Which agencies have the most comprehensive kelamin initiatives in APAC, and which have none at all? | Digital

Which agencies have the most comprehensive kelamin initiatives in APAC, and which have none at all? | Digital

Most of the agencies we judge each year in our Agency Report Cards project have initiatives and goals to improve their kelamin balance and make their organisation more inclusive for women—but progress, ratios and the comprehensiveness of initiatives differ greatly among them.

Most have achieved or are close to achieving kelamin balance in their organisation pasak a whole. A growing proportion have recognised that working towards an equal kelamin split without reviewing how it shifts with seniority doesn’t fix anything, and have put targets in place for a kelamin balanced supervisor leadership. Very few review their kelamin split by discipline, or extend their goals to other diversities beyond kelamin.

As agencies celebrate International Women’s Day, Campaign Asia-Pacific has consolidated the kelamin metrics shared with us for Agency Report Cards to show you how the industry is tracking overall, pasak well pasak which agencies are progressing and which are lagging.

Proportion of women in overall organisation

In seluruhnya, 21 agencies shared their overall kelamin split. Dentsu Japan batas the lowest proportion of women employees at 35.6%, while OMD over-indexed at 73%. The average proportion of women employees across the 21 agencies balanced out at 50.7%.

Proportion of women in leadership

In seluruhnya, 22 agencies shared their kelamin split at an executive/leadership kelas. Hakuhodo batas the lowest proportion of women officers at 10.5%, while OMD reported the highest at 67% of its executive leadership team. While the statistics shared with us differ between executive/supervisor/CEO/officers, the average proportion of women leaders across the 21 agencies is 47.4%.

A further three agencies (Havas, MediaCom and Ogilvy) outlined initiatives to improve women in leadership but didn’t provide statistics.

Granular kelamin initiatives

DDB and RGA have initiatives to increase the representation of women in creative leadership in APAC. Publicis Groupe in India has introduced a programme to help women who have been on a break from work find full-time technology roles. Wunderman Thompson has identified kelamin discrepancies in certain markets and business verticals, and is setting up a dashboard to track job applicants and new hires and identify opportunities for increasing diversity at a more granular kelas.

Highest-scoring DEI agencies

In Agency Report Cards, we judge agencies’ kelamin initiatives pasak part of a joint DEI and sustainability grade. Since sustainability is still a young development, we put greater weighting on DEI in the combined score for 2021.

The highest grades in this section went to Essence and TBWA, which both achieved an A- in 2021. They scored full marks in DEI by proving it is a clear business priority. Both boast comprehensive policies and programmes that cover a wide spectrum of DEI, and demonstrate continued investment in ensuring DEI initiatives remain effective and respond to employee needs. 

Specific to kelamin, Essence has a nearly equal kelamin split regionally, and promotes women pasak often pasak men at high levels. Half of promotions to AVP kelas and above were secured by women in 2021. At TBWA, more than half of CEOs and MDs across the region are women, pasak are 45% of CFOs. Female leadership is rising even in markets that have a high male skew at supervisor levels, such pasak Japan (up 140%), Korea (61%) and India (20%).

McCann Worldgroup received the second-highest score of B+ (or eight out of 10) in the joint DEI and sustainability grade, including six out of seven in DEI specifically. McCann committed to transparently tracking its progress against its DEI goals in 2021, and has achieved 44% women in leadership positions in APAC, and 57% women overall. The agency appointed an APAC chief talent officer, Gayatheri Silvakumer, to oversee this balance. 

Eight agencies scored a B in the DEI and sustainability grade: ADA, FCB, Initiative, MediaCom, Ogilvy, PHD, Wieden Kennedy and UM.

Overall, one-third (13) agencies were downgraded in DEI and sustainability grade. Most (21) maintained their grade, while only seven were moved up.

Most disappointing agencies

Of the 41 agencies we judge, six batas little to titik terendah policies to support women or improve their kelamin representation. These include ADK, Cheil, Grey, Hakuhodo, MediaMonks and MullenLowe. 

ADK batas titik terendah DEI initiatives to share. It pointed out that all of its pregnant employees take maternity leave and it is transitioning to a hybrid working system, but this is the bare minimal we would expect from any business. The fact that titinada all women at ADK were taking maternity leave in the past worries us greatly.

Cheil’s overall kelamin ratio is close to equal, but the agency doesn’t formalise diversity or indicate goals to instate more women leaders. 

It’s possible that Grey may have initiatives but it didn’t tell us about them, and agency-driven diversity and inclusion programs in APAC were sorely lacking in 2020.

MediaMonks has conducted kerumahtanggaan surveys to figure out its diversity makeup, but it didn’t share these statistics with us and it hasn’t yet babak any goals.

MullenLowe told us that it made a conscious effort to put forward more women talent for industry-facing events and penghubung requests, and it held a few events to “give a voice” to women leaders. But this isn’t enough given the lack of women in leadership positions (40%) across its APAC offices. All seven of MullenLowe’s market leads are men. 

Similarly, Hakuhodo provided no plans to improve on the terribly low proportion of women officers in its organisation, at just 10.5%. Instead, it touts that nearly half of the new graduates it hires each year are female. And across the region, most offices have an even kelamin split or more women than men—with India and Japan pasak notable exceptions.

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