of our Black colleagues in advertising don’t feel they belong in our industry – this has to change.
The All In Action Plan was developed using data from the 2021 All In Census, you can download the full 2021 report below. The 2023 data shows that these actions are still very relevant today and the action plan will evolve over time to reflect latest findings.
of our Black colleagues in advertising don’t feel they belong in our industry – this has to change.
reported discrimination due to ethnicity vs 3% of people overall.
of Black respondents reported that they are likely to leave the industry due to a lack of inclusion and/or discrimination experienced.
have experienced verbal harassment at work.
more likely than the industry average to experience racial discrimination.
of C-suite leaders are Black.
Firstly begin by talking to your People and DEI teams and together, highlight relevant sponsorship programmes available to you. You can develop one internally using resources you currently have, or use one of the options below:
Register for the BRiM sponsorship programme, designed to to dismantle systemic barriers and accelerate the careers of promising Black talent in the marketing and advertising industries. The next cohort will take place in March 2025.
Download and adopt the BRiM Sponsorship toolkit. The second section (pages 18-86), contains materials and resources to support in delivering an internal programme.
Join the BRiM community to receive regular updates.
advertising practitioners with a disability are likely to leave their company – we have to retain this talent
across the board with 22% likely to leave their organisation compared to 12% industry average.
are made to feel uncomfortable in the workplace compared to 12% of non disabled.
Those defined as disabled are under - represented. 9% vs 14% in the working population and 20% in the working age population
in the UK have accessibility needs, yet they are unable to talk about it at work. This would be a vital step in moving towards better inclusion for people both within your organisation and those interacting with your business.
– as per the Disability Equality Act (2010). If you are unable to make reasonable adjustments, then you could be sued for discrimination.
The number people from a professional/privileged background outnumber working class people by – we need to open up our industry to all
of the industry have a degree compared to 48% of the UK working population
Those from professional backgrounds are significantly over-represented
Those from working class backgrounds are under-represented
Those attending an independent/fee paying school between the ages of 11-16 are over-represented.
This increases to 28% at C-Suite
of those from the most disadvantaged backgrounds are significantly more likely to leave the industry compared to just 12% industry average.
women than men believed parental leave negatively impacted their career progression
of women versus men believed that working part-time negatively impacted their career
worked part-time due to childcare responsibilities (vs 16% of men)
believe their company doesn’t treat everyone equally based on their gender. This was significantly higher amongst ethnic minorities
more likely to be personally discriminated against because of their gender than men
are likely to leave the industry because of lack
of inclusion or discrimination experienced
Take the Flexible First Checklist
an assessment tool for your organisation’s progress with flexible working and identifies where you need to take action. This recently updated assessment only takes 10-15 minutes to complete
Download the Flexible First toolkit
actionable advice on how to adopt flexible working, and helps organisations identify and overcome any hurdles they may encounter along the way.
Get the business case for flexible working
and the benefits to your whole workforce, regardless of gender, and learn how flexible working directly helps to close your organisation’s gender pay gap.
of Asian respondents reported that they are likely to leave the industry due to a lack of inclusion and/or discrimination experienced
of Asians reported discrimination due to ethnicity vs 3% of people overall
respondents are likely to leave the industry due to a lack of inclusion and/or discrimination experienced
than their White colleagues to have been excluded from events or activities at their company in the last 12 months (12% Asian vs 6% White)
to believe that on average, religion will hinder someone’s career, 14% compare to just 3% of White people (19% of Pakistanis and 24% of Muslims)
than White respondents to have faced obstacles in their career progression which they believe is due to who they are (25% Asian vs 12% White)
Be curious – Collect data, speak to your employees. Understand and recognise religious and cultural differences. Appreciate the diversity between Muslims, Sikhs, Hindus, Buddhists, Jains and other religious sects
Mentoring/coaching – Should be matched to the specific to the needs of your Asian employees
Employee Resource Groups/Partnerships – Keep them informed, engage with them and listen to their suggestions. Bring in support where needed
Diet/fasting – Cater for these needs with your on-site dining choices and at company events, some businesses have joined in the fasts to show solidarity
Alcohol – Be aware of individual preferences, especially at company meetings and events
Prayer room and washroom facilities – Should be made available in your workspace if possible
Holidays – If certain religious and cultural holidays are important to your employees, could they swap these dates for other paid bank holidays and work those instead? Or would they prefer to work from home on those days?
Note: Every employer and employee is different, communication will help to achieve the right solution for both parties. Employee responses must be voluntary as some people may not wish to disclose their preferences. Explaining why you are asking – i.e. to accommodate everyone’s needs – is critical.
Use our guide which has been developed by the All In Asian Working Group
This session went through the key findings from the All In Census regarding the representation and experience of Black people within the industry as well as how to use, and get the most out of the BRiM (Black Representation in Marketing) framework.
of respondents were aged 55-64 compared to 17% of the UK working population
were 45-54 versus 23% of the UK working population
and 43% of the 55-64 age bracket feel age limits their career
in the 55-64 age bracket have felt personally discriminated against due to their age
are aged between 25-34 compared to 23% of the UK working population
Shared Experiences policy – a step-by-step guide.
Ageism exists within the advertising, media and marketing industry. The retention of older talent is mainly within c-suite roles despite the working population getting older and working for longer.
People over 40 are leaving the industry for a number of reasons including caring responsibilities, lack of more flexible working opportunities and the industry’s unconscious bias around youth. Older people often don’t feel valued, seen or feel that they belong.
Shared Experiences is a reverse learning programme which pairs those with more than 15 years experience working in the UK advertising industry with those who have less than 5 years experience. The programme has been designed to provide a mutually beneficial opportunity to learn, unlearn and relearn from each other.
Download our Shared Experiences policy
during the pandemic whilst experiencing a 23% surge in demand for its services. They cannot continue their vital support to the industry without your help
of those with mental health conditions were aged under 34
of those with mental health conditions are likely to leave their company due to a lack of inclusion and/or discrimination (compared to 12% across the industry)
of people with mental health conditions have made their company aware of their condition (42%)
with mental health conditions feel consistently anxious in their job (vs 29% industry average)
with mental health conditions are likely to feel undervalued compared to colleagues of equal competence (vs 28% industry average)
Donate as an organisation or as an individual via JustGiving and make a difference to those industry individuals who are suffering
Signpost to your staff. Let employees know about the wide range of free NABS services to help support wellbeing from therapy and coaching to financial grants and advice
at C-suite compared to 10% across industry
report a mental health condition vs 12% industry av. and 45% report stress/anxiety vs 31% industry av.
the percentage of LGBTQ+ colleagues are disabled compared to the industry average (21% vs 9% respectively)
to feel consistently anxious in their job (38% vs 28% heterosexual)
to have been made to feel uncomfortable in the workplace (20% vs 13% heterosexual)
are likely to leave the industry due to a lack of inclusion or discrimination
Why is using pronouns important?
Pronouns provide:
– A signal to non-LGBTQ+ people that inclusion matters
– A signal to LGBTQ+ colleagues that they are accepted, respected and welcome to be out if they wish
How can this be implemented effectively in the workplace?
– Leadership must start the process and be unified and consistent in their support
– Colleagues should be engaged and informed in a timely, open, and transparent way
– HR and D&I colleagues should be ready to support individuals who may be triggered by the activity
– Colleagues should be encouraged to participate although no-one should feel uncomfortable through their involvement
– Review your wellbeing support and ensure it has LGBTQ+ specific support services on offer
– If colleagues object, participation is completely voluntary. Non-participants should not be isolated or discriminated against
– Encourage the use of gender-neutral language in day to day conversations/comms and ensure they are in all employee communications including employment contracts and employee handbooks
This video helps to explain more about Pronouns
