of multicultural content at U.S. academic institutions. How perfect is this?

Concern has emerged, however. The Association of Hispanic Advertising Agencies stated that it was looking forward to continuing its partnership with Univision, but wanted to ensure that “the Univision Agency does not negate the use of Hispanic agencies.” The association has reason to be concerned about losing business to the Univision Agency. In my experience with corporate-research clients, they sometimes prefer to side-step the need to engage a Hispanic advertising agency because media companies like Univision can offer a turnkey package that is simpler and more affordable. This may be great for Univision, but not necessarily for Hispanic advertising agencies.

Overall, I am very skeptical about this new initiative for two reasons.

Lack of objectivity. Contrary to evidence from numerous independent research studies, Univision has been relentless in telling U.S. advertisers that Spanish was the best way to reach all Hispanics in the United States. Yet, in a reversal of this ideology, Univision is now in the process of introducing a television network in English, as its immigrant audiences are eroding.

Questionable talent. It is hard to imagine that the Univision Agency staff will be able to match the creative talents of the numerous Hispanic advertising agencies that have proven their value by their credentials and campaigns. While Univision may be able to recruit research staff with the right credentials, the staff likely will remain under pressure to produce promotional, not objective, research. Says Univision’s press release: “This totally self-contained Agency will define the promotional priorities and drive the creative advertising strategy and execution for the entire Univision family of networks.”

To marketers with limited advertising and research budgets, and perhaps lower standards in these two areas, the one-stop Univision Agency may be the perfect solution. I anticipate, however, that the quality of Hispanic research will take a step backward, as Univision continues to flood the marketplace with self-serving research. The Hispanic market industry is likely to become “ghetto-ized” as the Univision Agency expands its reach to marketers who are looking for the lowest budget to launch their Hispanic advertising campaigns. Indeed, there is little to celebrate about the new Univision Agency.

10927: Diversity Solutions For Adland.

Marcus Graham Project Executive Director and Co-Founder Lincoln Stephens—who was named among Ad Age’s 40 Under 40—published a perspective titled, “How to Solve Adland’s Diversity Problem.” The column’s subtitle reads, “Practical Tips for Everyone Concerned About Ad Industry’s Diversity Problem.” Therein lies the true problem; that is, everyone is not concerned about diversity. Regardless, Stephens presents straightforward solutions that will likely be ignored by the majority—especially the ruling majority—on Madison Avenue.

How to Solve Adland’s Diversity Problem

Practical Tips for Everyone Concerned About Ad Industry’s Diversity Problem

By Lincoln Stephens

In 1963, the Urban League of Greater New York (now known as the New York Urban League) released a report on a three-year study of the city’s largest advertising agencies to learn how many African-Americans they employed. That same year, the New York City Commission on Human Rights hosted a discussion titled “What are agencies doing about equal job opportunity, and can they do more?”

Fast forward to 2013, exactly 50 years later, and we find ourselves asking the exact same question.

Fifteen percent of those employed in the advertising industry are people of color, while our country’s minority population is 37%.

And it’s not only African-Americans. In fact, the Hispanic/Latino demographic, our country’s fastest-growing minority group, represents 16.7% of our country, but makes up a mere 5.3% of those employed in the advertising industry.

The numbers add up yet they just don’t quite “add up.” According to October employment data, more than 12 million Americans were without jobs, but there are at least 68 jobs at two companies in one industry that are “hard to fill”?

This is a conversation that we need to have. But it’s not an easy one. It is a sore spot for people on both sides of the issue. There is the community at large and the talent pool that is looking to break in and ascend to leadership ranks in the industry. Then there are the employers who should be—and I believe are—interested in making their workplaces more diverse.

But they’re two sides of one coin, and there are things that both can do to facilitate not just conversation about an extremely sensitive subject, but actual change.

Here are some practical tips for each.

Heads: The Community Side

1. Discover the needs of the open jobs and ensure that you meet them, particularly in an industry begging for more appreciation of true “craft” as well as one that is rapidly changing in the digital space.

2. Make this issue a national discussion. This should truly be viewed as a crisis, and must be responded to as such. There is power in your voice as consumers, as well. Demand that the brands that you spend your money on ask their agency partners to take a closer look at their workforces as well as those of the vendors they employ.

3. Share more information with your children, siblings, cousins and grandkids. Tell them that advertising is a valid career option for them, and start them down the career path earlier. Don’t wait for the industry to come to you—go to it. Create a demand for more knowledge and exposure to be shared at your school, college, churches, fraternal and community organization meetings.

4. Stop using language such as: “They won’t let me break in.” Don’t wait to let someone let you in. Improve your skills and make yourself over-employable to the point that you are wanted everywhere.

Recently I heard Perry Fair, president and chief creative officer of JWT Atlanta, discuss his career path. For him, it was about working his hardest and being the best everywhere that he went. Obviously this has paid off for him. (Pause: Let’s reflect on the fact that Perry Fair is only the second African-American to lead a major general-market agency. Ok, resume discussion.)

Tails: The Industry Side

1. You also must stop using certain language. “They are just not interested in our industry.” With the collective power that you have in media expenditure, a national footprint of agency talent and brand ambassadors and award-winning creativity, you can create a national campaign that effectively shares career opportunities with underrepresented communities. Part of the talent issue is because of exposure.

2. Don’t just hire your friends and your clients’ kids. Now, let’s not pretend that this does not happen.

Several agencies that we’ve spoken with have instituted a “Rooney Rule” of sorts. The Rooney Rule, for those unfamiliar with it, is one in which NFL teams must interview minority candidates for all head-coaching positions.

3. Re-examine your budgets and find ways to increase support organizations that are effective in talent development. This part is not a “diversity issue” as much as it is a talent issue, so the investment in this should not be limited to the often minuscule “diversity budget.”

4. Be serious about your commitment and make it a No. 1 priority for 2013. Ensure that from the top down that it is seen as a focus instead of lip service or a “nice to have.” It should be a business imperative.

All in Together

Now, to both sides of the coin. You all need to talk to one another more and find solutions to this issue together.

There is not one solution. There are several. The issue is extremely complex, but the need is too strong to not press forward. It will take every agency, every trade association, every trade and news-media vehicle, every teacher, and every parent working together.

Many of the above solutions may not be new.

But for myself, what is new is an inspired commitment toward creating effective solutions, partnering more efficiently (without fighting for budget), and elevating the now 50-year-old conversation to a level that won’t have some people scowling at the word diversity.

It will take the recollection of our past, as well as the forward promise of our future, to close the gap between diversity in America and diversity in advertising.

10878: Talented Ten For 2012.

Pepper Miller STILL matters.

Harry Webber’s Obama SuperPac is superb.

Christopher Boulton is Rebranding Diversity.

Steve Stoute breaks barriers with beer.

Mark Robinson provides classic color commentary.

Jimmy Smith expands Amusement Park.

Tiffany Edwards club hops for change.

Lowell Thompson is write on.

Lincoln Stephens propels The Marcus Graham Project.

commonground deserves an uncommon honor.

10790: MGP Movie Reminder.

In case you missed it over the holiday break, check out the CNN video spotlighting Lincoln Stephens and The Marcus Graham Project. Plus, get involved with the Thunder Clap initiative.

10780: Infographic For Inclusivity.

The Marcus Graham Project continues to fight for diversity in the advertising industry. Here’s the organization’s latest message:

The issue of the lack of diversity in the advertising industry is a serious matter. Earlier today we released the infographic above shedding light on the fact that 15% of the ad industry are people of color while our nation’s minority population is 37%. In order for our industry to be more reflective of the rich diversity that we have here in the United States, we need to continue to #TurnUp the conversation and share information on this important topic.

You can do this today by signing up for our Thunder Clap, which will combine the social media following of the supporters to send a UNIFIED MESSAGE to all of our friends and followers next Friday, Nov. 30th.

To do this we need to reach our goal of signing up 250 supporters to this effort. You can sign up via Facebook and/or Twitter to spread the word by…visiting the following link: https://www.thunderclap.it/projects/698-tunein-turnup

In addition, you can support our organization this coming week by participating in #GivingTuesday. We know that many of you are taking advantage of holiday savings today with Black Friday, tomorrow with Small Business Saturday and Monday with Cyber Monday. Please consider making a donation to our effort on Tuesday, Nov. 27th.

10769: MGP On CNN.

The Marcus Graham Project was spotlighted by CNN—including a video featuring the efforts of Lincoln Stephens.

Black advertising executives pay it forward

By Haley Draznin, Special to CNN

(CNN) — Brian Lee is a rare face in the advertising industry.

The 27-year-old assistant account executive at Wieden+Kennedy in Portland, Oregon, is one of the 7% of managers (PDF) in advertising and marketing who are black.

When Lee was looking for a way into advertising after graduating from college, he didn’t know how to get his foot in the door.

Enter Lincoln Stephens.

Stephens’ passion to expose young black students to media led to the creation of the Marcus Graham Project, which mentors and trains youth in the skills they need to get a job at an ad agency.

“I started the Marcus Graham Project really out of a need to increase diversity in the advertising and marketing industry,” he said.

The project, named after Eddie Murphy’s advertising executive character in the movie “Boomerang,” began in 2007.

Stephens encouraged Lee to apply for the program’s 10-week intensive summer boot camp, where participants develop campaigns for real clients.

“He really set me up in a way that allowed me to get the foundation that I need to even be successful at Wieden+Kennedy,” Lee said. “And so if it wasn’t for him, I wouldn’t be here.”

This year, Lee was a mentor and judge, joining his own mentor, Stephens, along with executives from advertising firms Publicis Kaplan Thaler and JWT at the One Club Creative Boot Camp. In the four-day competition in Atlanta, students were challenged to create an ad campaign. Winners earned a summer internship at Publicis or an invite to the Marcus Graham Project summer boot camp, where Lee got his start.

It allows Lee to pay it forward, just like Stephens did for him.

10418: MGP Beats W+K, GS&P, TBWA, O&M, Etc.

Wanted to add a quick comment on the news involving the Marcus Graham Project and its Locomotus initiative.

According to the Advertising Age story, Lincoln Stephens and his associates have managed to help 38 alumni land agency positions over five years. In any other industry, such a total might seem miniscule—or even pathetic. But for Madison Avenue, it’s nothing short of phenomenal.

Think about it. Has Dan Wieden directly hired 38 non-Whites in his entire career? Has Jeff Goodby met 38 non-Whites? It’s a safe bet that Alex Bogusky can’t personally match Stephens’ feat. Sir John Hegarty could count his receptionists and janitors and probably still not rival the accomplishments of the Marcus Graham Project. Ditto Donny Deutsch, Luke Sullivan, Lee Clow, John Seifert, Mike Hughes, Rick Boyko, Laurence Boschetto, Bob Scarpelli, Howard Draft, Sir Martin Sorrell, Michael Roth, John Wren and Maurice Levy. Hell, can a single Chief Diversity Officer individually boast results like those of Stephens?

Congratulations to Lincoln Stephens and his teammates at the Marcus Graham Project. You guys outdid the best our industry has to offer—and ultimately put them all to shame.

10417: Do The Locomotus With MGP.

From The Big Tent…

Marcus Graham Project to Transition to Year-Round Ad Incubator

Dan Wieden in Letter of Support for Locomotus: ‘This Must Be Done’

By Ken Wheaton

The Marcus Graham Project is transitioning from a summer-time boot camp to a year-round school in 2013. The announcement was made over the weekend at a gala celebrating MGP’s fifth anniversary.

The new “advertising incubator” will be called Locomotus and its first location will likely be in Los Angeles. The entity is the outgrowth of the success of the Marcus Graham Project said co-founder Lincoln Stephens. “We’ve proven our concept for the last few years,” he said.

As part of its five-year celebration, MGP unveiled a video featuring some of its alumni.

MGP, named for Eddie Murphy’s character in the movie Boomerang, was founded in 2007 in an attempt, according to Mr. Stephens, to address the lack of diversity in the ad industry. Since then, it’s grown in size and scope. “It’s not really so much about diversity as it is about education,” Mr. Stephens said in an interview, noting that the boot camps have been a place for networking, continuing education, portfolio building and even a place to learn what school can’t teach student—old-fashioned office politics, for example.

Part of MGP’s role, he said, is to show participants, “Here’s how the business works.” And if participants, after working with real clients in real agencies, find they don’t like what they’ve seen. “If you can’t work in a company,” added Mr. Stephens, “well, here’s how you go and do you own thing.”

Locotomus will expand upon what MGP has done so far.

“Locomotus takes the best of what portfolio programs and student-run agencies have and moves it to the next level,” said Dan Wieden, co-founder and global executive creative director of Wieden & Kennedy, in a letter of support for the project. Mr. Wieden, a booster of MGP’s efforts so far, didn’t make the gala event but did send along a video congratulating the program.

Mr. Wieden’s letter, addressed to the ad industry at large and calling the school a “model long-term solution,” ends with the phrase: “Simply put: this must be done.”

To do it will take money—about $2.6 million for the first year of operation. While it seems like a money, it’s a drop in the bucket for holding companies and other agencies who themselves have struggled with their own diversity issues.

Mr. Stephens, who’s lived with his parents as he and others have worked on a volunteer basis to make MGP work, was quick to point out that they’re “not looking for handouts.” It’s 38 alumni so far have been placed at agencies including Wieden, Rapp, Commonground, Weber Shandwick, Richards Group, Tribal DDB and elsewhere. Other partners include the 4A’s, Butler Shine Stern & Partners, Y&R and Omnicom.

“We want to return the investment,” he said, noting that he and the program would rather steer well clear of anything resembling quotas or “target numbers.” Past attendees and current and former ones “don’t automatically get jobs. They have to earn them.”

That said, there will still be a focus on diversity and that comes through in a promotional video for the next iteration of the program.

“We need to be mindful of the past,” he said, “but we need to be narrowly focused on preparing our workforce for the future.”

9773: BHM 2012—Adweek, Draftfcb & U.S. Census.

Lincoln Steffens pointed out that Adweek, Draftfcb and the U.S. Census Bureau teamed up to celebrate Black History Month with a story titled, “All About African Americans Today.” Draftfcb and the U.S. Census Bureau, incidentally, share an advertising agency-client relationship—and Adweek is apparently starving for original content—which may explain the publication of what essentially feels like a lazy press release. The celebratory factoids include 18 percent of Blacks holding a bachelor’s degree and a 27.4 percent poverty rate. Oh Happy Day. No mention of the number of Blacks working on Madison Avenue.

All About African Americans Today

Census Bureau releases facts and figures for Black History Month

In celebration of Black History Month, the U.S. Census Bureau has released a series of facts and stats about the African American population aggregated from recent studies.

42 million – The number of people who identified as Black, either alone or in combination with one or more other races, in the 2010 Census. They made up 13.6 percent of the total U.S. population. The Black population grew by 15.4 percent from 2000 to 2010.

65.7 million – The projected Black population of the United States (including those of more than one race) for July 1, 2050. On that date, according to the projection, Blacks would constitute 15 percent of the nation’s total population.

3.3 million – The Black population in New York state, which led all states in 2010. The other nine states in the top 10 were Florida, Texas, Georgia, California, North Carolina, Illinois, Maryland, Virginia and Ohio.

38 percent – Percent of Mississippi’s total population that was Black in 2010. Mississippi led the nation in this category followed by Louisiana (33 percent), Georgia (32 percent), Maryland (31 percent), South Carolina (29 percent) and Alabama (27 percent).

2.2 million – People who identified as Black in New York City, the city with the largest African American population. It was followed by Chicago; Philadelphia; Detroit; Houston; Memphis, Tenn.; Baltimore; Los Angeles; Washington; and Dallas.

84.3 percent – Percent of the total population in Detroit, who identified as Black, which is the highest percentage nationally.

2.4 million – Number of Black military veterans in the United States in 2010.

82 percent – Among Blacks 25 and older, the percentage with a high school diploma or higher in 2010.

18 percent – Percentage of Blacks 25 and older who had a bachelor’s degree or higher in 2010.

1.5 million – Among Blacks 25 and older, the number who had an advanced degree in 2010.

2.9 million – Number of Blacks enrolled in college in 2010, a 1.7 million increase since 1990.

11.1 million – The number of Blacks who voted in the 2010 congressional election, an increase from 11 percent of the total electorate in 2006 to 12 percent in 2010.

55 percent – Turnout rate in the 2008 presidential election for the 18- to 24-year-old citizen Black population, an 8 percentage point increase from 2004. Blacks had the highest turnout rate in this age group.

65 percent – Turnout rate among Black citizens regardless of age in the 2008 presidential election, up about 5 percentage points from 2004. Looking at voter turnout by race and Hispanic origin, non-Hispanic whites and Blacks had the highest turnout levels.

$32,068 – The annual median income of Black households in 2010, a decline of 3.2 percent from 2009.

27.4 percent – Poverty rate in 2010 for Blacks.

62.5 percent – Among households with a Black householder, the percentage that contained a family. There were 9.4 million Black family households.

1.3 million – Number of Black grandparents who lived with their own grandchildren younger than 18. Of this number, 47.6 percent were also responsible for their care.

44.2 percent – Nationally, the percentage of households with a householder who was Black who lived in owner-occupied homes.

9578: Cheerier By The Dozen.

Learn more and show support.

9508: Marcus Graham Project Launches Ahead.

The press release below announced the launch of a new website for The Marcus Graham Project. Congratulations to Lincoln Stephens and his team.

The Marcus Graham Project Teams With RAPP and 2Dialog to Launch New Website

Organization Seeks to Empower Change Agents with New Website and Continued Commitment

NEW YORK, Nov. 14, 2011 /PRNewswire via COMTEX/ -- The Marcus Graham Project (MGP), a national network of advertising, media, and marketing professionals dedicated to the development of the next generation of thought leaders, launched its new website on Friday, November 11, 2011. With the help of its branding and digital agency of record, RAPP, MGP’s new site features improved design and functionality.

“Our new website, as well as brand identity, signifies the evolution of an idea that has now turned into a full-fledged movement,” said Lincoln Stephens, co-founder of the Marcus Graham Project. “As we enter into our fifth year in 2012, we are doing so with optimism of continuing to successfully grow our organization. RAPP’s commitment to assisting us in this evolution has been a God-send.”

MGP’s mission is to promote diversity within the industry and foster talent among future professionals. The organization’s primary mission is to identify, mentor, and train ethnically diverse youth and young adults in all aspects of the media industry, including advertising, entertainment, and marketing. MGP aims to provide long-term access to information, technology, financial, and people resources to help aspiring young professionals develop the skills and knowledge necessary to succeed.

MGP worked closely with RAPP in developing its new branding and website, which was born from the concept of “Be a Change Agent,” a message of empowerment that challenges those interested in MGP to contribute to the movement in any way they can.

“It’s a high calling to use your talents for such an important cause as the Marcus Graham Project,” said SVP, Brand Architect Skip Dampier. “I’m both personally and professionally honored to work with such a meaningful brand. Lincoln and his team have been superb collaborative partners in the creative process—we’ve worked closely together through the end-to-end rebranding and website build.”

Tracey Brown, Managing Director of RAPP Dallas, said, “One of my favorite quotes is from the great Maya Angelou, who said, ‘We should all know that diversity makes for a rich tapestry.’ I’m passionate about creating that tapestry for the advertising industry—and Lincoln Stephens is the thread weaving it together. It’s been an honor to work with him. Our hardworking teams illustrate how diversity of thought, people, and skill sets creates incredible results. And this website is just the start.”

In addition to the new branding, the website includes an improved design, site structure, navigation, and functionality. Dallas-based 2Dialog will provide the donations platform and improved email capabilities through its product “Billboard.”

2Dialog is an interactive marketing company that specializes in helping nonprofit organizations build relationships with their constituencies through interactive fundraising tools. Both RAPP and partner 2Dialog will perform on a pro bono basis and have adopted MGP as their client.

“We are proud that 2Dialog is partnering with RAPP and The Marcus Graham Project to launch the new website and ongoing e-communication strategy. MGP is making such a difference in the future of the media and advertising industry, and we are excited to be a part of that movement,” said Deon Appelgryn, President of 2Dialog.

The new website can be found at www.marcusgrahamproject.org

7605: Delayed WTF 1—CP+Bullshit.

Over the past few months, MultiCultClassics has been occupied with real work. As a result, a handful of events occurred without the expected blog commentary. This limited series—Delayed WTF—seeks to make belated amends for the absence of malice.

Back in January, Lincoln Stephens of The Marcus Graham Project and Shelton Scott appeared with Alex Bogusky on the FearLess Q+A show. The goal was to stage an original and provocative discussion on diversity in the advertising industry—and it was all actually influenced by online suggestions from Craig Brimm of the Kiss My Black Ads blog.

Can’t help but think that FearLess ultimately played like ClueLess, at least in regards to Bogusky.

Once again, an advertising leader spouted the same old lines such as, “Obviously, there’s a lot of work to be done.” At this point, stating the obvious—and even starting the thought with the word “obviously”—is becoming tired. Why do White adpeople feel so comfortable admitting to their historic failure at addressing the issue?

Once again, a premier creative mind offered contrived and clichéd solutions involving youth outreach programs. Will the agency best known for its youth advertising succeed in wooing youth to advertising? Let’s hope Bogusky doesn’t charge his interns with producing a minority recruitment video.

Once again, the ruling majority displayed head-scratching insensitivity. Bogusky introduced Scott as his first partner in the business. Yet he doesn’t appear to hold heightened motivation or inspiration for increasing the number of “Scottish” ad executives. Wow. Just wow.

Once again, the excuses included insisting there is a lack of minority candidates in the region. Um, when CP+B was headquartered in Miami, the agency couldn’t seem to find Latino candidates in a place where Latinos account for up to 60 percent of the population. If Bogusky opened a satellite office in South Central, he’d probably claim to never see any Black applicants.

Once again, MultiCultClassics is wondering WTF. The FearLess Q+A theme song screeches, “Let’s shoot the shit.” Let’s revise the lyrics to incorporate “bullshit.”

7484: Black Enterprise Spotlights Marcus Graham.

From the February 2010 issue of Black Enterprise.

7482: KMBA Refuses To Be Subservient Chicken.

KissMyBlackAds offered creative direction to Alex Bogusky in response to Lincoln Stephens and Shelton Scott appearing on the FearLess Q+A show.

7479: Marcus Graham Meets Alex Bogusky.

Lincoln Stephens and Shelton Scott speak with Alex Bogusky about industry diversity right here.

7283: Lincoln Stephens Gives Thanks.

Happy belated birthday to Lincoln Stephens and his brainchild, The Marcus Graham Project. Both appear to be moving forward with great momentum, as evidenced by the following message:

A message to all members of The Marcus Graham Project

Exactly one year ago today, November 25 (ironically my birthday), I jumped on a plane to head back to Dallas to get MGP up and running. Man, what a year that it has been. We have been able to launch our pilot program and lab with little resources but great faith. And now, as we proudly announce The Marcus Graham Project as an official Texas-non profit organization, we also are equally proud to announce to you, our supporters and members, our website. On the site, located at www.marcusgrahamproject.org you will be able to fully grasp the vision of what we intend for The Marcus Graham Project and our programs. You will also be able to see our strong team of advisory board members who will be instrumental in ensuring that this vision is equipped with the proper provision to successfully run our programs. However the responsibility for securing this provision doesn’t rely solely on their shoulders. It is all of our duty to ensure that we continue to support each other and progress our industry and society forward. The Marcus Graham Project is about all of us, not an individual or a character in a film. It is about seeing a need to make a difference and just making the difference, not talking about it. We all have ownership in this initiative and its success really falls on all of us.

There have been so many that have already contributed their time to bring MGP to fruition, and as we are preparing to give thanks with our family and friends, I wanted to be sure and take out the time to say thank you to those individuals.

I first want to thank my parents Calvin and Sandra Stephens for giving me a place to call home. Thanks for the support, both spiritually & fiscally to bring this dream to life.

Next I want to thank the individuals that I consider to be the founders of this movement. These gentlemen have been there since day one helping me to think about what MGP could and should be. Special Thanks to Benny Walk, Brandon Byrd, Courtney Hill, George Peters, Jamil Buie, Jeffrey Tate, John Casmon, Jon Goff, Kenji Summers, Larry Hancock, Larry Yarrell, Malcolm Gillian, Mike Tresvant, Ralph Lee, Richard Harvey, Rudy Duthil, Wil Murphy and Will Davison.

Next I want to thank the brave & uber talented gentlemen that participated in our pilot program this summer. Without your sacrifice we truly would not be able to call this a true program. Special thanks to you gents:

Wes Medlock
Tre Ford
Quinton Wash
Dominick Shelton
Phred Brown
Gbenga Obafemi

Next to the ladies in MGP, soon to be The Jacqueline Factor, thank you for the consistent encouragement and forward thinking. Your brothers appreciate your support: Carol Watson, Carol Wyatt, Cheeraz Gorman, Tanya Ward, Tiffany R. Warren, Tiffany Griffin, Nicole Oliver, Adora Andy and Morgan Owens

Lastly, I want to thank the agencies, corporations and organizations that have opened up their doors to our program and truly embraced the spirit in which we are moving. I truly look forward to working with all of you again next year.

The Design Factory
Culture Lab Creative
The Mastermind Group
The Richards Group
TracyLocke
The Marketing Arm
Imaginuity
The City of Dallas
WFAA
Broccoli City
South Side on Lamar
Tenabes
Newflower Markets
Veev Spirits
Snapple
Project 7
Rockstar Fitness
Dallas Designing Dreams
Aquent
Texas Caribbean Foods

Happy Thanksgiving,

Lincoln C. Stephens
Founder

7239: The Marcus Graham Project Explained.

Advertising Age presents a nice video featuring Lincoln Stephens discussing The Marcus Graham Project.

Eddie Murphy’s Long-Term Effect on Ad Agency Diversity
Story of Dallas’ Marcus Graham Project

NEW YORK (AdAge.com) — How is Eddie Murphy playing a role in a new push to diversify ad agencies? Former agency account exec Lincoln Stephens is both an example and an evangelist of the “Boomerang” effect. A year ago Stephens abruptly quit his Chicago agency job, moved back to his hometown of Dallas and, on a shoestring budget, launched a program to recruit, train and motivate talented young African Americans for advertising agency jobs. Execs at The Richards Group, Imaginuity, Tracy Locke and other Dallas organizations volunteered to mentor participants in his first boot camp sessions.

6502: We Set Trends, The World Follows.

The Marcus Graham Project (MGP) is a network with the intent strategically focused on building the next generation of diverse male leadership in the advertising, media, marketing and entertainment industry thru mentorship, training & career development.

Check it out.