Employee Login

Enter your login information to access the intranet

Enter your credentials to access your email

Reset employee password

Article

2021, An Algorithmic Society

December 31, 2020
By Jena Kim

2020 will forever be associated with the COVID-19 pandemic. It has brought the world to the threshold of a new digital future. […]

The post 2021, An Algorithmic Society appeared first on Korea.

Article

FleishmanHillard Named Three-Time Finalist at PRovoke Innovation SABRE Awards (In2SABRE) — North America 2021

December 21, 2020

ST. LOUIS, December 21, 2020 – FleishmanHillard earned three shortlist nods at the Innovation SABRE Awards (In2SABRE) — North America 2021 for its FH Perspectives initiative and exceptional client work on behalf of Fitbit.

Presented by PRovoke Media, the In2SABRE Awards program – North America recognizes campaigns that demonstrate excellence in branding, reputation and engagement through an innovative lens. The shortlisted campaigns were selected from more than 700 entries submitted across 60 categories.

  • FleishmanHillard, “Expanding FH Perspectives with True MOSAIC” (Most Innovative Diversity, Equity and Inclusion Initiative)
  • Fitbit, “Future of Fit” (Best in Online/Virtual Events)
  • Fitbit, “Future of Fit” (Best in AI/Virtual Reality/Augmented Reality/Immersive Technology)

Winners will be announced during a virtual In2SABRE Awards – North America ceremony in Q1 2021.

View the complete list of finalists on PRovoke Media.

Article

What Makes FleishmanHillard in Brussels Unique: A Diverse Office with 15+ Nationalities and Languages

December 18, 2020
By Mette Grolleman and Haven Hightower

Diversity looks different around the globe. At FleishmanHillard (FH), we believe in the power of perspectives and teams that reflect the world we live in and the stakeholders and clients we serve. Fostered through our FH Perspectives initiative, our best thinking, creativity and results come from the diverse talent and experiences within the agency.

Brussels — the capital of the European Union — is home to 24 official European languages, most of which you will hear any given week in the FleishmanHillard Brussels office. Today, we’re highlighting our Brussels office and sharing what some of our colleagues based there believe make FleishmanHillard a unique and values-driven place to work.

Mette Grolleman, general manager (Home country: Denmark)

“Part of what makes FH Brussels such a unique and special place to work, is the diversity of the people working here. Europe and its many different languages and cultures are embedded in Brussels, as the capital of Europe! Here we are brought together from all over the world, all with a burning passion for politics and for serving our clients to the best of our ability.”

“The diversity is unique, as 15+ different languages are spoken and 15+ nationalities are represented at FH Brussels, all bringing their different perspectives into the work we do. I am immensely proud and grateful to be able to work in such a diverse environment, where we all respect and care for each other, and come together with one common purpose – building a business that respects and values all perspectives – and in that way helps our clients navigate their many different issues the best way possible.”

Robert Wright, senior vice president, Environment and Chemicals (Home country: Ireland)

“Of all the places I have worked and visited on business, there is nowhere which possesses such a wide set of cultural reference points. The fact that we are able to speak to clients and stakeholders – literally – in most or all of those official languages means that the FH Brussels team provides and enables a hub for addressing strategic and business investment issues in the EU, and even globally.”

“In addition to my Belfast version of English, I speak French, Italian and decent Spanish. This allows me to ‘tune in’ to conversations that I might not otherwise be able to. It also allows me to see issues and solutions from other nationalities’ viewpoints, as well as fully appreciate that aligning communications can be a challenge that we should always be aware of and try to manage. I also speak Irish, but tend to use this less in my work context.”

Alexander Tempel, account manager, Financial Services (Home countries: Germany and Spain)

“The diversity in our office is of strategic importance to our work. The fact we that have so many nationalities in our office means we can cut through the noise in multiple markets in Europe and understand their cultural, political and economic dynamics. All of us benefit greatly from this as there is always a colleague who knows more on a particular country. I see it in my day to day work when I service clients from different EU Member States.”

Haven Hightower, account manager, Healthcare (Home country: United States)

“Having such an extensive mix of nationalities in our office gives us a treasure trove of insight into all things – work and non-work related. Be it political, linguistic, cultural or even culinary, there is always someone in the FH Brussels family willing to extend a helping hand to solve any problem or answer any question. This has fostered a culture of learning and exchange that allows us to celebrate our unique perspectives and what we bring to the team.”

Article

‘On the Record’ with Dan Frommer: The Newsletter Business

December 17, 2020
By Ephraim Cohen

‘On the Record’ is a series where we sit down with our colleagues and friends who are often at the receiving end of our pitch emails — journalists. We tackle hot topics to learn and grow from their perspectives and thoughtful advice.

For this ‘On the Record’ post, Ephraim Cohen spoke with Dan Frommer, founder and editor-in-chief of The New Consumer, on Dan’s career since starting his own independent publication. Additionally, Dan discusses how to be an analyst first and a reporter second, the evolution of e-newsletters, using data to understand the ‘how’ and ‘why,’ and creating meaningful connections with PR counselors.

View their candid discussion here: 

Article

Biden and Britain: Can the Special Relationship be Built Back Better?

By Michael Hartt

Fireworks in London, church bells in Paris, and celebrations in the streets of Berlin. While the reaction across Europe to the election of Joe Biden and Kamala Harris may have been exaggerated. […]

The post Biden and Britain: Can the Special Relationship be Built Back Better? appeared first on United Kingdom.

Article

FleishmanHillard Shortlisted Across Multiple Categories at PRWeek U.S. Awards 2021

December 16, 2020

ST. LOUIS, December 16, 2020 — FleishmanHillard earned finalist nods across multiple PRWeek U.S. Awards 2021 categories for outstanding client work on behalf of Elanco, Fitbit and Lowe’s.

Presented by PRWeek, the awards program celebrates the best corporate, agency, non-profit and education PR and communications work.

  • Elanco, “Closing an Unprecedented Acquisition During Unprecedented Times” (Best in Employee Engagement)
  • Fitbit, “The Future of Fit” (Best Global Effort)
  • Fitbit, “The Future of Fit” (Best in Technology)
  • Lowe’s, “New York Fashion Week Goes Home with Lowe’s” (Best Consumer Launch)
  • Lowe’s, “New York Fashion Week Goes Home with Lowe’s” (Best in Creative Excellence)

Winners will be announced at the 2021 PRWeek U.S. Awards ceremony on Thursday, March 18, 2021.

Article

FleishmanHillard’s Isabel Abislaiman and Paula Conhain Named Top Women in PR by PRNews

ST. LOUIS, December 16, 2020 — FleishmanHillard’s Isabel Abislaiman, senior vice president and partner in New York, and Paula Conhain, senior vice president and partner in San Francisco, were recognized as Top Women in PR 2020 by PRNews.

The annual program celebrates talented women in PR and communications who contribute to the industry’s advancement, improve their respective organizations and create excellent work. All nominees are evaluated based on their industry involvement, career accomplishments and comments by their peers.

FleishmanHillard’s Brett Cummings, Emily Graham and Alison McNally were named to the 2019 PRNews Top Women in PR list.

Read more about the program on PRNews here.

Article

Is Your Organization Developing a COVID-19 Vaccine Plan? It Should Be.

December 15, 2020

Vaccinating against COVID-19 is top of mind for individuals and organizations the world over. Not unexpected, the global vaccination effort is fraught with complexity, particularly for employers who must take into consideration issues including the health and safety of their employees; the health of their business; vaccine-related regulatory requirements, many of which are still being determined; the opinion of the public, who will be closely watching employer behaviors; consumer resistance to vaccines; and much more.

While it can reasonably be argued that there are more questions than answers at this point, FleishmanHillard’s Talent + Transformation team created a document to help decisionmakers consider the myriad business and employee-related factors that will intersect as vaccination efforts advance. Here are some critical considerations for employers:

  • Appoint vaccine leadership. Vaccine-related developments are likely to come fast and with conflicting or confusing information. Designating a vaccine lead or team including Human Resources (HR), Legal and Labor Relations (as appropriate) professionals can help you stay current with the latest information. Because of the specialized nature of these issues, working with outside counsel can help ensure you have the right expertise at the table.
  • Don’t overlook employees of color. The pandemic has disproportionately affected Black, Brown and Native American populations. These groups also have less access to healthcare and are more skeptical of vaccines, so remember to seek their input and keep their preferences, motivations and needs in mind as you develop your approach.
  • Determine whether you will offer/enable vaccinations. If your organization has the ability to offer vaccinations at your facilities, will you do so? If so, how will you protect the privacy of those who opt to be vaccinated at your location, as required by the Health Insurance Portability and Accountability Act (HIPAA)? Will you consider other related benefits for employees, such as providing a transportation stipend for employees to travel to a site where the vaccine is being administered? Will your paid time-off policy accommodate employees being away from work to receive the two doses of the vaccine? Will you accommodate employees staying home if they feel ill following the shots?
  • Assess your operations. Consider whether having a vaccinated workforce will enable you to do the following, as well as how important these considerations are to you:
    • Better protect employees
    • More quickly return employees to the workplace (even if you do not intend to require onsite work all the time)
    • More effectively serve customers
    • More fully engage employees who have had to take care of others during the pandemic
    • Bring back furloughed or laid-off workers
    • Reduce costs associated with accommodating remote work and protecting onsite workers
  • Review, revise and revisit, as needed. The availability of vaccines will require ongoing attention to organizational policy for months to come. Work with your HR, Legal and Labor Relations (if appropriate) experts to make necessary changes to your workforce policy.
  • Take a close look at the impact on workplace culture. Like much about COVID-19, the topic of vaccinations has become politicized and, for some, emotionally charged. Regardless of the steps you take with respect to vaccinations, some likely are to be on board with your decisions and others are not.

This is only the first phase of vaccine distribution, and there’s a long road ahead. In the weeks and months ahead:

  • Stay flexible. Much will change – quickly – with respect to vaccines and the implications for employers in the weeks and months ahead. Prepare for a complicated, drawn-out effort that will require quick decision-making and responses. Dedicating a team to your vaccination efforts can help ensure you are properly equipped to manage your approach over the long term.
  •  Avoid being pulled into combative political exchanges. Following guidance from public health authorities is the safest approach and can help keep organizations and their leaders above the fray.
  • Anticipate and plan for the future. As the vaccine becomes more widely available, it is important to anticipate and scenario-plan for how COVID-19 and the existence of the vaccine will continue to impact the workplace.
  • Ask for help. FleishmanHillard’s employee communications, labor relations, healthcare and issues management experts have helped a variety of clients from several industries and sectors with their COVID-19 and return-to-the-workplace plans.

View the complete list of considerations for COVID-19 vaccine plans here.

Article

What 2020’s Virtual World Teaches Us About the Now and Future of Executive Communications

December 11, 2020
By Andrea Flick, Diane Poelker and Emily Acquisto

The end of 2020 is near. And if you’re like most of us, you’re still catching your breath.

But it’s time to create communications plans, and that means taking stock of the trend shifts that are most likely to carry executive communications into the year ahead.

The dramatic events of this year have given new weight to leadership voices, while transforming the landscape of executive visibility opportunities – changes we do not expect to turn from when the calendar flips.

Today, executive digital presence sits squarely at the center of making and breaking news. Online engagement is creating more opportunities than ever for executives to connect directly with internal and external stakeholders. But this explosion of possibilities also produces a noisy clamor of voices – not to mention more room for communication mishaps. It’s an environment that requires executives to advance powerful points of view, backed by cohesive strategy and support.

To help you plan for 2021 and beyond, here’s a summary of key trends we’ve identified in our new overview on the future of executive communications.

The New Realities of “Earned-ish”

Even before the pandemic, major media companies were increasing their emphasis on sponsorship-driven moments for brands at their flagship events. The online shift has accelerated this trend.

Financial pressure and the realities of short, remote-audience attention spans have prompted major media outlets like The Wall Street Journal, Bloomberg and Fortune to reimagine their events as smaller, virtual, bite-sized moments – with organizers curating earned placements more like newsroom editorial, and more corporate brand-centric moments requiring sponsorship.

The shift to virtual events has created a void in human connections, which LinkedIn has eagerly stepped in to fill. With expanded content avenues – podcasts, live virtual conversations and newsletters – LinkedIn has rapidly grown from a social amplification platform to an origination point for capturing earned visibility during an increasingly crowded time.

LinkedIn’s adaptation to a more virtual world has helped reposition it from the No. 1 trusted social networking platform for business professionals to a powerful content engine. And, as its influence grows, major media and event organizers are turning to it to quote and interview chief business and industry leaders and identify speaking candidates.

What This Means for Executive Communications in 2021

Events, media and social networks will continue to find new ways to adapt to this virtual ecosystem:

  • Events: We’ll see the overall number of events grow, as formats diversify. So far, many third-party event venues plan to keep all engagements virtual through mid-year 2021, then pivot to hybrid or all in-person gatherings later in the year. Pay-to-play speaking opportunities will continue to be part of the mix.
  • Media: As the lines between the various media channels blur, we’ll see outlets apply their heightened focus on CEOs and executives to an ever-expanding array of videos, podcasts and contributed articles.
  • Social: As executives turned to social this year, many realized success is no longer measured by the number of followers but by their influence and engagement with the content. A polished and active executive social presence will be more essential than ever in 2021, and for some leaders, it may even become a hub for aligning internal and external communications.

As the virtual environment further integrates events, traditional media and social media, executive communications will need to advance corporate narratives that can rise above the clutter, advance unique points of view and resonate on the virtual stage. This will require collaborative and centralized communications that purposefully align personal executive passions with business objectives across many leadership voices.

Navigating Through the Digital Flux

We’re all eager to return to a semblance of normalcy. But as we close out 2020, we see the virtual environment solidifying new digital preferences and expectations for stakeholders looking to engage with leaders.

At the same time, the rise of virtual events gives us an opportunity to reimagine pay-to-play, as media houses and event organizers innovate through creative, custom opportunities. This transitioning landscape also gives early-adopting brands a unique chance to experiment while building influential relationships with media and event venues, without the expense of travel.

Finally, as event formats evolve, in-person gatherings remain on pause, and leaders and their stakeholders look for meaningful engagement, virtual visibility in 2021 will require communicators to prioritize the influence of an event venue and total reach instead of place or audience size.

As executives look to steer stakeholders through new realities in 2021, the new digital landscape provides a rare chance to put never-been-done communication ideas and creative strategies into practice. And with an opportunity like that, why would we put off planning?

Article

Sarina Kiayani Elected to PRCA NextGen Public Affairs Committee

December 9, 2020

Congratulations to senior account executive, Sarina Kiayani who has just been elected to the PRCA NextGen PA Committee! NextGen PA represents public affairs professionals in their first ten years of working in the industry. Its primary focus is to provide a network, and support, for new practitioners. […]

The post Sarina Kiayani elected to PRCA NextGen Public Affairs Committee appeared first on United Kingdom.