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FleishmanHillard Earns Top Marks in 2021 Human Rights Campaign Corporate Equality Index, Chosen as a 2021 “Best Places to Work for LGBTQ Equality”

January 29, 2021

ST. LOUIS, January 29, 2021 – FleishmanHillard earned a score of 100 on this year’s Human Rights Campaign (HRC) Corporate Equality Index (CEI) leading to the agency being named one of the 2021 “Best Places to Work for LGBTQ Equality.” This marks the fourth consecutive year that FleishmanHillard received top marks score resulting in a spot on the list.

The HRC Foundation conducts the annual CEI survey, the top U.S. benchmark survey report on corporate policies and practices related to LGBTQ workplace equality, identifying companies who offer inclusive policies and practices to employees who identify as LGBTQ. The CEI survey rates companies on criteria under the following four pillars: 1) non-discrimination business policies, 2) equitable benefits for LGBTQ employees and their families, 3) an inclusive company culture, and 4) c0rporate social responsibility. The CEI rates employers providing these crucial protections to more than 18 million U.S. workers and an additional 17 million globally.

This year, FleishmanHillard joins the ranks of 767 major U.S. businesses that also received top scores. This recognition serves as a testament to the agency’s dedication to becoming the most inclusive communications agency in the world.

“From the previously unimaginable impact of the COVID-19 pandemic, to a long-overdue reckoning with racial injustice, 2020 was an unprecedented year. Yet, many businesses across the nation stepped up and continued to prioritize and champion LGBTQ equality,” said Alphonso David, president, Human Rights Campaign. “This year has shown us that tools like the CEI are crucial in the work to increase equity and inclusion in the workplace, but also that companies must breathe life into these policies and practices in real and tangible ways. Thank you to the companies that understand protecting their LGBTQ employees and consumers from discrimination is not just the right thing to do — but the best business decision.”

View the Corporate Equality Index 2021 and the complete list of 2021 top workplaces here.


The Executives’ Club of Chicago – Communications Crisis: How to Spot, Prevent and Respond to Disinformation

When: Friday, February 5, 2021, 10 a.m. CST

Where: Webinar

Register for The Executives’ Club of Chicago webinar here.

Information — and disinformation — is spread at a rapid pace online. Both individuals and organizations must remain aware of trustworthy sources and be able to identify manipulated content.

Mike Sacks, Reputation Management practice lead at FleishmanHillard in Chicago, will join Tina McCorkindale, President and CEO at the Institute for Public Relations; Vikram Sharma, President at Crisp; and Andy Wilson, Executive Director of Public Relations at KPMG for this The Executives’ Club of Chicago webinar session. The panel will discuss how businesses can protect their organization from a disinformation crisis and build trust with stakeholders.

The speakers will share guidance to avoid common dangers that may lead to a disinformation crisis, how consumers can identify trusted sources online and how organizations can respond if they become a target of disinformation.

Learn more about the discussion here.


FleishmanHillard Davos Digest World Economic Forum 2021 – The Davos Agenda

By Tracey Nugent and Jack McGee

The view from around the world…

Stephanie Bailey, Senior Partner, Managing Director of Corporate and Head of FleishmanHillard COP26 Unit What a year. What a year. At the WEF Davos Summit last January, there was hardly a mention of the new coronavirus. Barely a peep. […]

The post FleishmanHillard Davos Digest World Economic Forum 2021 – The Davos Agenda appeared first on United Kingdom.


Preparing for Ethnicity Pay Gap Reporting

By Rima Sacre

Grace Duncan, senior account executive and Rima Sacre, director, purposeful business Four years after mandatory gender pay gap reporting was introduced, we have seen vast change as businesses tackle their gender equality. In fact, now only a couple of companies on the FTSE 350 have all-male boards. […]

The post Preparing for Ethnicity Pay Gap Reporting appeared first on United Kingdom.


Data Privacy Day in The Time of COVID-19

January 28, 2021

Over the past few years Data Privacy Day has brought a growing celebration on January 28 for organizations to share best practices on how to protect information. This year feels very different as more pressing issues of life and death have thrust data privacy into the back of our consciousness. Awareness of these issues, especially corporate decision-making, must not be ignored because the mass shift to virtual work has made these issues more important than ever.

The COVID-19 pandemic sped up a slowly growing trend of working virtually into the only means of keeping many organizations running. Most were entirely unprepared for this massive shift and hackers were poised to strike.

There were hundreds of thousands of phishing attacks on distracted employees in 2020, some of which resulted in the credentials allowing deeper network access. Where we saw this hurt most was in the staggering growth in ransomware attacks. These attacks jeopardize the reputation and solvency of many organizations. More importantly the data stolen can make it impossible for customers and employees to maintain or regain their privacy.

FleishmanHillard has done a significant amount of work on behalf of clients globally in preparing for, or responding to, ransomware attacks. Our work has substantially grown in the past year and we have been able to keep pace with demand for experienced counselors by utilizing our network of over 100 A.R.C.™ certified crisis managers.

As an example, FleishmanHillard recently worked with an international technology company which had been subject to a ransomware attack. We worked with the security team to understand the problem and develop a timetable for resolution. This partnership helped us develop a three-tiered communication plan based on: 1) the current situation, 2) a plan for when systems were back up and 3) the completion of the investigation. Messaging and communications protocols were developed and shared internally for use with different audiences including customers, employees, partners, investors, media and regulators. We were also embedded with the incident response team to help identify and resolve escalations to protect their reputation.

The communications tactics used here helped the company survive three weeks of service disruptions. Our experience, in combination with our engagement, helped the client identify and quickly resolve potential flashpoints.

Hackers permanently lock systems, steal data, disrupt operations, extort hundreds of millions of dollars to fund criminal causes and ruin the reputations of big corporations and small nonprofits alike. We have also seen recent issues in which hackers not only threaten to withhold business-critical functions from companies that refuse to pay a ransom, but to publish sensitive client or customer data. We counsel clients preparing for, or actively under, attack based on five principles:

  • Reputational Priorities — Maintain credibility by being clear, consistent and accurate in the information you share internally and externally, and do not engage in speculation.
  • To Pay or Not to Pay — Organizations need a plan or policy before an event to help them navigate this difficult decision.
  • Call the Experts — Decisions and communications at the early stages of an attack can have significant implications further down the line; good counsel is needed from the start.
  • Mind the Litigation Risk — While notifications are primarily a concern for the legal team, it is important that company leadership align early in the process on what is acceptable to include.
  • Control the Narrative — Communications planning should include a timeline of when to deploy certain messages to specific audiences.

These are incredibly important issues to focus on because the trend of virtual work will continue past the end of the pandemic. Broader access to the internet and innovations like 5G will further enable this trend and continue to expand the surface area for hackers. Organizations will need to continue to make significant investments in security to keep up with this changing landscape and should consider following guidance laid out by the National Cybersecurity Alliance. Taking these steps can help organizations exceed stakeholder expectations in data privacy and protect its reputation.


Your Next Defining Moment: Navigating the COVID-19 Vaccine Landscape — Guidance for Business Leaders and Communicators

By Ken Fields

COVID-19 has defined everything it has touched – from politics to personal relationships. And, your relationship with employees has been reshaped by this virus. They have watched closely how you have dealt with them throughout the pandemic. The next marker on that road is the arrival of vaccines.

COVID-19 vaccines hold great promise for individuals and organizations across the globe who are eager to emerge into a post-pandemic era. But as with everything related to COVID-19, vaccine questions are complicated. Once again, employers have to balance the health of their employees with the health of their business … priorities that sometimes have been at odds. Unfortunately, the vaccine decisions are numerous, as are the stakeholders involved, and the ramifications of a misstep. Corporate reputation, brand, organizational culture, legal liability, sales, profit and more are on the line.

This document is designed to help business leaders and communicators think through the implications of their organization’s vaccine decisions. While the guidance on the pages that follow is of a general nature, FleishmanHillard’s global team of employee communications, reputation management, brand, and issues management experts is well equipped and available to help develop and implement vaccine-related communications plans tailored to your organization … and we would welcome the opportunity to do so.


Order Up: The New Dietary Guidelines for Americans Are In

January 27, 2021
By Tressa Frankel

Every five years, the United States Department of Agriculture and Department of Health and Human Services update the Dietary Guidelines for Americans (DGA), which are used to develop, implement and evaluate federal food, nutrition and health policies, programs and public education materials. The development of the DGA takes into consideration the Scientific Report of the 2020 Dietary Guidelines Advisory Committee, which conducts independent research on health and nutrition. The 2020-2025 Dietary Guidelines for Americans debuted in late December 2020 and include some noteworthy changes – and lack thereof – that can impact individuals and organizations in food, beverage and agriculture.

Overall, the DGA recommends choosing healthy foods and beverages rich in nutrients and staying within a personalized calorie limit.


New Dietary Guidelines for ALL Ages. The most noteworthy change is the inclusion of specific dietary guidelines for all ages – from pregnancy and infancy through older adulthood. For the first time since 1985, the DGA also includes recommendations for infants. This change was made in the hopes of making nutrition easier to understand and personalized for each life stage.

Takeaway: Brands that develop products for consumers of varying ages should be respectful of this notable change to ensure they aren’t targeting inappropriate age groups based on the product’s nutrient profile.

Food Manufacturing. While food production is not detailed exhaustively, food manufacturers are encouraged to help Americans meet the DGA by offering more nutrient-dense foods such as vegetables, fruits and whole grains. Reducing sodium, added sugars, saturated fat, refined starches and portion sizes are also all recommended. Sustainability practices in food production were not addressed.

Takeaway: Providing more nutrient-dense options is nothing new, however, brands and commodities would benefit from continuing to look for innovations that reduce the nutrients of concern – sodium, sugar and saturated fat – if possible.

Dietary Alternatives. Due to changing dietary habits and evolving consumer decisions, the new DGA addresses meat and dairy alternatives.

  • Meat: The DGA does not specifically address meat alternatives; however, it can be assumed that meat alternatives made with beans, peas, lentils or soy products are considered part of the “plant-based” protein category.
  • Milk: Dairy remains an important part of the DGA and ~90% of Americans do not meet dairy recommendations, according to the 2020-2025 DGA report. Because of this, dairy alternatives can be an important way to meet the needs of nutrients commonly found in dairy.

Takeaway: With a rise in consumer interest for meat and dairy alternatives, those in the food and agriculture sector should be mindful of these popular options and their impact on consumer behaviors.

What Didn’t Change:

Added Sugar and Alcohol. The scientific advisory also called for limiting daily alcohol consumption to one drink per day for men and women. However, the DGA rejected that recommendation and kept consistent with the 2015-2020 version: <2 drinks/day for men; <1 drink/day for women. Additionally, the DGA did not reduce added sugar intake from 10% to only 6% of daily calories, which was expected and drew some criticism.

Takeaway: While this may benefit alcohol and sugary products in the short-term, brands should be mindful of consumer and scientific criticism within this category and continue to recommend more nutritious choices whenever appropriate.

While expectations for the 2020-2025 DGA may have fallen short for some, the new approach to address nutrition by lifecycle stage is a major shift in how Americans and food manufacturers should approach nutrition.


Listen: How Has the FleishmanHillard Business Grown and Evolved in Ireland Through the Years?

By Skelly Conor

Rhona Blake, Managing Director at FleishmanHillard Dublin recently spoke to Irish Business Builders podcast, “a show about great Irish businesses, and the people who built them.” Here Rhona discusses everything from the foundation and evolution of the FleishmanHillard business in Ireland, communicating strategically for global and smaller clients, to the importance of creativity and talent, and more. […]

The post Listen: How has the FleishmanHillard business grown and evolved in Ireland through the years? appeared first on Ireland.


Meet the Interns of 2021

January 26, 2021

Every year, despite the circumstances we prioritise our internship programme. At FleishmanHillard (FH) we know exactly what it means and the value thereof to get your foot in the door; it can be the start of a long and successful career, changing many lives along the way. […]

The post Meet the Interns of 2021 appeared first on South Africa.


Swipe to Meet… Melanie Dias, Associate Director — Tech

As a team, all the brilliantly talented, unique individuals that work at FleishmanHillard UK deliver amazing work for our clients. Each person’s individual strengths, passions and ambitions are what makes FleishmanHillard UK an incredible agency, a diverse talent pool of creative minds solving complex communications challenges and a certified ‘Best Place to Work’. […]

The post Swipe to Meet… Melanie Dias, Associate Director — Tech appeared first on United Kingdom.