the 2021 Edelman Trust Barometer reveals an epidemic of misinformation and widespread mistrust of societal institutions and leaders around the world. Adding to this is a failing trust ecosystem unable to confront the rampant infodemic, leaving the four institutions – business, government, NGOs and media – in an environment of information bankruptcy and a mandate to rebuild trust and chart a new path forward.
A year into the global pandemic, there is near universal agreement that flexible working models—accommodating different locations and schedules—have proven to be better and more productive than most would have imagined possible. Data increasingly shows that employees want to maintain a flexible working model, even once the pandemic has ended. And many companies are rapidly experimenting with distributed and asynchronous models, helping to write the playbook for how to thrive in the new world of work.
The equity imperative was created with the goal of inspiring better understanding, deeper insight, and more meaningful action now toward greater racial equity. It is composed of three linked sections that acknowledge the legacy and realities of racism in the United States, imagine various potential futures for racial equity in the United States over the next decade and beyond, and suggest specific steps leaders can take to promote more equitable outcomes, both in their organizations and more broadly. Each section can be read separately, but they are intended to work together to build the case for urgency and new action.
The wide-ranging research covers areas including mental health, diversity, measurement, technology, and skills, broken down by regions: Africa, Asia Pacific, Europe, Latin America, the Middle East, North America, and the UK. Globally, 60% of PR professionals now work for a company which has a diversity and inclusion policy, with North America (77%) and the UK (77%) being the most likely to have adopted such a policy.
This year’s report focuses on three core areas in addition to the data: the ways that diversity and inclusion is integrated into Microsofts employee pandemic response, their commitments to addressing racial injustice, and their investment in the Allyship at Microsoft learning path.
In their 10th year of exploration of Black consumers, Nielsen pays tribute to the moments that make the movement. For big and small brands alike, we assume a great responsibility to help our clients respect Black audiences by making informed decisions that not only present a full mosaic of the community but also reach beyond the surface to create opportunities for authentic connections.
This study spotlights the weak state of the school-to-industry D&I flow in public relations. It also points out that the role and responsibility of leadership is bringing about change across the education-industry continuum.
The NAMIC AIM report provides a baseline of statistics on the status of multi-ethnic employment in the cable telecommunications industry. Now in its ninth wave, NAMIC’s biennial diversity survey is a powerful example of the organization’s partnership with companies to provide information and resources to build a pipeline of diverse talent in the cable telecommunications industry.
2019 Labor Force Statistics from the Current Population Survey – Employed persons by detailed occupation, sex, race, and Hispanic or Latino ethnicity
While companies have been slow to make significant progress, a close look at “diversity winners” shows that a systematic business-led approach and bold, concerted action on inclusion are needed to make progress.
National Hispanic Heritage Month, which begins each year on Sept. 15, celebrates U.S. Latinos, their culture and their history. Here are some key facts about the nation’s Latino population by age, geography and origin groups.
A key advertising trade organization is hoping to use new survey data about diversity to improve the industry and foster dialogue.
The U.S. Census Bureau has just released its last batch of race-ethnic population estimates in advance of the 2020 census, with data indicating that the national headcount will reveal a more diverse nation than was previously expected.
The U.S. Census Bureau’s last batch of race-ethnic population estimates in advance of the 2020 census.
Diversity wins is the third report in a McKinsey series investigating the business case for diversity, following Why diversity matters (2015) and Delivering through diversity (2018).
For years, this fast-growing, highly diverse multicultural group has been largely ignored by marketers, for reasons varying from “too many diverse subcultures” to “too many different languages” to “the general market advertising will reach them.” We’re seeing that now, more than ever before, Asian Americans are a galvanized group (the fastest-growing multicultural group in the U.S. with a buying power of $1.2 trillion), presenting more opportunities for brands to build trust and an emotional connection with them.
A new study from Deloitte agency Heat found that representation in ads correlated with an increase in both stock price and public perception.
Washington, DC – Over seven in ten men and women globally (72%) say most advertising does not reflect the world around them. Three in five (63%) don’t see themselves represented in most advertising. Further, almost half of consumers (45%) still see sexist ads that offend them, and 64% feel advertisers need to do more to eliminate traditional or old-fashioned gender roles in their ads.
Fifty-four percent of Americans report feeling as though no one knows them well at least sometimes, if not always. Additionally, at least two in five also say they sometimes/always feel as though they lack companionship, that their relationships are not meaningful, that they are isolated from others, and/or that they are no longer close to anyone.
In the past, industry wisdom has suggested that the best business practice is to separate politics from marketing entirely. That may become less prevalent, however, as young consumers — often the most coveted demographic group by brands — become receptive to or even demanding of more nontraditional representation in their ads.
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