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Building a New Model

Building a New Model

Hannah Lees

Hannah Lees

April 10, 2018

Hannah Lees, senior account manager at Havas Media and named among Campaign's 2017 Faces to Watch, shares her lessons from the ladder.

"We need to drive action and change, rather than simply talking about it."

CampaignLive UK

By Hannah Lees
Senior Account Manager, Havas Media UK

April 6, 2018

 

With the plethora of content around gender diversity flooding our media environments, you’d be forgiven for thinking the media industry is not only driving the prominence of gender diversity but also instigating action. Less talk, more action.

Sadly, you’d be wrong.

According to the Global Gender Gap Index study, gender parity has shifted into reverse for the first time since the World Economic Forum started measuring it. The reality is we’re looking at an eye-watering 217 years until global gender parity is achieved. The countries that have made considerable progress are poised for growth and success yet, for many, female talent remains one of the most underutilized resources for industries and businesses alike.

We know that, globally, businesses are losing out on growth and competitiveness through their inability to build structures that are dynamic and inclusive. Even within the UK, economic gender parity could add an additional £180bn to GDP.

So, whilst it should not simply be the significant economic dividends that encourage us to take a long hard look at our policies, one thing is certain: through lack of equal opportunity and integration, key skills, ideas, and perspectives are not being leveraged or used to shape businesses to their full potential.

The IPA’s 2017 Diversity Survey laid bare how poorly the media industry is performing. The number of women moving up to senior leadership has moved by 0.6% since 2016. Overall, BAME figures have moved by 0.7%. In addition to this, it has been acknowledged that, once women get to middle management, rising female talent grinds to a halt.

Ultimately, the consensus is that, while the issue has prominence now, change starts on every agency floor. We need to drive action and change, rather than simply talking about it. It’s a large task but can easily be understood as both a short and long-term challenge. Short term, we can make small changes to our hiring pipeline and process. Longer-term, we instigate actions within our communities which scratch away and work deeper to change the status quo.

Read the full article.

"We need to drive action and change, rather than simply talking about it."

CampaignLive UK

By Hannah Lees
Senior Account Manager, Havas Media UK

April 6, 2018

 

With the plethora of content around gender diversity flooding our media environments, you’d be forgiven for thinking the media industry is not only driving the prominence of gender diversity but also instigating action. Less talk, more action.

Sadly, you’d be wrong.

According to the Global Gender Gap Index study, gender parity has shifted into reverse for the first time since the World Economic Forum started measuring it. The reality is we’re looking at an eye-watering 217 years until global gender parity is achieved. The countries that have made considerable progress are poised for growth and success yet, for many, female talent remains one of the most underutilized resources for industries and businesses alike.

We know that, globally, businesses are losing out on growth and competitiveness through their inability to build structures that are dynamic and inclusive. Even within the UK, economic gender parity could add an additional £180bn to GDP.

So, whilst it should not simply be the significant economic dividends that encourage us to take a long hard look at our policies, one thing is certain: through lack of equal opportunity and integration, key skills, ideas, and perspectives are not being leveraged or used to shape businesses to their full potential.

The IPA’s 2017 Diversity Survey laid bare how poorly the media industry is performing. The number of women moving up to senior leadership has moved by 0.6% since 2016. Overall, BAME figures have moved by 0.7%. In addition to this, it has been acknowledged that, once women get to middle management, rising female talent grinds to a halt.

Ultimately, the consensus is that, while the issue has prominence now, change starts on every agency floor. We need to drive action and change, rather than simply talking about it. It’s a large task but can easily be understood as both a short and long-term challenge. Short term, we can make small changes to our hiring pipeline and process. Longer-term, we instigate actions within our communities which scratch away and work deeper to change the status quo.

Read the full article.

Hannah Lees is a Senior Account Manager with five years industry experience; delivering integrated media campaigns and premium client servicing.

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