The document summarizes findings from a survey of nearly 600 women in the advertising industry about their experiences with gender bias, sexism, and workplace culture. Some key findings include:
- Over half of respondents reported experiencing unwanted sexual advances during their career, most often from coworkers. However, few reported these incidents due to fears over career impacts.
- The majority also experienced more subtle biases like exclusion from important events, demeaning comments, and tasks like note-taking assigned based on their gender.
- Many felt they had less career opportunities, faced unfair pay, and negative impacts to their career from having children compared to their male peers.
- The advertising industry culture still seems to exhibit "Mad Men
Startupfest 2017: Sarah Lacy (Pando.com)Startupfest
Silicon Valley’s morality crash
For at least ten years, pundits have been saying tech startups are overvalued and poised for an economic crash. It never happened. Blame low interest rates and an influx of foreign capital. Instead, arrogance, bro-culture, and bad behavior was rewarded with unprecedented amounts of capital and almost no oversight. The result has been Silicon Valley’s first morality crash. It’s not an economic reckoning: The bad behavior of companies like Uber and venture firms like Binary Capital is causing the implosion of once untouchable figures in Silicon Valley.
Here’s what happens next and how to make sure you aren’t collateral damage.
Improving Our Response to Commercially Sexually Exploited YouthMonarch Housing
Improving Our Response to Commercially Sexually Exploited Youth
This three hour training, coordinated by the National Network for Youth, is designed to increase the awareness and capacity of service providers to identify, engage, and respond to youth involved in prostitution. Training topics will include framework and cultural context of commercial sexual exploitation, pathways into prostitution, engagement and safety planning, and mental health and trauma bonding. Frontline practitioners, program directors, policymakers, and funders are encouraged to attend to learn about strategies that can protect young people, already vulnerable due to homelessness, from further harm.
Masculinity and Misogyny in the Digital AgeBrandwatch
Ditch the Label – one of the largest anti-bullying charities in the world – worked with Brandwatch to analyze 19 million public tweets over a four year period to explore the current climate of misogyny and constructs of masculinity as expressed across social media.
The project sheds light on discriminatory language, but should not be viewed as an argument for online censorship. Rather, the data points to the need for a nuanced approach, further open debate and awareness, and positive role models.
Startupfest 2017: Sarah Lacy (Pando.com)Startupfest
Silicon Valley’s morality crash
For at least ten years, pundits have been saying tech startups are overvalued and poised for an economic crash. It never happened. Blame low interest rates and an influx of foreign capital. Instead, arrogance, bro-culture, and bad behavior was rewarded with unprecedented amounts of capital and almost no oversight. The result has been Silicon Valley’s first morality crash. It’s not an economic reckoning: The bad behavior of companies like Uber and venture firms like Binary Capital is causing the implosion of once untouchable figures in Silicon Valley.
Here’s what happens next and how to make sure you aren’t collateral damage.
Improving Our Response to Commercially Sexually Exploited YouthMonarch Housing
Improving Our Response to Commercially Sexually Exploited Youth
This three hour training, coordinated by the National Network for Youth, is designed to increase the awareness and capacity of service providers to identify, engage, and respond to youth involved in prostitution. Training topics will include framework and cultural context of commercial sexual exploitation, pathways into prostitution, engagement and safety planning, and mental health and trauma bonding. Frontline practitioners, program directors, policymakers, and funders are encouraged to attend to learn about strategies that can protect young people, already vulnerable due to homelessness, from further harm.
Masculinity and Misogyny in the Digital AgeBrandwatch
Ditch the Label – one of the largest anti-bullying charities in the world – worked with Brandwatch to analyze 19 million public tweets over a four year period to explore the current climate of misogyny and constructs of masculinity as expressed across social media.
The project sheds light on discriminatory language, but should not be viewed as an argument for online censorship. Rather, the data points to the need for a nuanced approach, further open debate and awareness, and positive role models.
Social Media & Women Truckers - Part TwoTruck Driver
"Social Media & Women Truckers - Part Two" focuses on Violence against Women in the Trucking Industry & notable Social Media campaigns that have changed the rules on humanitarian issues and activism.
In response to growing concern about accountability in our communities, Cherry Hill Seminary has released a free media presentation called Don't Look Away: Recognizing & Responding to Abuse for Non-Professionals.
Don't Look Away was created to help individuals and small groups better understand the nature of sexual abuse and appropriate ways to respond, as well as what to do if you have been abused, yourself.
"So many of us, unless we are a professional trained in such matters, don't really know what to do or not do when we are confronted with possible abuse," said Executive Director Holli Emore. "For far too long, we have either not recognized the signs of abuse among us, or we have looked away, assuming, hoping, that someone else will take care of the problem. But those problems don't go away by themselves."
Don't Look Away is intended for a general, public audience; that is, it is not a scholarly piece. It is simple, direct and to the point. The additional resource links enable the viewer to pursue further information, if they wish. Cherry Hill Seminary also offers extensive coursework in ethics, pastoral counseling, and related issues.
Blocking Cyberbullying: Findings, Discussion, and Youth-Designed Intervention...YTH
"It follows you home." Cyberbullying is something that 42% of young people have experience, and roughly 60% have observed. This issue is growing faster and larger, especially as technology is constantly changing and becoming more ingrained in our lives. How did a group of young people come together to create a solution to cyberbullying in there community? What are the impacts of cyberbullying on a young person's mental health and relationships? Come find out the answers to these questions, and others, at this presentation with the project lead, and young designers!
Combating Human Trafficking in the USA and investigating it RightByron Olivere
Investigating Sex Human Trafficking and Knowing the Signs. Many Human Trafficking Investigators interview children that are victim of human trafficking. This is a huge mistake. While many investigators are great at interviewing, they are not certified to interview children and especially when it comes to sex crimes. Investigators should use certified forensic child interviewers. Also, if the case goes to court, the investigator does not have to testify on the forensic interview. The forensic interviewer is certified and an expert at testifying in court. I have seen to many trafficking cases go bad due to an investigator believing they can do everything in a trafficking case. If human trafficking investigators want a slam dunk case, it is very important to use a forensic child interviewer. You do not want to get on the stand and be crushed by defense on the interview you conducted on the child. Defense will throw questions at you with words that you do not know or understand.
What are the future trends for successful women in business? How many women have an MBA and what impact has this had on their career? What can we expect in the next few years? Find out more with our short presentation!
There are those of us who believe that our children will always reach out when they've been hurt and that they know to do this because that's what we taught them do. Sometimes, the guilt and shame associated with being physically abused takes all of our child's lessons and tosses them to the ground. Not only that, it is simply super difficult to "read" people who don't routinely share their feelings with us...or is it? Please review this presentation and then either get help for yourself or for anyone you even suspect is being abused.
Before it's too late.
Please.
Fetzer Institute Survey on Love and Forgiveness in American Societyfetzerinstitute
At a time when significant emphasis is placed on the issues that divide Americans, the Fetzer Institute’s “Survey of Love and Forgiveness in American Society” reveals the commonalities that bind us together. The report uncovers the deeply held beliefs and attitudes individuals have about love, forgiveness, and their connection to the world beyond our borders. The Fetzer Institute commissioned the research in 2010 in an effort to explore these complex topics that are central to its mission and to learn more about where love and forgiveness are present in American life.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
Women can be powerful allies for each other at work. Find ways to advance your female coworkers and push back against gender bias. Together, we can go further faster.
Social Media & Women Truckers - Part TwoTruck Driver
"Social Media & Women Truckers - Part Two" focuses on Violence against Women in the Trucking Industry & notable Social Media campaigns that have changed the rules on humanitarian issues and activism.
In response to growing concern about accountability in our communities, Cherry Hill Seminary has released a free media presentation called Don't Look Away: Recognizing & Responding to Abuse for Non-Professionals.
Don't Look Away was created to help individuals and small groups better understand the nature of sexual abuse and appropriate ways to respond, as well as what to do if you have been abused, yourself.
"So many of us, unless we are a professional trained in such matters, don't really know what to do or not do when we are confronted with possible abuse," said Executive Director Holli Emore. "For far too long, we have either not recognized the signs of abuse among us, or we have looked away, assuming, hoping, that someone else will take care of the problem. But those problems don't go away by themselves."
Don't Look Away is intended for a general, public audience; that is, it is not a scholarly piece. It is simple, direct and to the point. The additional resource links enable the viewer to pursue further information, if they wish. Cherry Hill Seminary also offers extensive coursework in ethics, pastoral counseling, and related issues.
Blocking Cyberbullying: Findings, Discussion, and Youth-Designed Intervention...YTH
"It follows you home." Cyberbullying is something that 42% of young people have experience, and roughly 60% have observed. This issue is growing faster and larger, especially as technology is constantly changing and becoming more ingrained in our lives. How did a group of young people come together to create a solution to cyberbullying in there community? What are the impacts of cyberbullying on a young person's mental health and relationships? Come find out the answers to these questions, and others, at this presentation with the project lead, and young designers!
Combating Human Trafficking in the USA and investigating it RightByron Olivere
Investigating Sex Human Trafficking and Knowing the Signs. Many Human Trafficking Investigators interview children that are victim of human trafficking. This is a huge mistake. While many investigators are great at interviewing, they are not certified to interview children and especially when it comes to sex crimes. Investigators should use certified forensic child interviewers. Also, if the case goes to court, the investigator does not have to testify on the forensic interview. The forensic interviewer is certified and an expert at testifying in court. I have seen to many trafficking cases go bad due to an investigator believing they can do everything in a trafficking case. If human trafficking investigators want a slam dunk case, it is very important to use a forensic child interviewer. You do not want to get on the stand and be crushed by defense on the interview you conducted on the child. Defense will throw questions at you with words that you do not know or understand.
What are the future trends for successful women in business? How many women have an MBA and what impact has this had on their career? What can we expect in the next few years? Find out more with our short presentation!
There are those of us who believe that our children will always reach out when they've been hurt and that they know to do this because that's what we taught them do. Sometimes, the guilt and shame associated with being physically abused takes all of our child's lessons and tosses them to the ground. Not only that, it is simply super difficult to "read" people who don't routinely share their feelings with us...or is it? Please review this presentation and then either get help for yourself or for anyone you even suspect is being abused.
Before it's too late.
Please.
Fetzer Institute Survey on Love and Forgiveness in American Societyfetzerinstitute
At a time when significant emphasis is placed on the issues that divide Americans, the Fetzer Institute’s “Survey of Love and Forgiveness in American Society” reveals the commonalities that bind us together. The report uncovers the deeply held beliefs and attitudes individuals have about love, forgiveness, and their connection to the world beyond our borders. The Fetzer Institute commissioned the research in 2010 in an effort to explore these complex topics that are central to its mission and to learn more about where love and forgiveness are present in American life.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
Women can be powerful allies for each other at work. Find ways to advance your female coworkers and push back against gender bias. Together, we can go further faster.
Breaking the Code of Interview Implicit Bias to Value Different Gender Compet...Deanna Kosaraju
Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies
Bonita Banducci, Banducci Consulting
Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons
Voices 2015 - www.globaltechwomen.com
Session Length: 1 hour
Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are:
"Determine precisely what skills and attributes you are hiring for."
"Ask exactly the same questions to each candidate."
But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies?
How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures?
Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
Gendered Design Thinking: Are Men More Successful UI Designers?Logo Design Guru
Gender issue is pre-dominant in every industry today. Pity that it’s messing the design industry as well. Often unequal representation of males and females spoils the creativity and purpose of design projects. User interface (UI) design specifically is guarded by this superficial set of misrepresentation, and hence motivated me to delve deeper.
For instance, I’ve found that statistically 82.6% UI designers are male. Chilling right? What is more surprising here is the balanced ratio in academics. A Michigan University study show that on average in the UI design classrooms, there is a 50/50 blend of male and female students respectively. If that were the case then in the real world too there should be this balanced division. Unfortunately, seems like something has gone wrong in the UI design field.
The slideshare below provides the subjective explanation based on logical reasoning of the conflicting statistics. It talks about gender as a social construct in the field of UI design.
My concern with this unequal representation is not because of feministic perception, but the real issue underlying this gender disparity in the design industry. I believe, we are capable of doing much better together, than judging the capabilities of one another based on gender bias. Social acceptance of anything is dangerous.
This slideshare will attempt to open dialogue in gendered social discourse and help you understand the reality behind the socially constructed gendered design thinking.
You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
Highlights from Elephant in the Valley research on gender discrimination in Silicon Valley was presented at the Anita Borg Institute's partner conference
More Women Of Color Are Ready To Leave The WorkforceFairygodboss
Fairygodboss and nFormation surveyed 800 individuals who identify as Women of Color to learn more about their experiences in the workplace and understand how many of them are planning to leave the workforce and why they're leaving.
Inclusive tech, (how) is that possible?Marion Mulder
Volgens The Institute For the Future gaan we een tijdperk tegemoet van Human-Machine Partnership, een tijd waar in mens en AI steeds meer gaan samenwerken. Ook zien ze, naast traditionele organisaties, een alternatief opkomen waarin we in communities gaan werken powered by algoritmes.
AI maar ook VR/AR gaan dus een steeds belangrijkere rol spelen. Daarom ben ik mij actief aan het oriënteren op o.a. AI ethics en GenderFreeTech en ben ik actief lid van Women In Voice en Women in AI met als doel een beter beeld te krijgen hoe we kunnen zorgen dat de technologie de we nu creëren en onze toekomst mede bepaalden een wereld creëren die inclusief en goed is voor iedereen. Ik neem jullie vandaag mee in mijn journey en learnings.
Marion Mulder
In an industry in which nearly 80 percent of the workforce is female, why are there still pay and opportunity gaps and what is the event industry doing about it?
Equal Women, Equal Pay Essays
Essay on Womens Equality
Women in Business Essay
The Role Of A Woman Essay
Essay about Importance Of A Woman
A Womans Identity Essay examples
Essay on Societys View of Women
Women Equality Essay
We have done survey on women's safety in India. We gather response from few people residing inside India to answer some basic question and they have shared their POV. We have cumulated the information gather from survey.
Note:
- This presentation is made for educational purpose.
- This presentation consists gif content. Download to view it.
Slut Shaming, Victim Blaming and Harassment on Social MediaBailey Parnell
"Bailey Parnell & Tesni Ellis
Slut Shaming, Victim Blaming and Sexual Harassment on Social Media
This session will discuss the forms of violence against women, and projects that seek to combat such violence that take place in the online world. The talk will discuss rape culture and the forms of harassment that women and youth experience online, from threatening trolls to discourses that blame victims of sexual assault to women in the gaming industry.
We will also look at feminist projects and trends that use social media to educate, rally and combat the harassment experienced both online and offline, including groups like SlutWalk, the Everyday Sexism Project and trends like #YesAllWomen and #BeenRapedNeverReported. Join us as we discuss rape culture’s presence on social media and contemplate methods to change the cultural consciousness.
With Bailey Parnell and Tesni Ellis, Ryerson Student Affairs Creative Unit.
ASL provided. If you require any other accommodations, please let us know."
Similar to Elephant on Madison Avenue White Paper (15)
Core Web Vitals SEO Workshop - improve your performance [pdf]Peter Mead
Core Web Vitals to improve your website performance for better SEO results with CWV.
CWV Topics include:
- Understanding the latest Core Web Vitals including the significance of LCP, INP and CLS + their impact on SEO
- Optimisation techniques from our experts on how to improve your CWV on platforms like WordPress and WP Engine
- The impact of user experience and SEO
Most small businesses struggle to see marketing results. In this session, we will eliminate any confusion about what to do next, solving your marketing problems so your business can thrive. You’ll learn how to create a foundational marketing OS (operating system) based on neuroscience and backed by real-world results. You’ll be taught how to develop deep customer connections, and how to have your CRM dynamically segment and sell at any stage in the customer’s journey. By the end of the session, you’ll remove confusion and chaos and replace it with clarity and confidence for long-term marketing success.
Key Takeaways:
• Uncover the power of a foundational marketing system that dynamically communicates with prospects and customers on autopilot.
• Harness neuroscience and Tribal Alignment to transform your communication strategies, turning potential clients into fans and those fans into loyal customers.
• Discover the art of automated segmentation, pinpointing your most lucrative customers and identifying the optimal moments for successful conversions.
• Streamline your business with a content production plan that eliminates guesswork, wasted time, and money.
In this presentation, Danny Leibrandt explains the impact of AI on SEO and what Google has been doing about it. Learn how to take your SEO game to the next level and win over Google with his new strategy anyone can use. Get actionable steps to rank your name, your business, and your clients on Google - the right way.
Key Takeaways:
1. Real content is king
2. Find ways to show EEAT
3. Repurpose across all platforms
Is AI-Generated Content the Future of Content Creation?Cut-the-SaaS
Discover the transformative power of AI in content creation with our presentation, "Is AI-Generated Content the Future of Content Creation?" by Puran Parsani, CEO & Editor of Cut-The-SaaS. Learn how AI-generated content is revolutionizing marketing, publishing, education, healthcare, and finance by offering unprecedented efficiency, creativity, and scalability.
Understanding
AI-Generated Content:
AI-generated content includes text, images, videos, and audio produced by AI without direct human involvement. This technology leverages large datasets to create contextually relevant and coherent material, streamlining content production.
Key Benefits:
Content Creation: Rapidly generate high-quality content for blogs, articles, and social media.
Brainstorming: AI simulates conversations to inspire creative ideas.
Research Assistance: Efficiently summarize and research information.
Market Insights:
The content marketing industry is projected to grow to $17.6 billion by 2032, with AI-generated content expected to dominate over 55% of the market.
Case Study: CNET’s AI Content Controversy:
CNET’s use of AI for news articles led to public scrutiny due to factual inaccuracies, highlighting the need for transparency and human oversight.
Benefits Across Industries:
Marketing: Personalize content at scale and optimize engagement with predictive analytics.
Publishing: Automate content creation for faster publication cycles.
Education: Efficiently generate educational materials.
Healthcare: Create accurate content for patients and professionals.
Finance: Produce timely financial content for decision-making.
Challenges and Ethical Considerations:
Transparency: Disclose AI use to maintain trust.
Bias: Address potential AI biases with diverse datasets.
SEO: Ensure AI content meets SEO standards.
Quality: Maintain high standards to prevent misinformation.
Conclusion:
AI-generated content offers significant benefits in efficiency, personalization, and scalability. However, ethical considerations and quality assurance are crucial for responsible use. Explore the future of content creation with us and see how AI is transforming various industries.
Connect with Us:
Follow Cut-The-SaaS on LinkedIn, Instagram, YouTube, Twitter, and Medium. Visit cut-the-saas.com for more insights and resources.
Videos are more engaging, more memorable, and more popular than any other type of content out there. That’s why it’s estimated that 82% of consumer traffic will come from videos by 2025.
And with videos evolving from landscape to portrait and experts promoting shorter clips, one thing remains constant – our brains LOVE videos.
So is there science behind what makes people absolutely irresistible on camera?
The answer: definitely yes.
In this jam-packed session with Stephanie Garcia, you’ll get your hands on a steal-worthy guide that uncovers the art and science to being irresistible on camera. From body language to words that convert, she’ll show you how to captivate on command so that viewers are excited and ready to take action.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
How to Run Landing Page Tests On and Off Paid Social PlatformsVWO
Join us for an exclusive webinar featuring Mariate, Alexandra and Nima where we will unveil a comprehensive blueprint for crafting a successful paid media strategy focused on landing page testing.With escalating costs in paid advertising, understanding how to maximize each visitor’s experience is crucial for retention and conversion.
This session will dive into the methodologies for executing and analyzing landing page tests within paid social channels, offering a blend of theoretical knowledge and practical insights.
The Pearmill team will guide you through the nuances of setting up and managing landing page experiments on paid social platforms. You will learn about the critical rules to follow, the structure of effective tests, optimal conversion duration and budget allocation.
The session will also cover data analysis techniques and criteria for graduating landing pages.
In the second part of the webinar, Pearmill will explore the use of A/B testing platforms. Discover common pitfalls to avoid in A/B testing and gain insights into analyzing A/B tests results effectively.
SMM Cheap - No. 1 SMM panel in the worldsmmpanel567
Boost your social media marketing with our SMM Panel services offering SMM Cheap services! Get cost-effective services for your business and increase followers, likes, and engagement across all social media platforms. Get affordable services perfect for businesses and influencers looking to increase their social proof. See how cheap SMM strategies can help improve your social media presence and be a pro at the social media game.
Most small businesses struggle to see marketing results. In this session, we will eliminate any confusion about what to do next, solving your marketing problems so your business can thrive. You’ll learn how to create a foundational marketing OS (operating system) based on neuroscience and backed by real-world results. You’ll be taught how to develop deep customer connections, and how to have your CRM dynamically segment and sell at any stage in the customer’s journey. By the end of the session, you’ll remove confusion and chaos and replace it with clarity and confidence for long-term marketing success.
Key Takeaways:
• Uncover the power of a foundational marketing system that dynamically communicates with prospects and customers on autopilot.
• Harness neuroscience and Tribal Alignment to transform your communication strategies, turning potential clients into fans and those fans into loyal customers.
• Discover the art of automated segmentation, pinpointing your most lucrative customers and identifying the optimal moments for successful conversions.
• Streamline your business with a content production plan that eliminates guesswork, wasted time, and money.
It's another new era of digital and marketers are faced with making big bets on their digital strategy. If you are looking at modernizing your tech stack to support your digital evolution, there are a few can't miss (often overlooked) areas that should be part of every conversation. We'll cover setting your vision, avoiding siloes, adding a democratized approach to data strategy, localization, creating critical governance requirements and more. Attendees will walk away with actions they can take into initiatives they are running today and consider for the future.
How to Use AI to Write a High-Quality Article that Ranksminatamang0021
In the world of content creation, many AI bloggers have drifted away from their original vision, resulting in low-quality articles that search engines overlook. Don't let that happen to you! Join us to discover how to leverage AI tools effectively to craft high-quality content that not only captures your audience's attention but also ranks well on search engines.
Disclaimer: Some of the prompts mentioned here are the examples of Matt Diggity. Please use it as reference and make your own custom prompts.
Come learn how YOU can Animate and Illuminate the World with Generative AI's Explosive Power. Come sit in the driver's seat and learn to harness this great technology.
2. ARE GENDER BIAS AND SEXISM A
THING OF THE PAST IN ADLAND?
Given recent news and bad behavior coming from agencies and holding companies,
widespread debate has ensued whether these are “one-off” occurrences or evidence
of pervasive bias. The 3% Movement invited our community to share their experiences
and stories via our “Elephant on Madison Avenue” survey. Nearly 600 women told us in
excruciating detail what it is like to be a woman in advertising.
The results speak for themselves.
3. THE DAYS OF MAD MEN
ARE ALIVE AND WELL
Our research revealed numerous ways in which ad women
were told a powerful message: You Are Other.
Table of Contents
1 “Boys Will Be Boys” (p4) 6 (Un)Fair Pay (p28)
2 Toxic Culture (p10) 7 Moms Go Home (p31)
3 No Seat at the Table (p15) 8 The Other Others (p36)
4 Rock and a Hard Place (p21) 9 A Final Word (p39)
5 The Work Wife (p24) 10
4. “BOYS WILL BE BOYS”
For years we have dismissed inappropriate sexist behavior in
our industry as “boys will be boys,” but in truth the implications
for women are profound. A majority of respondents to our
survey had experienced unwanted sexual advances in their
career that have impeded their feelings of safety and blurred
appropriate boundaries with co-workers and clients.
1
4
5. 54% of our respondents have been subjected
to an unwanted sexual advance during the
course of their career. Among women who
are 40 or older, 64% reported they had been
subjected to unwanted sexual advances vs. 48%
of those under 40. We are not sure whether
those over 40 have just had more opportunities
to be exposed to men behaving badly given
their years in the industry, or if we are seeing a
genuine improvement in the industry. Regardless,
the numbers are still high, but we now have a
benchmark with which to compare over time.
For those who had experienced unwanted sexual
advances, the perpetrators were coworkers and these
were not necessarily one-off incidents.
86% received an unwanted advance from a colleague
(with 1 in 3 receiving multiple advances), 70% from a
superior (1 in 5 multiple times) and 49% from a client
(1 in 10 multiple times). Although many agencies claim
to have a zero tolerance policy for sexual harassment,
most survey respondents who experienced harassment
shared that it happened multiple times. Either the
policies are not being enforced, or, as we see below,
women are not reporting these incidents to their
human resources departments.
Percentage of ad women who have been
subjected to an unwanted sexual advance
54%
TOTAL UNDER 40 OVER 40
48%
64%
CLIENTS
10% 49%
A SUPERIOR
22% 70%
COLLEAGUES
32% 86%
Frequency of sexual advances by perpetrator
(among those who had been subjected to an unwanted advance)
MULTIPLE OCCASIONS EVER
6. I’ve been sexually
harassed at four
LA agencies and
prominent agency for
not complying to the
advances of the CD
and Account Services
Director.
“
“
I was propositioned
not once but twice
to go to bed with
the CMO of a
major Fortune 500
company. After I
said no twice, we
lost the business the
following month.
“
“
A global CCO
grabbed my ass after
an event. When I
told him to get his
hands off me he told
me I was asking for
it by wearing leather
pants.
“
“
7. Among those women who had been subjected to an
unwanted advance, the majority did not take action.
Spoke directly to the person who was
harassing me to address the issue29%
Spoke to my direct supervisor
Spoke to HR
Took legal action
25%
16%
2%
Nothing, I was afraid this would
negatively impact my career37%
Nothing, I didn’t think that reporting
would make a difference
Nothing, I just wanted to forget about it
Nothing, I was too embarrassed
35%
31%
19%
In general women who had received unwanted advances
were not happy with the course of action that they
took.
Only a fraction of women spoke to someone
within their company.
The most cited reasons for not taking actions were
concerns about that it would impact their career,
concerns that it would not make a difference,
wanting to forget about the incident(ces), or being
embarrassed by the experience. Among those who
did take action, the most common behaviors were
confronting the person who was making the unwanted
advance and speaking to a direct supervisor. Only 16%
spoke to HR and 2% (1 in 50!) took legal action. Worst
of all, 1 in 5 (21%) ad women have been afraid for their
personal safety based on a work-related circumstance.
8. If women in adland routinely face sexual harassment but rarely
bring it to the attention of their agencies, this means it is much
more pervasive than many of our leaders realize.
They don’t know because we don’t tell them.
one, but was afraid
the he-said/she-said
would hurt my career.
“
“ complaint in detail.
This is not OK, and
who knows how
many females this
person has harassed
since this incident 5
years ago.
“
“
9. How can we solve
this together?
Establish an anonymous grievance system
so women can report sexual harassment
without the fear that they will be
professionally penalized.
Personal
Keep a record of the unwanted behavior
and enlist the support of others to help
you stop it.
10. TOXIC CULTURE
In addition to overt harassment and inappropriate behavior, the
majority of ad women also reported dealing with subtle conscious
and unconscious bias on a regular basis.
9 in 10 women in advertising have heard demeaning comments from
male colleagues, with 6 in 10 hearing them monthly.
2
10
11. If by demeaning you mean
hearing male colleagues talk
about my breasts or how they
would like to do me when they
think I am out of earshot?
Yes, a few times a month.
There are tons of demeaning
comments, but not just
directed at women. We are all
inappropriate most of the time.
“
“
“
“
While some of this behavior may be conscious attempts to undermine women,
in most cases it is the ongoing pervasive unconscious bias that can make it so
they had clients or colleagues who avoided eye contact and/or asked questions
of their male peers rather than them.
Heard demeaning comments
from male colleagues
91%
61%
Clients/colleagues make eye contact
with my male peers, but not me
78%
51%
Clients/colleagues address
questions to my male peers that
should be addressed to me
83%
56%
EVER ONCE A MONTH
OR MORE
12. And it’s not just the workplace itself.
83% of women in advertising have witnessed sexist behavior at off-sites
or conferences, with half (50%) witnessing this on multiple occasions.
50%
17%
Never
3%
Once
29%
A few times
29%
On multiple
occasions
21%
Frequently
Frequency of witnessing sexist behavior at
company off-sites or industry conferences
13. You get a group of advertising execs
together, you get a boys’ club. And
dumb boy’s club behavior follows.
“ “
You know the usual ‘important business
events’ such as Golf and Strip Clubs,
none of which I was ever invited to.
“ “
They think I’m the chill girl who gets it.
No, I’m the normal girl who buries it.
“ “
14. How can we solve
this together?
pervasive the problem is; host an
unconscious bias workshop; banish strip
clubs, poker nights, and other “team
building” events and celebrations that
exclude women.
Personal
Read up on implicit bias and stereotype threat.
Talk with your team about key takeaways.
Suggest an event that doesn’t exclude any
genders. Be willing to tell your colleagues when
they’ve stepped over the line.
15. NO SEAT AT THE TABLE
In an era when every woman is being encouraged to “Lean In,” most
women in advertising feel excluded from important business events
and networking opportunities. It’s tough to climb the ladder if you
are not being given the same opportunities as men.
3
15
16. I have felt excluded from key social networking
opportunities because of my gender
I have felt excluded from important business
events because of my gender
STRONGLY AGREE SOMEWHAT AGREE NEITHER AGREE
NOR DISAGREE
SOMEWHAT DISAGREE STRONGLY DISAGREE
25%
26%
32%
32%
18%
17%
14%
14%
11%
10%
I’ve been in many situations where I
knew the male leaders were having an
off-site without the female members of
the leadership team. I would hear about
parties, golf outings, poker nights, none
of which I was ever invited to.
“
“
It seems that when it comes to new
business pitches, the majority of our team
that attends is male.
“ “
17. Percentage agree “I have had all the same
opportunities as men in my profession”
35%
STRONGLY
DISAGREE
32%
SOMEWHAT
DISAGREE
9%
NEITHER
AGREE NOR
DISAGREE
18%
SOMEWHAT
AGREE
7%
STRONGLY
AGREE
18. And Half agree, “I have been passed up for promotions/new opportunities
because of my gender.” Depressingly, 7 in 10 agree “I have had my professional
institutional bias in terms of how women in advertising are treated.
credibility undermined by colleagues
I have been passed up for promotions/new
opportunities because of my gender
STRONGLY AGREE SOMEWHAT AGREE NEITHER AGREE
NOR DISAGREE
SOMEWHAT DISAGREE STRONGLY DISAGREE
24% 28%
35% 36%
22% 13%
11% 8% 10%
12%
20. How can we solve
this together?
imbalances? Do assessments to determine
why. Establish benchmarks and be clear about
your goals for gender equality at your agency.
know you are walking the talk when it comes to
creating a female-friendly workplace.
Personal
Amplify the ideas of your female colleagues
in meetings. Be sure to invite all members of
the team to key events and pull more chairs
up to the table. Mentor other women so
they know someone has their back.
21. ROCK AND A HARD PLACE
No matter how they carry themselves, ad women are told they have to
change. The majority of women we surveyed got dinged for being too
aggressive, too quiet and too emotional. And these are not “one off”
criticisms. Many have received this feedback on multiple occasions.
On average, women 40+ were more likely to be told they were too
aggressive (72% vs. 63% women under 40) and too bossy (67% vs. 54%).
Women under 40, on the other hand, were more likely to be told they
were too quiet (65% vs. 48% women 40+).
4
21
22. “You are too aggressive”
68%
42%
“You are too quiet”
57%
23%
“You are too emotional”
62%
30%
EVER ON MULTIPLE OCCASIONS
OR MORE FREQUENTLY
I get glowing feedback
from my peers, but I’ve had
supervisors tell me I’m ‘too
emotional’, ‘too passionate’
and ‘hard to work with.’
“
“
I was told early in my career
that I was too aggressive, so
I’ve overcompensated being
nice for the past ten years.
“
“
The comment I get in my
performance reviews is that
I do not suffer fools. And
why the hell would I?
“
“
23. How can we solve
this together?
Assess your review processes. Is there
unconscious bias inherent in the reviews of
women? Consider using linguistic software tools
that uncover discrepancies that disfavor women
in review processes. Train your managers to
look at their own biases and help them offer
feedback that is less gendered and more
Personal
Read up on biased feedback for women in the
workplace. Keep a record of the gendered language
you receive during feedback sessions. Show it
to your boss and help him/her see how they are
rather than opinion about your behavior.
24. THE WORK WIFE
Need someone to take notes,
plan the company party,
order food?
Just ask an ad woman.
5
24
25. 60%
15%
Somewhat
Disagree
12%
Strongly
Disagree
13%
Neither
Agree Nor
Disagree
I have been asked to do lower level tasks that
my male colleagues are not asked to do (e.g.,
ordering food, taking notes, etc.)
33%
Strongly
Agree
27%
Somewhat
Agree
Another challenge ad women
face revolves around roles
and responsibilities within the
organization. The majority of
women in advertising agree
that they have been asked to
do lower level tasks that their
male colleagues are spared.
26. I am very careful to never clean up after
people or take notes except for my own
purposes. In my last agency, communal food
would sit out for days because no one would
break down and put it away.
“
“
Yes - have been asked to get coffee. Have
been asked to book meetings. Have been
shock wears off - I tell them to fucking do it
themselves.
“
“
Ordering food and scheduling meetings.
Men are never asked to do it!
“ “
27. How can we solve
this together?
Set a clear policy that note taking, food ordering,
party planning and the like must be rotated
within the teams. Have the managers keep a
record of who is doing what tasks to spread the
responsibility and to ensure fairness over time.
Personal
Keep a record of when and who is asked to do
“work wife” duties. Share it with your team leader.
Suggest a rotating note taker. Or, don’t bring a pen
and pad to your next meeting. You can’t take notes
if you don’t have the tools.
28. (UN)FAIR PAY
The majority of ad women believe they are not paid fairly. 60%
believe they are less well compensated than their male peers
(and many had proof of this). Interestingly, some women heard
feedback that their male peers were more handsomely paid
because they had stay-at-home wives to support. Yet, nearly
half of respondents with partners (44%) told us they were
primary breadwinners in their family.
6
28
29. “
My last partner drunkenly disclosed
his salary to me. Even though we had
the same amount of experience, he
was paid $20,000 more per year.
“
“
“
As a HR/Talent lead, I saw massive
inconsistencies between performance
and reward for males and females in
the ad agency business. I was silenced
not only by men, but my female boss
when stating the issues.
60%
I am less well
compensated
than my male
peers
23%
Non-applicable /
I don’t know
2%
I am more
favorably
compensated
than my male
peers
15%
I am compensated
the same as my
male peers
30. How can we solve
this together?
Regularly conduct an agency wage audit. Publicize
both internally and externally the results. Make
changes accordingly.
Personal
Conduct your own wage audit. Create an
it out. Get informed about what the industry
generally pays for your position. Ask your boss
if you are at the top, middle, or bottom of the
wage range for your job. Negotiate for more if
you are not at the top of the range.
31. MOMS GO HOME
Many women leave agency life when they hit their prime childbearing and rearing
years. Those moms who do stay found it a challenge. Only 39% of our overall
respondents are mothers, with 65% among respondents 40+. Based on analysis of
US Census Data from the Pew Research Center, 76% of US college educated women
have a child by the time they are 40-44. The fact that women in advertising are less
likely to have children either means that they are opting out of the workforce once
they have children or purposefully prioritizing their career over motherhood.
7
31
33. Among those moms who took
maternity leave while working
in advertising, 28% took shorter
maternity leaves than they
were entitled to because they
thought it would negatively
impact their career.
I was not considered
for certain
assignments
21%
I was passed over
for a promotion
33%
I was excluded from
so as not to interfere
with “family time”
34. I was asked: ‘Will being a new Mom hold
you back from giving the job 100%?’ I had
to ensure my potential bosses that I would
outsource my child’s care to a full time
nanny to keep my job.
“
“
Most people do not even know that I do
have a family. Only when they really get to
know me do I say anything at all.
“ “
I was offered a CD job at a local agency a few
months after I freelanced there. When I told
the president that I was 5 months pregnant, he
immediately rescinded the offer.
“
“
35. How can we solve
this together?
Conduct a parent assessment at your agency. Are most of
the senior women childless? Start grooming role models for
tthe next generation by hiring and promoting women who
are mothers. Provide paid parental leave to both women and
men. Check out our 20 Things You Can Do to Retain Moms.
Create a returnship program for women who paused their
careers to care for family. Don’t assume you know what a
mother in the workplace needs. The key is to ask, let her make
the choice, and revisit the conversation regularly.
Personal
Take your full maternity leave. If you are a new father,
take paternity leave. If you are in leadership, talk
publicly about your children and about family-centric
hours. Decide what on-ramping support you need after
you become a new mother. Be out and proud about
your role as mother and professional. Support mothers
in the workplace even if you are not one yourself. We
cannot support all women if we divide camps into
mothers and non-mothers.
36. THE OTHER OTHERS
Life in adland is tough for all women, but it can be
particularly tough for women of color, lesbians, and those
8
36
37. 29%
Yes
71%
No
(e.g., country of origin, race,
sexual orientation, etc.?)
These most commonly
include race, sexual orientation, age,
weight and/or appearance. We plan
future research to focus more fully on
how this sense of otherness plays in to
many women’s experiences.
38. Level of attractiveness. I notice that
all the women in advertising, at my
company are considered ‘good looking’.
It feels like a prerequisite.
“
“
I have been ignored or passed over by
male CDs because of my weight.
“
“
Race and age. I am an AA female over
50. I was going to say over 40, but I will
own my truth unapologetically.
“
“
I’m Black and that has absolutely affected
my career. After I tried very hard to get on
new projects in the Creative Department
when it was slow and the chauvinist CD
only picked men for the best projects I
ultimately left that agency. I later heard
that the CEO accused me of leaving
saying: ‘...thinks she can jump from agency
to agency just because she’s Black.’
“
“
40. An elephant in the room is a metaphor for an obvious
truth that goes unaddressed. The ad industry doesn't
have time for unaddressed truths any longer. Yet (some)
folks in power claim gender bias and sexism are a
thing of the past. The stampede of stories from the
"Elephant on Mad. Avenue" survey settles any doubt.
Sexism and gender bias are alive and well in adland
any naysayers, let's get on with the important business
of changing the ratio.
41. At the 3% Movement, we believe great ideas can come from anywhere.
We believe great creative comes from truly inclusive cultures.
And, we believe the best agencies understand this.
42. But understanding is not enough. It is time for
agencies to move beyond awareness to activation.
Through our 3% Consulting services and 3%
build stronger, more robust cultures that ensure all
voices contribute to deliver the best work possible.
For further information about our solutions, contact
lisenstromberg@3percentconf.com
44. Age
12% – 50+
27% – 40-49
38% – 30-39
23% – 20-29
31%
Other
9%
Los Angeles
19%
New York
10%
Bay Area /
Silicon Valley
21%
Chicago
10%
Boston
<100 Employees
16%
100-249
23%
800+
15%
250-799
13%
Self-employed /
Freelancer
Size
Role
Non-Creative Role
Creative Role