Información de Contacto
41 Sir Lowry Road, ,Cape Town 7925
Sudáfrica
Adrian Varkel
Managing Director
Teléfono: 83 258 6687
Basic Info
Fundada en: 1948
Red: Ogilvy (New York, Estados Unidos)
Empleados: 22950
Premios: 206
Creaciones: 171
Fundada en: 1948
Red: Ogilvy (New York, Estados Unidos)
Empleados: 22950
Premios: 206
Creaciones: 171
Ogilvy South Africa
41 Sir Lowry Road, ,Cape Town 7925
Sudáfrica
Adrian Varkel
Managing Director
Teléfono: 83 258 6687
Soundbites from ad land: The slowdown on diversity, equity, and inclusion
Photo by Brett Jordan on Unsplash
As an industry, the emphasis on DEI across all spectrums has come to a stand still and we've still got a lot of progress to make. Experts in the advertising industry chat with AdForum on why they think the conversation has slowed and how we can keep the movement for progress going.
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"The slowdown in DEI conversations is partly due to businesses becoming more risk-averse, hoping that silence will make the issue disappear. However, continuing to invest in DEI is essential; it’s not only the right thing to do but also yields exponential returns on investment. If we truly aim for equity and inclusion, we must embrace innovative approaches and sustained commitment. It requires braver leaders, challenging why it’s no longer on the radar. The conversation must continue, pushing boundaries to create lasting change and fostering environments where everyone can thrive. We can’t lose momentum; we can’t wait for another drastic world event to prompt action."
“When your DE&I work gets to a place where you must go beyond surface-level initiatives, it creates discomfort, so we opt out of the work. We also often assume that DEI work is all about large scale initiatives and immediate change, so people become disheartened when they can’t generate instant outcomes.
Necessary disruption in DE&I isn’t just about magnitude, it’s about routine and formulating new habits that drive small behaviors that compound into significant change over time. We must maintain persistence and continue pushing forward with DE&I work even when the results are not immediately known. And we must stay away from consensus and ease and be mutually willing to share some risk and discomfort to bring a construct of disruption around DE&I.”
"I think there are two main reasons.
First, overwhelm. We’re working more than ever, always connected, and we all have personal lives. Most days, it feels like there’s just too much happening or that there aren’t enough hours to get everything done, leaving no time for more than our client work.
Secondly, as employees, we have higher expectations for our companies. Communities aren’t looking for happy hours. They want real, meaningful investments like training, education, and systematic changes, and they aren’t always getting that from their employers. We want real investment for the betterment of us all, things like support programs for new parents, access to gender-affirming care through health benefits, and mentorship opportunities for those in underrepresented communities to name a few. While many companies, CM included, have made an effort to spark positive change and, to that end, have created programs specifically for historically overlooked employees and communities, it's up to all of us to keep working towards more impactful, more effective solutions."
“Fear is winning. Fear of boycotts. Fear for the bottom line. Fear for the safety of employees. Some of which is unfortunately valid. The reality is that many queer people also live in fear. Fear of bullying. Fear of not getting a job. Fear of death. As advertisers, we are in the business of driving our client's business. But we also talk at length about being a part of and shifting culture. There's a saying in the industry that "we're not saving lives," but maybe the path forward was to ask ourselves: "what if we could save lives?"
“One of the reasons the conversation around DEI has slowed down is because the work is actually getting harder. And that may be a good thing. Many companies have tackled the easy stuff -- DEI statements, use of pronouns in your email signature, maybe even data gathering, or a nice event to celebrate Pride. The harder work of real transformational change to make our workspaces more inclusive and equitable is still in front of us. Things like coaching our executives, building equitable processes for promotions or inclusive leadership teams are all transformative and hard. We have to keep pointing to the payoffs - that diverse teams do better and more effective work. And prioritize continuous progress over perfect progress, without being afraid to name where we might be falling behind.”
"The DE&I conversation has slowed for some. DEI commitment across the market was often contingent upon factors disconnected from change or individual inclusion. When DEI isn't tied to the core of the business, those initiatives become deprioritized. Some jumped into the DEI conversation solely as a reaction to 2020; 'push-back' caused those companies to disengage. And many don’t understand that systemic change needed takes time. Accordingly...
- Push back against reductive arguments that stigmatize and discount DEI efforts.
- Maintain commitments, even when the market or customers aren’t demanding this effort. DEI is not a campaign; it's research/development in the future.
- Gain confidence in the small wins; That perspective sustains companies and people doing DEI work, despite the stalled industry conversation."
“The forward momentum created during the early days of the pandemic might appear to be waning, with government entities pulling back public money and reinvesting it elsewhere. However, in our industry, we’ve seen the changes incorporated over the past four years becoming the rule rather than the exception. Ads once populated by white models with chiseled features now feature a variety of body types, ethnicities and orientations. While there is still a lot of work to be done, the movement remains strong. Our industry hasn’t given up on the initiative and won’t anytime soon.”
“Let’s face it: there are hype themes in society. We always had, have, and will have topics that are so “now” that everyone feels the urge to speak up, including the creative industry. Most of these topics are purpose-related. Some of them disappear after some time or are replaced by the next. Some will remain until there are significant developments and changes that uprise, and raising awareness is no longer needed. In terms of DEI, we have gladly seen greater commitments in recent years, and as long as injustice persists, it remains crucial to stay committed to the responsibility of shaping societal perceptions. Also in the creative industry."
“It is important to recognize that although we may believe there could be a slowdown in the conversation around DEI, there are many reasons to be optimistic and keep moving forward.
Progress is not always linear, and in recent years, we have seen a significant increase in awareness and commitment to diversity, equity, and inclusion. Many companies, including Ogilvy, are taking several steps to address these issues, from implementing policies and programs to hiring dedicated DEI leaders. As David Ogilvy once said, "Talent, I believe, is most likely to be found among nonconformists, dissenters, and rebels."
Although there may be moments of slowdown, there will also be moments of advancement and growth. The important thing is to believe in the cause and maintain a commitment and determination to move forward, even when things seem difficult. The key is to continue working together to create more inclusive and equitable workplaces for everyone, driven by conviction and not just following trends. Let's keep moving forward!”
Photo by Brett Jordan on Unsplash
“Like a duck floating on water, it’s easy to believe the conversation around DEI has slowed, but for agencies who understand the needs of brands and consumers, DEI is evolving rapidly under the surface. With the introduction of AI and other digital innovations, agencies like GMR Marketing are pushing beyond by accelerating innovation in the DEI space. Amid misinformation and misperceptions, agencies can keep progress alive by returning to the basics and assessing whether their DEI model still works today or needs a refresh. Our fuel relies on everyone getting smarter about DEI transformation and advancement.”
"The idea that DE&I is dead couldn't be further from the truth. The recent slowdown in DE&I efforts can be attributed to a myriad of factors—ongoing fatigue from the pandemic, economic headwinds, world conflicts and a challenging job market to name a few. Additionally, a small but vocal group has successfully pushed anti-DE&I rhetoric, through both legal action and sensational headlines, driven by their fear of being left behind. But let’s be clear: DE&I is essential and will never fade. Diversity fuels innovation and drives business success. Our goals are still vital, and despite the current challenges, we must recommit with passion and determination. We need to pull together our collective strength, support each other, and push forward with renewed focus. Together, we will achieve a more equitable future."
"My belief is that our DE&I efforts have evolved significantly over the years. While we once focused primarily on gender diversity and LGBTIQ+ community, we have now expanded our goals to address specific market and regional needs.
In regions like Ogilvy Latam, where significant socioeconomic disparities exist, we are committed to supporting initiatives that tackle these challenges. As well as the implementation of inclusion programs for individuals with disabilities. Or in Brazil, we have a dedicated program aimed at promoting diversity in terms of race.
This shift in emphasis reflects our ongoing commitment to creating a more diverse and inclusive company culture. By tailoring our initiatives to meet the unique needs of different regions, we are fostering a truly inclusive environment where everyone can thrive."
“The DE&I conversation may have slowed due to waning enthusiasm, the complexities of lasting change, and external factors like economic and political pressures. To keep progress going, we need sustained leadership commitment, continuous education, and training, and to set measurable goals with accountability. Creating open dialogue and safe spaces for discussions, along with celebrating milestones and successes, will also help. By maintaining a proactive and persistent approach, we can ensure DE&I efforts continue to advance and create meaningful change.”
“It’s all about risk mitigation during this polarized political cycle; brands tend to avoid controversy. Rightly so.
But smart, forward-looking companies still practice inclusion; there’s just more action and less talk. Hiring practices continue evolving, and I’m seeing more diverse employee teams than ever.
At Bader Rutter, we know that bringing your whole self to work makes our product better. Set goals, create accountability, share impact — that’s the road map. Adding diverse talent while building a welcoming environment helps fulfill our employee promise: “To be the place where you can be the person you’re destined to be.”
Thank you to our contributors: