The BIMA breakfast briefing focused on improving diversity in the creative industries, with speakers emphasizing the need for representation and the urgent requirement to change workplace cultures. Key points included the importance of female role models, the necessity of gender-neutral practices, and actionable steps to retain diverse talent. Initiatives like the Great British Diversity Experiment highlight that diversity fosters better solutions and enhances creativity across teams.

1. BIMA Breakfast Briefing
How To ‘Do’ Diversity

2. @BIMA #BIMAdiversity
Username: Loft
Password: ivyclub4

3. INTRO: 12 mins
SPEAKERS: 30 mins
PANEL: 10 mins
DIVERSITY HACK: 20

4. Ete Davies
Managing Director at AnalogFolk and
Founder of Stripes
@AnalogFolk
SPEAKER

5. ‘We believe diversity of people,
teams and communities brings
true creativity and innovation. The
brands and consumers we work
with are, increasingly, from a more
diverse demographic and the
companies that service them
should also reflect of this.’
etedavies@gmail.com

6. Ali Hanan
Freelance creative Director at Blippar
and Founder of Creative Equals
@creativeequal
SPEAKER

7. Creative Director
@creativeequal

8. @creativeequal

9. * At senior level, 26% of art directors are women; 37% of copywriters, but 14% become CDs.
In London
14%*

10. BASED ON 223 RESPONDENTS,28% MALE, NOVEMBER 2015
of young female creatives say
there aren’t enough female role models*
70
%
say they have never worked with
a female CD or ECD
60
%
don’t consider they can stay with a young family
70
%
are working in a department that’s 75-25% male to female;
10% of men work in an all-male department
50
%
of young female interns are considering leaving
because of low wages and living conditions
88
%

11. 14% 85%
Female CDs
Purchasing
decisions
made by women

12. “It remains an uncomfortable
truth that men dominate creative
departments and this can not
be good for creativity or our
ability to solve business
problems.
Finding ways to encourage
women into creative
departments and keeping them
is an
urgent necessity.”
Tom Knox, IPA president
@creativeequal

14. HELP MORE WOMEN STAY AND THRIVE
by picking up junior talent faster, providing scholarships
and giving new parents a framework to stay.
2.
CREATE A GENDER NEUTRAL STAGE by
increasing the consideration set based on potential
gender neutral language and pro-active career management.
3.
CHANGE WORKPLACE CULTURE, starting with
HR policy to unconscious bias and workplace culture.
4.
5.
INSTALL gender neutral award stage so work is
equally judged through a neutral lens.
Make MORE WOMEN VISIBLE, EVERYWHERE.
1.
MOVE EVERYONE UP ONE RUNG with training,
mentors and briefs to do award-winning work.

18. CREATING DIVERSITY:
OURSELVES, OUR
WORK

19. So get involved and #changetheratio
Follow @creativeequal Take a look at www.creativeequals.org Simply send us a hello to creativeequal@gmail.com

20. Nadya Powell
Managing Director at Sunshine and
Co-Founder of The Great British
Diversity Experiment
@NadsBads
SPEAKER

21. 2 5 . 0 5 . 2 0 1 6

22. P L E A S E S H A R E !
@ T H E G B D E
# D I V E R S I T Y E X P E R I M E N T

23. W H E R E D I D I T A L L
B E G I N ?

24. Alex Goat,
MD of Livity
Jonathan Akwue
CEO Lost Boys
Ideas Foundation & BCA
Daniele Fiandaca
Co-founder Creative Social,
Innovation Social & Token Man
Laura Jordan-Bambach
Creative Partner Mr President
Co-Founder SheSays
Nadya Powell
MD of Sunshine & Co-Founder
Millennial Mentoring
@NadsBads

26. T H E G R E A T B R I T I S H D I V E R S I T Y
E X P E R I M E N T S E E K S T O P R O V E
T H A T D I V E R S I T Y L E A D S T O
B E T T E R S O L U T I O N S ,
E X P E R I E N C E S A N D U L T I M A T E L Y
A B E T T E R W O R L D .

27. T H E G R E A T B R I T I S H D I V E R S I T Y
E X P E R I M E N T I S S P E C I F I C T O C R E A T I V E
I N D U S T R I E S A N D I S G R O U N D - U P ,
P R A C T I C A L A N D F O C U S S E D O N A C T I O N .

28. H O W D I D I T W O R K ?

29. Brief
everyone
Observe
everyone
Report on
everyone

30. 2 . W H Y D I V E R S I T Y
W O R K S

31. D I V E R S I T Y E N A B L E S
T H E A U T H E N T I C S E L F

32. [In this experiment] I feel like it isn’t my ethnicity, gender
or age that sticks out, it’s my personality.
Wing, Participant
Being someone from a Southeast Asian upbringing who has lived all over
the world and who happens to have Muscular Dystrophy, it was a unique
experience and for the first time was surrounded by like-minded, diverse
people who understood who I am. It allowed me to start to push myself…
Sulaiman, Participant

33. D I V E R S I T Y E N A B L E S
N E W C O N N E C T I O N S , N E W S O L U T I O N S

34. In creative industries, the ability to draw from wide references,
inspiration and backgrounds is vital to keeping ourselves
relevant and fresh. Homogeneity breeds homogeneity.
Simon Wassef, RGA
Ideas are about connecting previously unconnected things.
There are likely to be more unconnected things in a room full of
different people, than in a room full of the same people.
Nick Hirst, Adam & Eve

35. D I V E R S I T Y E N A B L E S
I D E A S T H A T W I N B Y M E R I T

36. Diversity encourages a broader frame of reference within an
organisation and challenges teams to be open to a range of different
perspectives. This in turn gets people to collaborate more effectively
and solve problems at group level in new ways. That’s the theory...
My experience of being part of GBDE showed this in practice.
Ash Amrite, CORD worldwide

37. E M B E D V I D E O

38. 3 . F I V E T H I N G S T O D O N O W

39. D O N ’ T F I X A T E O N S P E E D A N D E A S E ,
E M B R A C E M E S S I N E S S A N D A C C E P T T H A T
C U L T U R A L C O N S E N S U S C A N D A M A G E T H E
C R E A T I V E P R O C E S S . L E T D I V E R G E N C E ,
D I F F E R E N C E A N D M E R I T W I N T H R O U G H .
1 . C H A N G E Y O U R C R E A T I V E P R O C E S S

40. T H I S I S A L E A D E R S H I P I S S U E . I F L E A D E R S
C A N N O T P R O V I D E ‘ C L E A R E N A B L E M E N T ’
T H E Y W I L L N O T G E T T H E B E N E F I T O F
D I V E R S I T Y . W E N E E D A C T I O N A T T H E
U P P E R E C H E L O N S O F O U R I N D U S T R Y T O
D E M O N S T R A T E C L E A R I N T E N T .
2 . R E T R A I N Y O U R L E A D E R S

41. B R I N G I N G I N D I V E R S E T A L E N T I S N O T A
C S R T H I N G , I T I S C R I T I C A L T O B U S I N E S S
S U C C E S S . D E M A N D E V E R Y N E W R O L E H A S
A D I V E R S E S H O R T L I S T – T H E R O O N E Y
R U L E . L O O K H A R D E R , F U R T H E R A N D
A C C E P T T H A T O F T E N A R O U N D P E G I N A
S Q U A R E H O L E I S A G O O D T H I N G . A N D
I M P L E M E N T T H E R O O N E Y R U L E F O R T H O S E
P E O P L E W H O A R E D O I N G T H E
I N T E R V I E W I N G T O O .
3 . I M P L E M E N T T H E R O O N E Y R U L E

42. Y O U N E E D T E A M S O F S U P E R H E R O E S I N
O R D E R T O C O M P E T E . I T I S N O T A B O U T
T O K E N I S M . D I V E R S I T Y I S O N E O F T H E
T H I N G S T H A T M A K E S B R I T A I N G R E A T . I F
Y O U H I R E N E W P E O P L E Y O U W I L L H A V E
A C C E S S I N T O N E W C O M M U N I T I E S A N D
N E T W O R K S W H I C H W I L L M E A N T H E R O O N E Y
R U L E W O N ’ T E V E N B E N E E D E D .
4 . A C C E S S N E W T R I B E S

43. B R E A K E R
S U B T I T L E

44. M O R E T H A N 1 0 M P E O P L E I N T H E U K
I D E N T I F Y A S H A V I N G L I M I T A T I O N S I N
T H E I R D A I L Y A C T I V I T I E S F O R P H Y S I C A L
A N D M E N T A L H E A L T H R E A S O N S , Y E T H O W
M A N Y P E O P L E I N Y O U R C O M P A N Y A R E
F R O M T H I S C O M M U N I T Y ? T H I S I S A N I S S U E
T H A T I S N ’ T R E C E I V I N G T H E A T T E N T I O N I T
D E S E R V E S . L E T ’ S S T A R T T H E D E B A T E A N D
I N S P I R E C H A N G E .
5 . T O T A L D I V E R S I T Y

45. 4 . T H E E N D A N D A
B E G I N N I N G

46. A H U G E T H A N K Y O U T O A L L O U R
P A R T N E R S A N D S U P P O R T E R S
Our premium partners
Our partners
Our supporters

48. L E T ’ S G E T G O I N G

49. Mike Islip
CEO at DigitasLBi
@mislip
SPEAKER

50. Doing Diversity.
(as told with four things I have learned this year)

52. The Rise and Fall
of Default Man

53. Four things I have
learned this year.

54. 1. Write it down
and measure it.

55. 2. Pick some things
to do right NOW.

56. 3. Deal with it
YOURSELF.

57. 4. Don’t try and work
it out on your own.

58. Four things I have
learned this year.
1. Write it down and measure it.
2. Pick some things to do right now.
3. Deal with it yourself.
4. But don’t try and work it out on your own.

60. Daniele Fiandaca
Co-Founder of Token Man, GBDE,
Creative Social and Mutant
@yellif
SPEAKER

61. Intro to Token Man

63. Token Man is an initiative to give
men a better understanding of the
challenges women face when in
the minority

65. Parental Leave
Unconscious Bias
The Key Issues
Gender Pay Gap

66. Inspiration
Education
What we have achieved
Real change

67. Creating Gender Diversity
Hackers

68. How we work
The recruitment process
What we are trying to hack
Salary reviews
Parental leave
Who is in the conversation

69. PANEL

71. “A hacker is someone who seeks and
exploits weaknesses in a computer
system or computer network.”
Wikipedia

72. “The hacker culture is a subculture of
individuals who enjoy the intellectual
challenge of creatively overcoming and
circumventing limitations of systems to
achieve novel and clever outcomes.”
Wikipedia

73. Always looking for ways to make
thing better
Openness to new ideas
Curiosity to learn and teach
Not being afraid to fail
Collaborative mindset

76. Only have meetings between 10am
and 4pm

77. YOUR TURN
@token_man

78. How we work
The recruitment process
What we are trying to hack
Salary reviews
Parental leave
Who is in the conversation

79. QUESTIONS
tokenman.org
@Token_Man

80. Ete Davies
Managing Director at AnalogFolk and
Founder of Stripes
@AnalogFolk
SPEAKER

81. Twitter
@BIMA
Facebook
fb.com/BIMAHQ
Instagram
@BIMAHQ