Employee Login

Enter your login information to access the intranet

Enter your credentials to access your email

Reset employee password


FleishmanHillard Wins at 2020 PRovoke EMEA SABRE Awards

June 30, 2020

ST. LOUIS, June 30, 2020 — FleishmanHillard received recognition for outstanding client work at this year’s first-ever virtual EMEA SABRE Awards, presented by PRovoke Media. The global public relations and marketing agency earned an award from both the EMEA SABRE and In2SABRE Awards programs for work on behalf of Viber.

The online ceremony celebrated the region’s SABRE Awards winners, as well as the EMEA In2SABRE, Consultancies of the Year and Decade, and Best Consultancies to Work For honorees.

PRovoke Media’s EMEA SABRE Awards program rewards campaigns that demonstrate notable success in branding, reputation and engagement. Each entry is reviewed by a jury of industry leaders and winning campaigns are chosen from more than 400 submissions.



Winners were announced during the virtual PRovoke EMEA SABRE Awards ceremony on Tuesday, June 30.


Women Corporate Directors, Corporate Competitiveness Comes from Diversity in the Boardroom (Article From eToday)

By Jena Kim

Women Corporate Directors (WCD), on June 25, held a seminar, titled ‘Women Director Empowerment through Capacity Building in the COVID-19 Era,’ at the Lotte Hotel in Sogong-dong, Seoul City. At the seminar, Yvonne Park, the President and Senior Partner of FleishmanHillard Korea, gave a lecture under the theme ‘Enhancing Corporate Resilience in the COVID-19 Era.’ […]

The post Women Corporate Directors (WCD), “Corporate competitiveness comes from diversity in the boardroom…. WCD will uphold the spirit of law (article from eToday) appeared first on Korea.


Race and the Technology Sector’s Reckoning: Questions to Ask Now

By Emily Graham

The technology sector has an outsized role to play in supporting health and economic outcomes, and in enabling people to live better lives. The industry itself has created that expectation, with the promise of improved well-being so often highlighted by tech leaders when they talk about their products and services, partnerships, job creation and investment growth.

But 2020 has brought with it the beginnings of a real reckoning that will see the tech sector grapple not only with its own industry challenges, but also with some of the most difficult moral and ethical questions of our time.

From the privacy concerns associated with the contract tracing tools needed to combat the COVID-19 pandemic, to active debates about the degree to which the lack of diversity in tech builds inherent bias into products and services, it is time for tech companies and leaders to ask themselves how serious they are about lifting up all people equally and improving society.

The research described in this report is focused on the recovery from the global pandemic, and its implications for business and society. But between the time our research was completed and released here, the reality of centuries-old, institutionalized racism and injustice has forced us to take a deep and painful look at our societies and demand that we take urgent action.

The murder of an unarmed Black American named George Floyd at the hands of police in Minneapolis on May 25, 2020, was brutal and shocking, but unfortunately, not a surprise to millions of Black Americans who know that they — or someone they love — could easily have been in his place.

Mr. Floyd’s name was brutally added to the list of killings that includes Trayvon Martin, Tamir Rice, Michael Brown, Eric Garner, Philando Castile, Breonna Taylor, Ahmaud Arbery and too many others over too many years. Sons, daughters, mothers, fathers, friends. Too often America — especially White America — has ignored the value of their lives and the truth of their deaths.

But George Floyd and the 8 minutes 46 seconds that ended his life have not been ignored. They have instead sparked outrage and, as momentum builds behind protests all over the world, the first seeds of optimism that this time change will be real and lasting. The cellphone video that bore witness to Mr. Floyd’s murder generated a call to action and a breakthrough in public awareness, evidence that technology will be instrumental in achieving meaningful change.

Every company has the obligation to take sustained action that will bring fairness and equity to people who have been attacked and excluded for no other reason than the color of their skin. However, as Henry Timms and Jeremy Heimans describe in their book on new power dynamics, the technology industry plays a part in transforming power into current rather than currency and making it available to people regardless of race, class and economic status. That can have a bigger impact on ideas, information and the economy, and thus creates a bigger ethical obligation for tech companies to use their strengths for good. They can do that through the visibility of their words and their substantial donations to good causes, but it must go much further and start with getting the industry’s house in order.

Actions that diversify talent pipelines, increase representation of Black and Brown people, offer pathways to executive leadership and create a true culture of belonging are no longer nice to have. They are central to building trust and reputation.

Here are some of the questions businesses and leaders must ask themselves in order to ensure they are fit for purpose now and in the future:

  • What actions are you taking to build a real pipeline for a diverse workforce?
  • What additional programs and resources will you put in place to recruit and develop more people of color as talent and leaders?
  • How are you defining diversity and considering intersectionality? Are you thinking about women of color and people of color in the LGBTQ+ community? Have you narrowed your focus to board diversity or are you thinking holistically?
  • Have you considered actions to help ensure you have diversity in your supply chain?
  • Are you thinking about converting your contract workers into permanent employees and offering them better compensation as one path to reducing economic inequality?
  • What other actions are you planning to take, if any, that will meaningfully contribute to justice and equity, internally and externally?
  • Are there policies and practices you need to address in order to be more inclusive?
  • Are you committed to regularly listening to your Black and Brown employees?
  • After listening, even if what you hear is unfavorable, are you committed to action?
  • Are you willing to use your voice (including executives), your platform, your channels and your influence to fight against injustices, stand in solidarity with Black and Brown communities and advocate for their rights?
  • Have you been present, passionate leaders or willful witnesses?
  • Have you as individual leaders or as an organization donated to political PACs or candidates that may be perceived as being at odds with commitments to inclusivity and justice?

At FleishmanHillard, we have committed to taking action and accountability in our own organization. We join with leaders in the technology industry calling for equity, and for an end to the passive expectation that things will change over time. Whether it is justice in a court of law, or economic and social justice, justice delayed is justice denied.

Read more from FleishmanHillard’s Recovery and Resurgence Communications: what tech sector pros need to do now report here.


FleishmanHillard Brussels Launches FH2050 Climate and Sustainability Practice

With the launch of its FH2050 climate and sustainability practice, FleishmanHillard Brussels strengthens its offer in the sustainability space. This will help organisations navigate, communicate and engage with the green recovery. Climate change and sustainability have long been significant drivers of European public policy. […]

The post FleishmanHillard Brussels launches FH2050 climate and sustainability practice appeared first on European Union.


COVID-19: Tracing a Pandemic Through Sport

June 24, 2020
By Nicholas Palmer-brown

A highly infectious virus with global pandemic status doesn’t exactly lend itself to playing, viewing or hosting sport. Many sports necessitate extremely close contact, on and, of similar business and cultural importance, off the pitch.

Whether you’re in a rugby scrum or scrumming to get drinks at half time, social distancing and sport are at best, majorly inconvenient – at worst, totally incompatible.

COVID-19’s effect on sport, set against the backdrop of decades of rampant globalisation of tournaments, events and leagues, has therefore been particularly profound. Major global sporting events postponed, and almost all major leagues have been on hold for months.

It is thus an equally tumultuous time for sports marketers, for whom the value of nimble creativity has become business-critical. Simply put, short-term investment in creative resources can be the silver bullet of delivering both immediate impact in response to COVID and long-term brand affinity and recall – think a global footwear brand’s ‘Play inside, play for the world.’

As we move further into the unknown, yet closer to a return to sports, brands and rights holders must take a closer look at how to deploy their rights. Traditional sponsorship amplification won’t help bridge the connection between fans and a sport they can’t get close to. A more nuanced and creative approach has a unique opportunity to bring passion points to the fans.

The complexity and gravity of the situation we find ourselves in has led us to trace sports marketing success stories through the pandemic. What constitutes a timely, meaningful and effective campaign can be grouped into four simple principles – providing important lessons and guardrails as we move forward.

1. Be meaningful: Support struggling organisations with genuine purpose

The financial challenges which many clubs, leagues and administrations find themselves facing present brands with a unique chance to generate a long-standing and potentially valuable affinity with fans.

Brands moved quickly to set-up grants to support communities and industry categories, support women’s football and dedicate resources and product innovation to help key workers around the world.

2. Be entertaining: Transport consumers to their happy place

While the gravity of COVID-19 cannot be overstated, it should in no way inhibit brands from providing light-hearted support to their audiences. Fans are desperate for fun and shareable content to alleviate the weight that everyday life now brings.

International governing bodies have stepped up to celebrate annual events and transport them into people’s homes, whilst partners have sought to get fans as close to the action as possible; leveraging branding rights and access to top talent – also hankering for some friendly competition.

3. Be nimble: Change is the only constant

Exploring cultural tension has always been crucial to a successful campaign. Currently, what is and isn’t feasible or acceptable is shifting on a near daily basis. As a result, the need to be flexible and react to these changes in a way that is both fast enough to retain relevance, but calculated enough so not to appear inconsiderate, is essential.

Organisers of the world’s biggest sporting and mass participation events reimagined live sporting events virtually to keep fans connected whilst others quickly pivoted and financially restructured to help save national charities.

4. Above all — Be ruthlessly creative: Data-driven, creatively charged

Capturing the audience’s attention while sport is on live-pause means the usual playbook is out the window. There is just one rule. To simply give fans something to fill the COVID-19 shaped sporting hole in their lives. The data and insights are there as the yellow brick road, waiting for those brave enough to ideate, innovate and implement.

Both brands and right holders moved ruthlessly to pull data and identify clear and present cultural tension – fans miss sport and are struggling with loneliness in isolation. This tension was met with live, socially charged moments with talent, competitive interaction and innovative product launches.


Recovery and Resurgence Communications: What Tech Sector Pros Need to Do Now

Research, insight and thinking about responsible messaging in 2020 and beyond

Today our president and CEO, John Saunders, is speaking at Collision, termed by Politico as “the Olympics of tech”, on the topic of ‘responsible messaging in a pandemic’.

And frankly, never has the concept of responsible messaging been more important to tech companies – and communications professionals in the tech sector – than it is today.

Working in communications in 2020 – grappling with a global pandemic, economic meltdown, and now an outpouring of righteous emotions focused on eradicating institutional and systemic racism – has left tech sector comms pros dealing with one of the most difficult communications, and frankly ethical, challenges of an entire generation.

On the one hand, so many organisations have been trying to save, adapt, pivot or reimagine their business – strategies less aimed at building a thriving, diverse and fair company, but more focused on surviving a global pandemic.

On the other hand, we’ve borne witness to the abhorrent deaths of George Floyd, Breonna Taylor and Ahmaud Arbery and are grappling with the social and economic impacts of a global pandemic. In this context, employees, customers, policy makers and community leaders all expect tech companies to take a stand, adapt and evolve their behaviors, and do everything possible to support the extraordinary demands and needs of this most critical of times.

So much of the narrative of 2020 is rightly about how tech companies are dealing with the sector’s deep-seated challenges around Diversity and Inclusion; how they’re treating employee needs; whether they’re making commitments to support front line workers; and where they’re providing their software or solutions to help customers deal with the challenging environment.

In short, recovery and resurgence communications in 2020 is not just about economic survival and revival. It is now about social reckoning, emotional recovery, the resurgence and emergence of doing what’s right, for all of society and all stakeholders.

Not surprising then, that research we commissioned at the start of May, even before race rightly became the focal point of our collective minds, outlines a renewed focus on values, culture and purpose on the part of employees. They are telling companies to rethink more than just financial expectations and immediate challenges like return to the workplace. There will need to be a new contract and a new responsibility-focused, values-led conversation between employer and employee moving forward. And race, diversity and inclusion will have to be core to that conversation.

So how do tech sector comms pros navigate all of this? How can they help shore up the company’s immediate term survival, while also keeping one eye not just to the people that will enable its long-term success – employees, customers, partners and the wider stakeholder community – but also on the critical importance of eradicating entire systems and structures that exclude or disadvantage certain communities?

Today, we have launched a report, titled Recovery and resurgence communications: what tech sector pros need to do now, to share practical insights and advice on how to navigate the rest of 2020. Clearly it does not have anywhere near all the answers. But in it, we acknowledge both the opportunities and challenges that lie ahead. There will be a reckoning for tech when it comes to race, diversity and inclusion. There is bound to be a re-appraisal of techlash. We’ll need to evolve comms team infrastructures. There will be an evolution of employees’ expectations on where, when and how they’ll work. And we know there is already a radically different media and events landscape to navigate.

In short, we look to help comms pros not only do what’s needed for business survival, but also do the right thing, on behalf of all stakeholders.


Something To Be Proud Of

June 23, 2020
By Jacob Porpossian

Finally, June is here. After what has been a harrowing start to 2020, we’ve arrived. Pride Month. A time for celebration, parades and love! But, I have to be honest and say that I’m having a hard time feeling all of the things I’m “supposed” to feel during this time of year. For the first time in a long time I’m asking myself, “What’s there to be proud of?”

It was only a year ago that we in New York City celebrated World Pride and the 50th Anniversary of the infamous Stonewall riots. It was special and history making for many reasons. It felt like there was a lot of momentum and a lot of firsts. I was celebrating (after two years of planning) the pinnacle moment of the amazing work done by our OPEN Pride NY chapter to lead and execute Omnicom’s first ever Platinum Sponsorship supporting NYC Pride. I was celebrating FleishmanHillard’s historic decision and announcement from our CEO to include pronouns in our email signatures across our entire global network. I was celebrating the first time I experienced Pride with a loving partner – holding hands unapologetically and experiencing the power, energy and love sent our way while taking part in the iconic parade in New York City.

Members of the OPEN Pride New York Chapter Operating Board, Paul Caruso, Jacob Porpossian, Kendra Clarke, Wayne Hempe (left to right), enjoy New York Pride in 2019.

Today, parades have turned into marches. Ironically, parades have returned to their roots of protest. Sadly, much like the Stonewall riots 51 years ago, we still see queer and trans people of color chanting and demanding to end the injustices they face. Today, we are marching and protesting to end systemic racism, to end police brutality, to hold law enforcement accountable for their actions, to scream at the top of our lungs, “Black Lives Matter.” But we are demanding justice for ALL Black lives. Black Queer lives and Black Trans lives. Why? Because during the past two months alone, Tony McDade, Dominique “Rem’mie” Fells, Riah Milton, Nina Pop, Penelope Diaz Ramirez and Jayne Thompson – all trans people of color – have been killed in the United States. Some, even at the hands of law enforcement. And those are just the ones we know about. So, when we say Black Lives Matter – we mean ALL BLACK LIVES.

Beyond the Americas, anti-LGBTQ+ sentiment is on the rise and as a global agency under an even larger global Omnicom network, I can’t help but think about colleagues in other countries who still can’t be their whole selves, living in fear of persecution, humiliation and, in some cases, with their lives at jeopardy.

So again, I ask myself, what is there to be proud of?

But it’s hard to ignore the moments of hope during this past week. The Supreme Court of the United States passed a historic ruling that now extends the Civil Rights Act protections to LGBTQ+ workers. In Brooklyn, NY more than 15,000 people (including thousands of allies) marched for Black Trans Lives, igniting support from political leaders and prominent figures for change and justice. That’s something to be proud of.

At FleishmanHillard, we launched True Mosaic, a newly developed DE&I offering for clients, made up of a global community of counselors whose diverse, lived experiences reflect the multidimensional world we live in. We announced our first-ever chief diversity and inclusion officer, who will lead us in continuing our path to be the most inclusive agency in the world. We aren’t perfect and we have a lot of work to do. But in our big and currently unsettling world, I want to believe that all FleishmanHillard offices around the globe can be a safe space for those who need it. A space that provides support, compassion, respect and most of all dignity for its people. To be their 100 percent – always.

But it’s important to note that WE did these things – as a FleishmanHillard collective. We raised our hands, we educated, we guided and are holding our agency accountable to follow through. It’s our form of protest for reform, for change. So that we can move forward in a positive way. That’s definitely something to be proud of.

The reality is the words that have come to define the Pride movement have never rang more true, “No Pride for some of us, without liberation for all of us.”

Happy Pride Everyone.

Photo courtesy of them.us.

Jacob Porpossian is a senior vice president based on our New York team where he leads creative, strategy and content. He also serves as a global board member and chair of Omnicom’s OPEN Pride New York Chapter. 


PRSA San Francisco: Black Lives Matter Panel Discussion

June 22, 2020

When: June 25, 2020, 5:30 p.m. PST

Where: Webinar

Register here

As heightened awareness of institutional and systemic racism has transformed Black Lives Matter from a hashtag to a civil rights movement, PRSA San Francisco Bay Area will host a virtual panel focused on how communicators should address race relations and diversity, equity and inclusion (DE&I) in the industry.

FleishmanHillard’s Francesca Weems, account supervisor and San Francisco office DE&I lead, will join other Bay Area-based PR professionals to discuss what communicators can do to enact visible, long-term change.

Upon registration, attendees will receive webinar details via email. Visit PRSA San Francisco Bay Area’s website for more information.


COVID-19 Pandemic Perspectives: Medical, Legal and Ethical Perils in the Workplace

June 18, 2020

When: June 29, 2020, 12 p.m. CST

Where: Webinar

Register here

FleishmanHillard will host a webinar discussion about the legal, ethical and medical issues associated with various risk management approaches in returning to work and access to services during COVID-19.

FleishmanHillard’s Anne de Schweinitz, global managing director, Healthcare, and Mark Senak, senior vice president and partner, will be joined by Dr. Kristian Andersen, infectious disease expert at Scripps Research Institute, and attorney Chai Feldblum, former commissioner of the Equal Employment Opportunity Commission (EEOC) and Director of Workplace Culture Consulting at Morgan, Lewis & Bockius LLP.

Together, they will address the value of antibody testing, immunity passports, employee rights to privacy during a pandemic and many more issues stemming from the impact of COVID-19 on the workplace.


FleishmanHillard Appoints Emily K. Graham Agency’s First Chief Diversity and Inclusion Officer

June 17, 2020

Agency Launches True Mosaic – New Diversity, Equity and Inclusion Offering for Clients

ST. LOUIS, June 17, 2020 – FleishmanHillard today announced the appointment of Emily K. Graham (she/her) to chief diversity and inclusion officer, the first in the agency’s history. In this role, she will be responsible for accelerating Diversity, Equity and Inclusion (DE&I) as a critical business priority across FleishmanHillard’s global network, while continuing to provide top-tier client counsel through her leadership of True Mosaic, a newly developed DE&I offering for clients. This new offering will complement FH Perspectives, the agency’s internal engine for DE&I. Graham will report to John Saunders (he/him), president and CEO, and J.J. Carter (he/him), chief operating officer.

“Delivering equity requires urgent leadership, the breaking of cycles and decisive action to bring about change. Appointing Emily to this new role is the first of many actions to come,” Saunders said. “Emily is a brilliant leader within our agency. Her ability to influence and galvanize others to a common ambition make her the right person to lead us forward in our DE&I journey. Diversity is our business; it must be center to all we do and talk about. As we reignite our ambition to be the most inclusive agency in the industry, we must show up in a distinct way with our colleagues and clients. Emily already touches many critical parts of our business; in this role she’ll be 100% focused on helping us take action, enable meaningful change and measure progress.”

In her new role, Graham will work alongside a global DE&I taskforce to analyze recruitment, retention, compensation, training and development opportunities for colleagues. The focus will be on achieving racial and ethnic progress in the way FleishmanHillard has long done with LGBTQ+ and gender equitability, as recognized by the Human Rights Campaign and National Association of Female Executives. She also will lead True Mosaic, a global community of multicultural counselors whose diversity of lived experiences reflects the multidimensional world we live in. In addition to deep knowledge and expertise – spanning a range of disciplines – each colleague on the team brings their unique perspective and world view. The counselors are dedicated to cultivating outside-in DE&I expertise; advancing DE&I strategies for clients; navigating complex topics with informed and timely counsel; and advancing DE&I thought leadership across FleishmanHillard’s network and our industry.

“Diversity, Equity and Inclusion is not only a human rights issue, it’s a differentiator of an organization’s value proposition and a litmus test for its readiness to navigate the reality of the world we live in,” Graham said. “As our agency undergoes a critical transformation by integrating DE&I into every aspect of what we do, I am eager to lead our journey. Together, we are committed to being explicit in our conversations and constant in our work both internally and with our clients. There is a new reckoning and we must confront that every aspect of operations will be under scrutiny – license to operate, employee engagement and reputation will all be impacted by what is said – and more importantly, done – now and in the future.”

Graham has served on FleishmanHillard’s leadership Cabinet the past two years and previously co-led the Financial and Professional Services sector group for the Americas. She has deep experience developing integrated communications strategies in the corporate and financial space and counseling the C-suite. In 2020, Emily was honored as a Top Woman in PR by PRNews and a 40 Under 40 Honoree by Crain’s New York Business. Before joining FleishmanHillard in 2017, Graham held senior positions at MWWPR and Burson-Marsteller.

Emily K. Graham, chief diversity and inclusion officer

About FleishmanHillard
FleishmanHillard specializes in public relations, reputation management, public affairs, brand marketing, digital strategy, social engagement and content strategy. FleishmanHillard was named 2019 PRWeek U.S. Outstanding Large Agency; 2019 Holmes Report North America Large Agency of the Year; ICCO Network of the Year – Americas 2017-2019; Agency of the Year at the 2017 and 2018 North American Excellence Awards; 2018 Large Consultancy of the Year by PRWeek UK; PR News’ Best Places to Work in PR 2016-2018; Human Rights Campaign Best Places to Work for LGBTQ Equality 2018-2020; PR Awards Asia 2017 Greater China Agency of the Year; and NAFE’s “Top Companies for Executive Women” 2010-2020. The firm’s award-winning work is widely heralded, including at the Cannes International Festival of Creativity. FleishmanHillard is part of Omnicom Public Relations Group, and has 80 offices in more than 30 countries, plus affiliates in 50 countries.

About Omnicom Public Relations Group
Omnicom Public Relations Group is a global collective of three of the top global public relations agencies worldwide and specialist agencies in areas including public affairs, marketing to women, global health strategy and corporate social responsibility. It encompasses more than 6,300 public relations professionals in more than 370 offices worldwide who provide their expertise to companies, government agencies, NGOs and nonprofits across a wide range of industries. Omnicom Public Relations Group delivers for clients through a relentless focus on talent, continuous pursuit of innovation and a culture steeped in collaboration. Omnicom Public Relations Group is part of the DAS Group of Companies, a division of Omnicom Group Inc. (NYSE: OMC) that includes more than 200 companies in a wide range of marketing disciplines including advertising, public relations, healthcare, customer relationship management, events, promotional marketing, branding and research.​