"Last week, at a business resources group roundtable meeting at R/GA, a co-chair of one of our culture collectives mentioned half-jokingly that the support she needs the most as a leader at our agency is childcare. We were on the Zoom call for a little less than an hour - but that time had an outsized impact on her ability to attend to her family."
"As we ended the discussion regarding personal and professional development leaders needed in order to excel in their careers, I was struck by how persistent age-old barriers to gender equity in the workplace remain for women, trans and gender non-conforming talent. Not only that, but there are new challenges since the Covid-19 pandemic that we haven't experienced before, such as hybrid work, that create a double-edged sword for some employees."
"The fact remains that women, gender non-conforming and non-binary employees continue to face glass ceilings on the ladder to success. This includes the gender pay gap (especially for BIPOC women) and imposter syndrome related to achievement and merit. And as much as we'd like it to be a thing of the past, sexual harassment is still an issue in too many workplaces - "
The advertising industry must move beyond surface representation in brands and focus on creating equitable workplaces that address systemic and intersectional barriers. Persistent issues include glass ceilings, the gender pay gap—especially affecting BIPOC women—imposter syndrome, and ongoing sexual harassment. Pandemic-era changes like hybrid work produce new complexities, sometimes helping and sometimes disadvantaging employees. Practical supports such as accessible childcare, flexible and inclusive work policies, equitable pay practices, and leadership development are necessary. There is an urgent need to act now to correct structural inequalities and embed intersectional approaches into recruitment, retention, and promotion practices.
Read at The Drum
Unable to calculate read time
Collection
[
|
...
]