Page 15 - rr-2020-diversity-advertising-marketing-industry_Neat

KEY ACTION STEPS TO IMPROVE DIVERSITY
WITHIN THE MARKETING DEPARTMENT

Set Goals and Track Progress
• Increase the diverse talent pipeline for executive, mid-level, and entry-level marketing positions with
a goal of 40 percent multicultural representation; our marketing talent must accurately reflect the
consumers we serve.
• Quarterly diversity scorecard measuring progress toward meeting goals for women and people of color.

Employee Referrals
• We have seen a lot of benefits in our diversity hires with the promotion of our employee referral bonus.
Much of the diverse talent that we have brought on over the last year or so has been directly from
employee referrals.
• More focus on internal recommendations from our diverse teammates for open positions.

College Recruiting/HBCUs

• Leverage relationships with HBCUs for future talent and recruitment.
• Intentional recruiting at campuses with strong and diverse presence to reach these students early
in their job explorations.
• Increase number of people of color on core school recruiting teams.

Internships

• Creating specific internship programs for diverse students.
• We have shifted our internship programs to have a heavier emphasis on diversity. By partnering with
AEF’s MADE, for instance, we’ve been able to bring in fantastic and well-qualified fresh grads.
• Target number of diversity intern/full-time offers; conversion rate of interns to FT.

Location
• Allowing for remote work instead of having to be based in our HQ city has helped us include non-local
diverse talent.
• Opening up offices outside of San Francisco (where we are headquartered) has helped.

15 // A Diversity Report for the Advertising/Marketing Industry