UK Leaders in Creativity Push for Disruption of Outdated, Non-Diverse Industry Sector
In a recent roundtable event organized by Adweek, creative leaders from across the U.K. ad scene gathered to discuss the future of talent and leadership in the industry. The event aimed to tackle systemic issues that have hindered diversity and leadership, with Bukola Garry, the head of diversity, equality, and inclusion at Adam&EveDDB, leading the discussion.
Garry stated that while optically teams are diversifying, the thinking has not changed. She emphasized that the way adland is set up is archaic and needs to be disrupted. According to Garry, systemic issues such as unconscious bias, structural barriers in hiring and promotions, fragmented talent pipelines, gatekeeping, reliance on unpaid internships, lack of transparent hiring practices, and shortages of diverse decision-makers have led to a widespread lack of diversity.
These systemic issues have resulted in challenges such as homogeneous leadership, limited access for underrepresented groups (e.g., BIPOC creatives), and difficulties in career advancement, especially for women of color and LGBTQ+ employees.
Industry leaders are taking steps to address these issues. They are implementing targeted initiatives for training, mentorship, and placement programs aimed at historically excluded groups. For instance, Publicis Groupe Canada and POV Film co-designed the Advertising Training Program (ATP) after extensive community consultation. This program specifically dismantles systemic barriers through practical, equity-focused pathways rather than generic diversity efforts.
Other approaches include appointing dedicated DEI leaders, promoting systemic cultural change within organizations, and moving beyond performative acts towards long-term structural reforms that enhance equitable access and retention. However, challenges remain as many organizations still face budget cuts and uneven commitment levels to diversity, equity, and inclusion programs.
The roundtable participants aimed to pave the way for the next generation of leaders by addressing these systemic issues. They believe the ad industry needs to tackle systemic issues to promote diversity and leadership. By doing so, they hope to foster inclusive workplace cultures and equitable opportunities within advertising and related creative industries.
| Systemic Barrier | Impact | Industry Response | |--------------------------------------------------|------------------------------------------------|-----------------------------------------------------| | Unconscious bias in hiring and promotion | Homogeneous teams and leadership | Structured hiring processes; DEI training | | Fragmented, limited talent pipelines | Poor representation of BIPOC and marginalized groups | Training/mentorship programs like ATP | | Gatekeeping and unpaid internships | Exclusion of diverse candidates | Transparent hiring policies and accessible pathways | | Lack of diverse decision-makers | Persistence of exclusive culture | Increasing diverse leadership and DEI roles | | Non-transparent promotion processes | Disparities in career advancement | Equity-focused policies and clear promotion criteria | | Reduced DEI budgets or initiatives | Slowed progress towards diversity goals | Appointment of DEI leaders and renewed commitment |
These efforts reflect a move toward systemic change to foster inclusive workplace cultures and equitable opportunities within advertising and related creative industries.
- In their pursuit of fostering diverse leadership and promoting true inclusion, industry leaders have started to eliminate structural barriers in hiring and promotions by introducing structured hiring processes and DEI training programs.
- To challenge the archaic systemic issues impeding diversity within the advertising industry, leaders are implementing targeted initiatives like the Advertising Training Program (ATP), which dismantles systemic barriers through practical, equity-focused pathways.
