On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
How to engage men in inclusionary leadership programs within your Diversity and Inclusion initiatives. by Dale Thomas Vaughn, presented at the Women In Tech International Summit 2017, previous versions presented at SHMR Diversity and Inclusion 2016, and various corporations.
How can we engage male allies? What's the ROI of inclusionary leadership? What internal struggles hold people back from becoming woke? What can we actually DO to end sexism, racism, and xenophobia?
Speaking to groups can be daunting, but it’s a critical communication skill for leaders. Want to share your expertise, pitch an idea, or motivate a team to take action? Whether you’re talking to three people or 300, learn how to confidently engage your audience and successfully get your message across.
Speakers: Mary Cheyne of Magnetic Podium and Poornima Vijayashanker, Founder, Femgineer.
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
About the Stand for Your Mission CampaignBoardSource
The Stand for Your Mission campaign is a challenge to all nonprofit decision-makers to stand up for the organizations they believe in by actively representing their organization’s mission and values, and creating public will for positive social change.
How to engage men in inclusionary leadership programs within your Diversity and Inclusion initiatives. by Dale Thomas Vaughn, presented at the Women In Tech International Summit 2017, previous versions presented at SHMR Diversity and Inclusion 2016, and various corporations.
How can we engage male allies? What's the ROI of inclusionary leadership? What internal struggles hold people back from becoming woke? What can we actually DO to end sexism, racism, and xenophobia?
Speaking to groups can be daunting, but it’s a critical communication skill for leaders. Want to share your expertise, pitch an idea, or motivate a team to take action? Whether you’re talking to three people or 300, learn how to confidently engage your audience and successfully get your message across.
Speakers: Mary Cheyne of Magnetic Podium and Poornima Vijayashanker, Founder, Femgineer.
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
About the Stand for Your Mission CampaignBoardSource
The Stand for Your Mission campaign is a challenge to all nonprofit decision-makers to stand up for the organizations they believe in by actively representing their organization’s mission and values, and creating public will for positive social change.
The May edition of the Tabor newsletter: new Economic Development Chair Yemaya Hall-Ruiz, Meet a member, Mel DePaoli, Walmart's call to Entrepreneurs, and more!
Helping identify who is on the bus, who is off the bus, and how to implement a progressive and healthy healthcare culture.
* 87% of companies find Company Culture as priority
* Netflix Manifesto Discusses Behaviors (as Values)
* GoreTek "we don't manage people, we expect people to
manage themselves"
* Good to Great companies hire from within
* Changing Culture takes relentlessness, consistency,
transparency, and tone at the top leadership
* Company Culture does not exist without embrace of
accountability
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
A ManpowerGroup whitepaper on female leadership. Making the case for more women leaders in businesses today. Find out how to get them and keep them in your organisation.
How Does Organisational Change Really Happen? #influencers Albion
70% of change initiatives fail, most due to employee resistance. Our research with Ashridge Business School points to a unique and under-used group of people - Influencers - who drive change in a different way.
The Stand for Your Mission campaign is a challenge to all nonprofit decision-makers to stand up for the organizations they believe in by actively representing their organization’s mission and values, and creating public will for positive social change.
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
A short 'how to' guide and tips for employers on how to ensure that the new starters you have worked hard to attract and hire get off to the right start and feel included from day one.
Nonprofit Advocacy: Lobbying and Election-Related Activities for 501(c)(3)s4Good.org
Many nonprofits often desire certain legislative and public policy changes by our legislators and publicly elected officials to help further or achieve their charitable missions. Nonprofits, however, often avoid advocating for such changes because the IRS rules regarding nonprofit advocacy tend to be complex and commonly misunderstood. 501(c)(3) organizations in particular are often unsure or unaware of which advocacy activities are permissible and which advocacy activities may jeopardize their tax-exempt status. Additionally, nonprofit advocacy and compliance with IRS regulations is a common hot topic for other groups such as the media, public, and authorities, especially during election years. Given the increased attention and scrutiny to nonprofit lobbying and election-related activities that is to be expected this year, 501(c)(3) organizations would greatly benefit from becoming knowledgeable about nonprofit advocacy rules.
POP Your Profile!: How to Activate Your LinkedIn PotentialAlvaro J. Muñiz
We've adapted LinkedIn's Profile Optimization Protocol (POP) into a tutorial that transforms your LinkedIn profile into a canvas where your changemaker story and our new mission of framework change can shine. Where we can go beyond bullet points towards genuine narratives and compelling teasers -- in other words, an invitation for deeper engagement.
The May edition of the Tabor newsletter: new Economic Development Chair Yemaya Hall-Ruiz, Meet a member, Mel DePaoli, Walmart's call to Entrepreneurs, and more!
Helping identify who is on the bus, who is off the bus, and how to implement a progressive and healthy healthcare culture.
* 87% of companies find Company Culture as priority
* Netflix Manifesto Discusses Behaviors (as Values)
* GoreTek "we don't manage people, we expect people to
manage themselves"
* Good to Great companies hire from within
* Changing Culture takes relentlessness, consistency,
transparency, and tone at the top leadership
* Company Culture does not exist without embrace of
accountability
How-to guide on attracting and recruiting diverse talentHarvey Nash Plc
The first ‘how-to’ guide of a three-part series from Inclusion 360, focused on inclusive recruitment strategies and how to attract more diversity through the recruitment process. The guide combines insights from the Harvey Nash Leadership Consulting team and experiences of over 100 employers who attended Harvey Nash workshops across the UK.
Happy International Women's Day. Cracking the Case. Why you need women leader...Mika Wilén
Maat, jotka ovat onnistuneet sukupuolten välisen tasa-arvon toteuttamisessa, ovat muita kilpailukykyisempiä. Silti naiset ovat yksi suurimmista alihyödynnetyistä osaajaresursseista maailmassa – ja erityisesti yritysten johtotehtävissä. Miksi? Johtuuko tämä siitä, että yritysten henkilöstökäytännöt eivät ole tältä vuosisadalta? Mihin asioihin ylimmän johdon tulisi kiinnittää huomiota, jotta muutos olisi mahdollinen? Lue lisää: Cracking the Case .
A ManpowerGroup whitepaper on female leadership. Making the case for more women leaders in businesses today. Find out how to get them and keep them in your organisation.
How Does Organisational Change Really Happen? #influencers Albion
70% of change initiatives fail, most due to employee resistance. Our research with Ashridge Business School points to a unique and under-used group of people - Influencers - who drive change in a different way.
The Stand for Your Mission campaign is a challenge to all nonprofit decision-makers to stand up for the organizations they believe in by actively representing their organization’s mission and values, and creating public will for positive social change.
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
A short 'how to' guide and tips for employers on how to ensure that the new starters you have worked hard to attract and hire get off to the right start and feel included from day one.
Nonprofit Advocacy: Lobbying and Election-Related Activities for 501(c)(3)s4Good.org
Many nonprofits often desire certain legislative and public policy changes by our legislators and publicly elected officials to help further or achieve their charitable missions. Nonprofits, however, often avoid advocating for such changes because the IRS rules regarding nonprofit advocacy tend to be complex and commonly misunderstood. 501(c)(3) organizations in particular are often unsure or unaware of which advocacy activities are permissible and which advocacy activities may jeopardize their tax-exempt status. Additionally, nonprofit advocacy and compliance with IRS regulations is a common hot topic for other groups such as the media, public, and authorities, especially during election years. Given the increased attention and scrutiny to nonprofit lobbying and election-related activities that is to be expected this year, 501(c)(3) organizations would greatly benefit from becoming knowledgeable about nonprofit advocacy rules.
POP Your Profile!: How to Activate Your LinkedIn PotentialAlvaro J. Muñiz
We've adapted LinkedIn's Profile Optimization Protocol (POP) into a tutorial that transforms your LinkedIn profile into a canvas where your changemaker story and our new mission of framework change can shine. Where we can go beyond bullet points towards genuine narratives and compelling teasers -- in other words, an invitation for deeper engagement.
We've adapted LinkedIn's Profile Optimization Protocol (POP) into a tutorial that transforms your LinkedIn profile into a canvas where your changemaker story and our new mission of framework change can shine. Where we can go beyond bullet points towards genuine narratives and compelling teasers -- in other words, an invitation for deeper engagement.
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Eyes on Extension: A model for diverse advisory leadershipEric Kaufman
Presentation for the 2015 Public Issues Leadership Development conference, sponsored by the Joint Council of Extension Professionals.
From creating an inclusive environment to understanding volunteer motivations and barriers, we’ll explore special considerations for diverse volunteers and for potential decision-making volunteers. Get prepared to welcome diverse advisory leaders into your programs and leverage them for future success.
Recruiting Baby Boomer Volunteers and Managing Volunteer Stressmlperry
This presentation was delivered at the HICAPP Conference in Sacramento in 2008. Slides provide information on recruiting and understanding baby boomer volunteers, how 4 generations in the workplace interact and de-stress techniques.
Together: Startup Communities Can Change the WorldDonna Harris
In the last 5 years, the world has made great strides in recognizing, celebrating and encouraging entrepreneurship, but there are major questions left unanswered. Why, if we believe the data around the correlation between entrepreneurship and job creation, does so much that drives entrepreneurial success get left to chance? Why, when we all say we want our startup ecosystems to be “better”, do we still focus our definition of better on access to capital when, even in a developed economy like the United States, less than 0.02% of all companies ever take venture capital funding? Why, with the power of today’s technology, have we not made more progress in solving our world’s challenges -- how we educate our children, provide healthcare, access efficient sources of energy and deliver so many other government services? And why, in today’s hyper-global and hyper-connected economy, does geography still matter so much as to why some startups succeed and some startups fail? This presentation dissects these challenges and presents a new vision for a truly hyper-local and hyper-global worldwide startup ecosystem.
Anna Taylor (Speaker) West Coast DEI Lead, VMLY&R
Demographic transference within organizations is shifting and there will continue to be an upsurge of more diverse and inclusive organizations as they outperform homogeneous organizations. But this is a slow progression, where can we start making organizational transformation now? We can start from the bottom; employees have more power than they may realize, to affect change. And although this may seem like a daunting call-to-action, employees have the power irrespective of budget or team size, to make an indelible impact on organizational change. Like many effectual grassroots movements, employees have the ability to create a new model that renders the existing model obsolete and lead the evolution of organizational transformation.
For the TMD course, I had to attend 5 seminars, 2 organized by Artevelde, University of Applied Languages and 3 self-chosen seminars with topics like Investing and Sustainability.
Similar to TIME'S UP/ADVERTISING Minneapolis Event Recap (20)
The Future of Fishing is Female: Transforming an Old PastimeColle McVoy
Fishing may be one of America’s oldest pastimes, but a great many Americans don’t feel welcomed into the sport, especially women. That is changing drastically through an innovative program transforming the way fishing is perceived. Using proprietary data showing the profound impact of the sport on women and girls, as well as unprecedented partnerships with influential creators, media brands and publishers like Hypebae, Vanity Fair and Forbes, fishing is getting a reputation refresh. Hear about the strategies and insights that are making it trend and grow with younger and diverse audiences.
COVID-19 Marketing Analysis - How Brands Can Support Local CommunitiesColle McVoy
All over the country, economic and social uncertainty is
impacting how we experience community. Actions taken during (and following) COVID-19 will define how consumers interpret brands for a long time to come. Here are recommendations for how brands can support local communities.
COVID-19 Marketing Analysis for Rural AmericaColle McVoy
As we navigate the global pandemic, we’ve created a framework consisting of three phases to help manage the uncertainty: Stabilize, Empathize, Optimize.
The last three weeks have been spent working on stabilizing the welfare of our people, companies and business. We are now in the empathize phase, where we gain an understanding of human needs in this new reality and how brands can answer these needs. This deck presents marketing recommendations based on research that reflect current consumer conditions for rural America.
COVID-19 Marketing Analysis for the Outdoor & Travel IndustriesColle McVoy
As we’ve navigated the recent unknown with our clients, we’ve created a framework consisting of three phases to help manage the uncertainty: Stabilize, Empathize, Optimize.
The last two weeks have been spent working on stabilizing the welfare of our people, companies and business. We are now beginning to enter the empathize phase, where we gain an understanding of human needs in this new reality and how brands can answer these needs. This deck presents key takeaways from research and articles published this week that reflect current consumer conditions and where marketers in the travel and outdoor industries can focus.
Colle McVoy 2020 Black History Month CelebrationColle McVoy
To honor Black History Month, Colle McVoy and its Inclusion Council produced The State Of Black Business program, which centered around local and national entrepreneurs and the successes they championed despite prejudice or racial bias. Initiatives included a Black in Business panel event, beautifully designed, digital posters to grow awareness around empowering black entrepreneurs and posting weekly questions to inspire reflection on the implications of race, diversity and inclusion.
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Colle McVoy hosted an event about strong women in the workplace & what it means to be unapologetically ourselves. Courtney Deer, Customer Experience Designer at Target, shared real stories, & candid advice to empower leadership at all levels.
Bright Shiny Object - Episode 1: Meerkat and PeriscopeColle McVoy
Colle+McVoy presents Bright Shiny Object’s inaugural episode. We break down live video streaming apps, Meerkat and Periscope and tell you what you need to know to get started.
Our industry simultaneously loves and loathes the bright shiny object. A new technology or service gets enough buzz, and the cynical segment of our industry dismisses it as a fad or a gimmick. Think back when Vine launched – six-second looping videos that you couldn’t edit and only used a phone’s rear facing camera. Vine was just a bright shiny object. Until it wasn’t. When Lowe’s released their six-second DIY fixes, marketers definitely took note. Our mission with Bright Shiny Object is not only to highlight something new but to showcase how this new tech or service can fit into a brand’s communications strategy.
As part of Colle+McVoy's FEED IT Digital Excellence Series, Craig Pladson (Director, Interactive Innovation) and Dan Mandle (Analytics Director) presented on Google+.
Enriching engagement with ethical review processesstrikingabalance
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Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
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Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
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The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
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In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
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A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
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12 steps to transform your organization into the agile org you deserve
TIME'S UP/ADVERTISING Minneapolis Event Recap
1.
2. Minneapolis
Never doubt that a small group of thoughtful, committed, citizens can change the
world. Indeed, it is the only thing that ever has.
- Margaret Mead
3. May 14, 2018
• Colle McVoy
• Nearly 300 women
• 40 agencies represented
• 4 panel participants
• 18 discussion groups
• Two-phase meeting, including a panel and breakout
sessions
• Minneapolis drafted its own letter in support of the
movement, signed by attendees
Minneapolis
4. 3 Pillars for Panel Discussion & Breakout Sessions
1. 2. 3.
Outdated and/or biased HR
policies and procedures
Lack of representation in our
agencies
Lack of open conversation,
training and education
Minneapolis
6. What We Wanted to Know
Outdated and/or biased HR
policies and procedures
Lack of representation in our
agencies
Lack of open conversation,
training and education
• What HR policies does your agency need to
fix?
• What’s been working at your agency so far?
• What does mentorship look like at your
agency?
• Are these problems of recruitment?
Retention?
• How do we fight fatigue for
underrepresented groups?
• It’s easy to spot blatant offenses, but how do
we address them?
• How do we recognize the fear men have of
women speaking up, and use it as a teaching
opportunity?
• How are women treated and viewed in other
areas of the country?
Part one of the day involved a panel discussion. Four women shared their thoughts and experiences related to company policies, solutions for issues surrounding diversity in the industry
and opportunities for education, training and open conversation. The audience was quiet but thoughtful while listening to the speakers.
Minneapolis
7. What We Heard
Bringing in diverse groups
starts with leadership
Invite the “good guys” into the
conversation, and set the
standard with them
Let me define what powerful
looks like in my future
• Women recognized that our community
does a poor job of hiring women of color.
• We are comfortable with people who look
like us and have similar backgrounds. We
need to bring in leaders who reflect people
of all backgrounds.
• We need to bring men into the conversation.
Many want to be advocates, but don’t
understand the issues.
• Retaining good men and holding them up as
the standard is critical for change.
• Hold men accountable for being one of the
“good guys,” and make it clear what that
means.
• Women are powerful in ways different from
men. Change involves shaping a new world
order. We need to recognize that traits like
empathy are powerful.
• We need to actively listen to women,
especially young women, to understand what
needs to change. What does change look like
for young talent?
Panel members and attendees noted the need for leadership to reflect the diversity we want to create in the industry, particularly related to women of color. The need to bring men into
the conversation was a common theme. There was also a recognition that young voices in the industry matter when defining its future, so actively listening to them is key.
Minneapolis
9. What We Wanted to Know
Part two of the day involved breakout sessions. Eighteen groups of women discussed their takeaways from the panel, their own experiences in the industry and solutions to the issues
we’re facing in advertising today.
Points that stood out and hit
home from the panel
HR policies and company
culture in and out of
advertising
Mentorship programs and
internal education
• Were there points that resonated or
surprised you?
• Are there solutions that came to mind that
can be applied now?
• What specific HR policies need to change?
• What are some examples of companies
doing it right?
• How can we bring in diverse groups and
foster growth?
• How can we create educational opportunities
and training around diversity, inclusion and
awareness?
Minneapolis
10. What We Heard
Groups were passionate about the need for day-to-day actions to reflect the changes we want to see. Women talked about the need for advocates within their agencies, agency values overall
and the implementation of more mentorship opportunities for women at all levels.
Show me that you have my
back
It’s not just about HR; show
me what my agency stands
for and believes
• Policies are important, but day-to-day values
and behaviors mean more.
• Structure agency core values around
inclusion and integrity.
• Actively coach employees on recognizing
signs of harassment and give them
opportunities to come forward.
Connect me with women who
can raise me up
• Women feel isolated. Both inside and outside of
mentorship programs, women need exposure
to other women they feel comfortable talking
to.
• Make the agency a safe space for women to
have “tough conversations.”
• “Minnesota nice” has real implications. There is
a need to teach women how to stand up for
themselves.
• Leadership has a responsibility to advocate
for women with a story. People want to be
unafraid to speak up, knowing that they will
be supported.
• Even if it puts the bottom line at risk, show
that the agency advocates for women, even
in client-facing situations.
• There is a need for women to support other
women at a peer level
Minneapolis
11. When talking about diversity, women recognized the role of unconscious bias, even in themselves. Our own biases have prevented us from seeking out and fostering talent from different
backgrounds. Groups also discussed the policies that have been set for women taking maternity leave, and the need for transparency around salary.
What We Heard
Recognize unconscious
biases that exist in my
workplace
Fish where the fish are, not
just where we are
• We need help recognizing what we’ve come
to view as “normal” behavior. Workshops
and open conversations were provided as
potential solutions.
• We need to implement unconscious bias
training opportunities within the agency for
men and women.
Help me see my equal value,
as a parent and an asset
• We need to recognize barriers to entry
that exist within our industry and work to
hire beyond “friends of friends.”
• There are opportunities to invite diverse
groups into the agency community,
especially young talent. Supporting
organizations like BrandLab (local) is a
must.
• Clients like Adobe and General Mills have
great parental leave policies. They are
good examples of how it should be.
• There needs to be more transparency
around salary. Women don’t know how
much we should be paid and are afraid to
ask.
Minneapolis
12. Learnings for the Next Session
• Be clear about who is invited in our communications, but do not turn anyone away (men, in particular).
• Hold the meeting in a larger, more public venue.
• We stayed as close to the TU/A event flow as possible, but in the future we’ll consider our community’s individual needs. There was lots of confusion about how the NYC feed
should be used. We did not have enough time for local activation.
• Allow more time for women to discuss personal stories and share with each other. The small groups were effective for open communication.
• We will keep the discussion more targeted to a specific topic (rather than three) so people can provide clear feedback.
• We need to consider accountability/measurement/tracking progress.
• We should think about how we can partner with other local organizations.
Minneapolis
13. Action Items for Minneapolis Market
• Receive overall survey information from TU/A national, as well as specific survey results for Minneapolis to inform our next steps/areas of focus.
• Based on this feedback, define the key issues that women in our market said need to be addressed first.
• Partner with local organizations (i.e. Mpls MadWomen, 4A’s, AdFed) who can help execute on our mission.
• Host a follow-up community meeting this summer to:
- Share out launch event and survey feedback
- Present the issues we will address first and how
- Request nominations to build a local steering committee made up of people from across the local ad industry
- Determine how best to identify and bring “manbassadors” (men how have demonstrated commitment to our mission) in to the discussion and action plan
Minneapolis
14.
15. Breakout Session Questions
1. What were some of the most interesting and eye-opening points that resonated with you today?
2. Was there anything from the discussion that sparked an idea or potential solution to help us overcome?
3. In your opinion, what are the most outdated/biased HR policies and procedures our industry is facing?
4. How might we overcome such policies?
5. Have you seen other companies or industries make progress in this area? If so, who? How?
6. As we think about the need to mentor people representing diversity, what might an ideal program look like? Have you been involved in any programs that could
be replicated?
7. As you look back on your career, can you think of a training or education session (on any topic) that was memorable? Why? How might we apply those lessons to
a new kind of education or training around the lack of diversity and inclusive culture?
8. Any interesting ideas on how the Minneapolis advertising community could come together to raise awareness and implement solutions?
Minneapolis