Objective: be the first agency to reflect the make up of UK society
It’s a bold objective. But we believe it’s the right thing to do, and also essential if we want to maintain our ability to advise our clients on the best way to communicate with all their audiences.
Our approach is to transcend mere box ticking and to create a genuinely inclusive culture.
We believe that to do this, we need to successfully shift six Cultural Levers:
It’s not easy to spend a day at MediaCom without encountering clear messages that the agency values all individuals. As a result, our meeting rooms are named after individuals who have bravely championed inclusivity.
Signals from Senior Management:
CEO Josh Krichefski is a trustee of Futureversity, a charity designed to help give disadvantaged young people the social and psychological capital they need to get on in life.
Karen Blackett, our Chairwoman, set up the Apprenticeship Scheme at MediaCom – the first government-backed apprenticeship scheme in our sector.
We have a dedicated Head of Diversity and Inclusion, Nancy Lengthorn, a point of contact for anyone who wishes – or needs – to discuss any issues in this area.
Mental Health Awareness
We hosted numerous sessions including mindfulness training (which we’ve integrated), we publicly shared personal stories with each other, made personal pledges and held sessions to treat mental health like a client brief.
International Women's Day
We hosted sessions that gave our staff access to Q&A panels. Topics covered Women in Sport, Part Time Working, Breaking Boundaries and Female Ambition.
We run quarterly events which focus on helping employees to feel comfortable bringing their authentic selves to work. These are championed by our Diversity & Inclusion network.
We have a strong network and regularly host events that bring our LGBTQ+ community together. These events range from quiz nights to networking to attendance at London Pride.
Active, ongoing support for individuals:
We offer Autism and Dyslexia training to our staff and have changed our recruitment processes to ensure that we attract and support neurodiversity.
We offer pre, during and post maternity coaching to ensure that employees are well equipped for the impending changes to their life and supported by their company.
A programme designed to facilitate conversation between managers and team members around employees’ priorities in life and how to achieve a good blend of work life balance.
We have recently aligned ourselves with the Hire Me My Way (TimeWise) campaign and have announced that all jobs will be considered on a flexible basis.
For our entry level schemes, we have removed all education criteria and have unearthed some of our best, most exciting talent.
We regularly host Insight days for young people, giving them the opportunity to get a sense of whether they can see themselves working in the industry.
We also partner with an organisation called Key4Life and provide work placements for young men leaving the prison system.
We have recently started working with returning talent, currently unable to work due to lack of support from employers or inflexibility around part time working.
We have a long standing relationship with disability charity Scope and have worked with them to hold ‘Employability Sessions’ for candidates with severe disabilities.
We are also working with an organisation called “All About Trans” and are currently embedding these learnings in the agency.
Accountability and Measurement:
Data & Audits
We are leading a cross industry diversity project and have created a diversity survey that enables all participating agencies to understand their true make up.
Our data is currently being audited via mental health organisation Mind so we can benchmark ourselves to make further improvements.
We’ve partnered with The Empathy Business and have an internal team of Empathy Ambassadors to help us drive a more empathic and inclusive culture.