Diversity and Inclusion Committee

Diversity and Inclusion

Diversity and inclusion has become a CEO-level issue in global business. The era of diversity as a “check the box” initiative owned by HR is over. Despite this, the advertising industry lags behind in gender imbalance and inclusion in some areas. The Diversity and Inclusion group is focused on addressing these issues. It was founded to raise awareness and influence the industry’s decision makers on the value of nurturing and retaining a gender balanced workforce in light of the demonstrable commercial success of diverse organisations. Its focus is in providing practical tools to assist management in ensuring a gender balanced workforce and to foster inclusion.

Lorraine Jocovic

Lorraine Jokovic

Chair of the Diversity and Inclusion group
CEO LOUD, Communications Council board member



5 KEY STEPS


1

PUT IT ON THE CEO'S AGENDA

It all starts with the CEO. Culture is driven from the top. Achieving any major change therefore requires your commitment. This means stepping up, altering your behaviour and taking action rather than talking about it.

     
2

ESTABLISH A DIVERSITY COUNCIL

Commitment from the CEO is vital, but one person alone cannot create such fundamental change. Support is needed from leaders within your organisation to ensure action is taken throughout your business.

     
3

DO AN AUDIT AND GET SERIOUS

Now tackle the numbers. Ask yourself the question, “50: 50?” If not, why not? From recruitment and talent development to committees and panels, do you have a gender balance across career lifecycles?

     
4

DEVELOP POLICY AND PROCEDURES

Turning plans into policy. There are a number of widespread policies and procedures that exist in our agencies which are obstacles to the merit-based elevation of women.

     
5

DEVELOP AND MANAGE CULTURE CHANGE

Changing an entrenched culture is the toughest challenge you will face. The historical gender imbalance in our industry’s organisations has bred a challenging culture for females under a general assumption that the obstacles to their advancement are often inevitable or insurmountable.

 


 

The Communications Council’s commitment to diversity

The Communications Council is incorporating diversity and inclusion touchpoints into our PD programme where possible/ appropriate eg within Business and Agency Leadership, in account management and graduate training. The Salary Survey also collects data which illustrates the gender split across all levels of the industry to help inform the debate.