token man in quotes

Gender Diversity In Quotes

Token Man is an initiative to give men a better understanding of

the challenges women face when in the minority

So far we have interviewed over 14 CEOs from the creative industries and have at least 10

more lined up

Here are some of the best bits

Why is Diversity important?

“The best work happens when very different minds and disciplines come together. Creative

collisions are how new things happen. The ferocious need for diverse and varied thinking

demands we have the same diversity in the makeup of our companies.”

Nils Leonard, Ex CCO & Chairman of Grey London

“Diversity of thought comes from diversity of talent and so I think that the quality, the

relevance and the acceptability of our work is driven by our talent. If you have an imbalance

and a lack of diversity, that’s going to adversely affect the work.”

James Whitehead, CEO of J. Walter Thompson

“The cost of excluding women and them not succeeding in their careers is huge. If you add up women, LGBT people, people of different ethnic origins or different religions who can

feel excluded from the workplace, it’s a huge pool of talent you’re missing out on.”

Micheal Brunt, CMO of The Economist

“I think women are just as valuable to this industry as men, if not more so — they are

better team builders, better managers and are better for our clients for those reasons”

Daren Rubins, CEO of PHD Media

What are some of the key challenges?

“The challenge of equality and respect. Cindy Gallop’s whole thing about ‘changing the ratio’ is a powerful message yet people overlook it

too readily. When women are given, and deserve, opportunities, their voices are often

not enough engaged and/or bought into.”

Toby Southgate, Worldwide CEO for The Brand Union

“Firstly, role models are hard to find. Secondly, women aren’t as comfortable

negotiating on their own behalf as men, which impedes upward mobility.”

Howard Belk, CEO of Siegel + Gale

“I think those are the two main challenges: issues for working mothers; and the behaviour

that is engendered in agencies that makes it difficult or challenging for women to be in a

management position.”

Allan Blair, Head of Strategy @ Tribal Worldwide

Tackling the parental issue

“If you create a culture of warmth and support it should be absolutely normal for any new parent

to ask for flexibility and that includes Fathers. Whether that’s that they’d like to drop their kids

at school, or be home for bath time.”


On recruitment

“You have to positively discriminate, and we do that in a couple of ways. It’s about where you cast your net, opening up to all possible recruits. Recruiters often look at you and go out looking to hire a mini

version of you. This is the last thing we want. We tap into networks such as a black leaders’ network and we mine these groups for senior talent, similarly for

women.”


“Don’t hire someone like yourself, try and hire your opposite. Someone you could imagine yourself

coming to work with but someone who will make you more complete and challenge you in the things you’re

comfortable in.”

Dale Gall, CEO of MullenLowe Profero

“You cannot conduct an interview at Facebook unless you’ve had unconscious bias training. The training was just so interesting because

by nature you’re not conscious of it!”

Steve Hatch, MD of Facebook UK

“[Apprenticeships are]…. really important. Agencies tend to be very white and middle class, as well as having a gender diversity

issue. Apprenticeships allow us to bring people into, say UX or strategy or social

media, who wouldn’t ever usually have had that opportunity.”


On work/life balance

“Companies are nuts not to provide a good work/life balance.…. I encourage flexible

working for everyone so parents don’t feel they are the only ones doing it, leading to

feelings of guilt. It’s becoming the norm in my team and I’m extremely pleased with their

output.”


What’s the one thing you would have liked to have done

differently?

“It would be about bringing more young women into the industry and encouraging

them to stay in the industry.”


What’s your advice to women?

“My advice is to take a look at a firm before you join it and see how women are

represented in the senior ranks. Are there women Senior Designers and what has their career path been? Don’t be afraid to ask the

tough questions.”


“As a female Creative Director you have the highest value of anyone in the industry. A

female CD is priceless. So I would say — you have enormous value, recognise that. A third

of our creative directors are female by the way.”

Richard Warren, Ex CEO MullenLowe

“Talent is scarce; understand your worth to the organisation. If you’re contributing and delivering on the commercial imprint to the organisation, you’re worth a huge amount. Your work/life balance has absolutely no

bearing.”


“Be ruthless about finding a culture that’s going to enable you to thrive. This means a

culture where you have a great role model/s, cohorts and are nurtured. Also you’ve got to

want to be great. So you need to be in a place that wants to be great.”


“Make sure that you prioritise and fight for continued training in the workplace. I read

somewhere that according to new research, women are less likely to receive workplace training than men, and men are more likely than women to receive a pay rise following

training.”

Karen Blackett, Chairwoman at MediaCom

And to men?

“If you feel awkward discussing gender diversity, get over yourself, your

awkwardness is not really the issue! Lets help other people feel empowered so we can get

to the day when women feel the system is working for them.”


“Hire strong female leaders in your business and create the conditions for them to succeed.

In doing so, create the role models for others but also if you listen, the ones who will change

you and as a consequence, evolve the culture.”


“Show more warmth to your team. We spend far too long at work for there to be politics, ego, aggressive behavior. Coming into work should

feel like being part of a family, to feel supported by your colleagues and surrounded by people

who want you to do well.”


“Be hyper aware of interaction dynamics within teams, and ensure people are

responding to the quality of the idea and not the source. Men need to be on the lookout for

any bias they see and stifle it.”


“Being as active a parent as their spouse. Equal parenting means equal working

opportunities.”

Richard Warren, Ex CEO MullenLowe

“Stay open. Remember that the more varied and powerful your colleagues, the more you

grow.”

Nils Leonard, Ex CCO & Chairman of Grey London

“[Avoid] topics like the sports results. Throw open the discussion and be thoughtful about including everyone. Also be respectful that

people can’t always go for drinks after work. Whether you like it or not, that’s where the

meeting carries on and the discussion continues. Don’t do it. .”


“I would like everyone to think they are always being watched. Would you be happy watching yourself or hearing yourself in your

interactions with colleagues?”

Toby Southgate, Worldwide CEO for The Brand Union

“Come along to some networking events. Know your own stats for your own

organisation. Go through unconscious bias training..”


Tips for CEOs

1. Create an environment where women can thrive 2 Champion female development in the

organization 3 Make sure there is no gender pay gap in our

company. 4 Create an environment where returning mothers don’t just feel like they are returning because they

need the money. ”


Role Models

“Sheryl Sandberg because she has an incredibly analytical mind, and incredibly

compassionate heart. Two super powers in business.”


“Tess Alps. As a female sales director, she broke boundaries. I think she was a pioneer at

PHD in terms of the craft of planning and media not just being about buying. I think

what she created at Thinkbox shows her skill at collaboration; getting loads of different

forecasters to come together as one is a skill..”


Our favourite gender diversity hacks

“We also offer our mums maternity coaching from maternity coaching experts, Talking Talent.

This is in the form of 3 sessions (before, during and after maternity leave)”

“Project Blend is an app that allows conversation between a manager and their

team members to help them understand what the most important blend in their life is — the

important elements, and to understand how to blend those elements with work”

A return to work bonus for all retuning mums as well as a baby bonus for mums and dads

Thanks@token_man

www.tokenman.org

http://www.tokenman.org

token man in quotes

Leadership & Management