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Mumbai Magic: FleishmanHillard Diversity Fellows Forge New Partnerships with the Land of ‘Festivals and Light’

March 14, 2023

Over 8 thousand miles, or 13 thousand kilometers, separate the U.S. and India, but the FleishmanHillard Diversity Fellows proved once again that forming connections with global colleagues is achievable despite the geographic distance. The Alfred Fleishman Diversity Fellowship, a program for up-and-coming PR leaders in the United States, was founded in 2012 and continues to be a beacon for those passionate about the intersection of diversity, inclusion, brand and reputation. Fellows explore these topics on a global scale with our virtual expatriate experience, the Cross-Cultural Connections Program, launched in 2021. For the 2022 program, the Fellows were asked what office they had interest in learning more about, and were eager to partner with  FleishmanHillard in India, supported by colleagues in Delhi, Mumbai and Bangalore.   

This year’s program participants included:  

We asked this year’s participants to share their “Top Five’s” about the experience. Here’s what they loved the most:  

  1.  Learning about another country’s culture.  
  2.  Networking with new colleagues and coordinating schedules across time zones. 
  3.  Applying a global lens to topics they are passionate about and exploring solutions to global issues. 
  4.  Learning about different markets, clients and campaigns.  
  5.  Presenting to key leaders and developing their project management and presentation skills.  

Unexpected Discoveries  

Fellows and their Mumbai partners bonded over shared hobbies, PR practice areas and the value they place on incorporating DE&I into their work. It didn’t take long for each pair to finalize their project’s focus, where they examined important topics including, LGBTQIA+ inclusion, best practices for partnering with influencers and the importance of bringing the principles of design justice to the virtual world. With topics as varied as these, it is no wonder that there were a few surprises along the way.   

Aaisha and Himani, learned that much of the metaverse has yet to be researched.   

“The metaverse is new enough that it gives the perfect opportunity to right the wrongs of web 2.0 and create a safe and inclusive space for individuals to come together…that is, if companies can create it properly.” Aaisha Shafique  

On the opposite end of the spectrum, Grace and Crystal learned that researching regional practices can yield a multitude of results. Grace shared:

“I did not fully realize how much the business of influencer marketing can differ from country to country.”  

Ron and Arushi used their research to highlight the challenges that face the LGBTQIA+ community, providing examples of why we must become better allies to our team members. Ron stated:

“Although the U.S. is quite progressive in terms of LGBTQ+ rights, there are still many challenges that exist for that community, especially because protections can vary depending on the state you live in.”  

Coming Soon: Cross-Cultural Connections v.3  

We look forward to our next global partnership and the inevitable opportunities it will bring later this year. While the topics and participants may change, the one thing that will not is our firm’s commitment to inclusion and connection. As always, our Diversity Fellows will be ready – to explore new topics and learn new lessons as we all work toward a more inclusive future for the PR industry.   

You can learn more about openings in our Alfred Fleishman Diversity Fellowship program by visiting our careers page here.   


FH4Inclusion Reaches $7.5M DE&I Service Goal

February 16, 2023
By Leela Stake

Turning the page to a new calendar year means celebrating the successes of the past 12 months, catching my breath, and resolving what I want to do better moving forward. As global lead for FH4Inclusion, this initiative is on the list of things that give me pride and continued purpose in my profession and life. Six years ago, we launched FH4Inclusion in honor of FleishmanHillard’s 70th anniversary. We marked that occasion by uniting all our global offices to champion inclusion in the many places we live and work through pro bono and volunteer service.

Following our 70th anniversary year, we redoubled our efforts. Two years ago, in conjunction with our Diversity, Equity & Inclusion (DE&I) plan, we committed to surpassing the equivalent of $7.5 million in pro bono and volunteer time by the end of 2022 to honor our 75th anniversary. Despite the challenges of the pandemic, I am delighted to share that we reached our goal through more than 35,000 hours of cumulative service to 130 nonprofits globally. We remain steadfast in ensuring we show up for our FH4Inclusion clients as we would any other.

There are many why’s behind FH4Inclusion, including:

  • Supporting nonprofit organizations. An essential part of the fabric of our society, they face immense pressures as they work to expand their impact, including an uncertain economic climate and inadequate staffing, as reported by the Chronicle of Philanthropy.
  • Employee interests. Research of Millennial and Gen Z workers – who make up nearly half of the workforce – underscores the importance of employee corporate giving efforts. Specifically, Benevity found 52% lower turnover among newer employees (i.e., those who have been with the company two-and-a-half years or less) who participate in purpose programs.

Beyond the numbers, it is the words of our FH4Inclusion clients and colleagues that stick with me:

  • “FleishmanHillard played an instrumental role in the highly successful and multi-award-winning launch of WeThe15. Led by the London team who provided excellent strategic advice throughout, FleishmanHillard’s international network of offices implemented the launch campaign to great effect, with coverage reaching billions of people around the globe. The coverage was beyond our wildest dreams and has done so much to advance the rights of the world’s 1.2 billion persons with disabilities.” – Craig Spence, Chief Brand and Communications Officer, International Paralympic Committee
  • “As part of our 50th Anniversary, we wanted to address the racial wealth gap. Your guidance and assistance were invaluable to my team as we build the infrastructure needed to make NMSDC a household name and the leading voice for advancing generational wealth in communities of color. I am especially grateful for the placements NMSDC was able to secure in Forbes, New York Times, and Bloomberg thanks to the FleishmanHillard team’s tireless outreach.” – Stefan Bradham, VP of Marketing and Communications
  • “In North Carolina, we were proud to deepen our partnership with HBCU (Historically Black College and University) NC Central University through a specific request from the professor we’ve worked with on past recruitment sessions. Our team virtually visited her PR Campaigns class to host a lecture on influencer marketing and paid social media campaigns, with the goal of enriching the students’ coursework and fostering interest in these growing fields. As we saw through this project, it’s important to establish recurring relationships with local partners because they naturally open the door for new opportunities to make an impact.” – Elizabeth Comtois, Account Supervisor, North Carolina

Through my tenure with the Haas Center for Public Service at Stanford University – as a student two decades ago and now as vice chair of the National Advisory Board – I know that there are important principles we must take seriously for service to be ethical and effective. These include humility, preparation, reflection and learning.

I am grateful to collaborate with so many colleagues who take being of service seriously and l look forward to our continued embrace of these principles to ensure we are doing good in 2023 and beyond.


New FleishmanHillard Research Finds Asia Pacific Consumers Care About DE&I and Expect Companies to Act

February 1, 2023

The New Report Sets out a Framework for Corporations to Follow in the APAC Region to Act More Relevantly and Authentically to Meet the Local Needs of the Population

Hong Kong S.A.R. — FleishmanHillard’s Research and Analytics practice, TRUE Global Intelligence™ today launched DE&I Decoded: APAC, a comprehensive report focused on Asia Pacific consumer perceptions and needs regarding diversity, equity and inclusion (DE&I). The report showcases the need for organizations to drastically rethink the way they are engaging with stakeholders and provides a guide for brands that want to act more relevantly and authentically to meet the needs of stakeholders in the region.

“We’ve long known that DE&I is not a monolith in the Asia Pacific region, but with this new data we’ve gained the richest detail we’ve ever seen about what matters to which populations,” said Lynne Anne Davis, Asia Pacific regional president, FleishmanHillard. “From diversity of gender and religion to equity in important economic issues like housing and income, DE&I doesn’t look the same in any two markets in the region. It’s really important to understand these differences as a brand and as an employer to be able to deliver on these values with a range of stakeholder groups.”

The DE&I Decoded: APAC research found:

  • DE&I is important in APAC. Definitions may differ by market, but APAC respondents expect topics, including race, ethnicity and gender to be a central consideration in all communications and business strategies. Fifty-one percent of respondents agreed in the importance of “making people with different backgrounds more included in society” versus only 11% who preferred to keep the current societal structures.
  • Economics are a major factor in facilitating change. Across Asia the population is active in advocacy, with 84% noting that they advocate for at least one issue. Economic issues including economic status, employment status and income top the list, followed by more commonly recognized DE&I topics like gender, social status / class, cultural background and religion.
  • Taking decisive action counts. Organizations taking actions on DE&I are being prioritized over those without commitments or plans in APAC today. Ninety-four percent of respondents cited at least one action that companies could take to showcase an authentic commitment to DE&I.

“What we saw in the data is a unique lexicon for DE&I that stakeholders across the business world, governments and beyond can use to build a more equitable and inclusive society,” said Leela Stake, FleishmanHillard FH4Inclusion lead and co-lead for the True MOSAIC DE&I practice. “While the language used to discuss these topics differs, the need for change is high. Especially when it comes to the elements needed for all to build a better life – education, income and safety. We saw respondents actively taking a stand and pushing for change in these areas.”

Steps organizations need to take around DE&I in APAC:

  • Communicating about DE&I. APAC consumers (90%) expect companies to act and communicate about DE&I; however only 3% of respondents noted that they remember getting information on the topic from their employers.
  • Defining the strategy with actions and goals. Meaningful action starts with a plan and actionable goals. They can be modest to start, but require commitment, communication and transparency.
  • Prioritizing dialogue and education. Rather than one-way communication, organizations need to engage in conversation around DE&I topics and invest in additional training and education. Thirty-six percent of respondents expect employee training on the topic and 83% expect companies to have a DE&I leader.
  • Customizing communications by market. While there’s temptation to send a single communication, language used to discuss DE&I varies greatly by market. Communications and plans need to be tailored for each market and speak to the elements of their global DE&I strategy that resonate in that market.

“The DE&I Decoded: APAC study’s results speak to how high the demand is for brands to take actions related to DE&I,” said Michael Rinaman, managing director of TRUE Global Intelligence in APAC and global analytics lead at FleishmanHillard. “Even though priorities are different depending on the population you’re speaking with, people in the Asia Pacific region overwhelmingly call for action from governments and from companies to improve society. This may come through training and education, or it may come through DE&I leaders in the region making discrete, actionable plans to improve their organizations and workplaces.”

Research for DE&I Decoded: APAC was conducted by TRUE Global Intelligence, FleishmanHillard’s in-house research and analytics practice, with survey fielding occurring from September 16-27, 2022. The report is based on a survey of 5,106 people across the APAC region, including population weighted samples for Australia, China, Hong Kong S.A.R., India, Indonesia, Japan, Korea, Philippines, Singapore and Thailand. It revealed the unique needs of each market, along with compelling data regarding emerging trends in the region, information about where people consume information about DE&I and how economic equity influences action.

About FleishmanHillard
FleishmanHillard specializes in public relations, reputation management, public affairs, brand marketing, digital strategy, social engagement and content strategy. FleishmanHillard was named 2021 PRovoke Global Agency of the Year, 2021 ICCO Network of the Year, 2021 Campaign Global PR Agency of the Year, 2022 PRWeek U.S. Agency of the Year and Outstanding Extra-Large Agency of the Year; 2021 PRovoke APAC Consultancy of the Year; 2021 PRWeek UK Large Consultancy of the Year; Human Rights Campaign Best Places to Work for LGBTQ Equality 2018-2021; and to Seramount’s (formerly Working Mother Media) “Top Companies for Executive Women” list 2010-2021. FleishmanHillard is part of Omnicom Public Relations Group, and has nearly 80 offices in more than 30 countries, plus affiliates in 45 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, language strategy, global health strategy and change management. As the largest group of communications professionals in the world, our employees provide 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 Communications Consultancy Network, a division of Omnicom Group Inc. (NYSE: OMC).  


FH4Inclusion Joins National Minority Supplier Development Council in its 50-Year-Long Fight for Racial and Economic Equity

October 31, 2022
By Chavonne Jones

When the National Minority Supplier Development Council (NMSDC) recognized its 50th anniversary could be an opportunity to revitalize and broaden awareness of its brand in 2022, it turned to FleishmanHillard, who took on the project as part of it’s FH4Inclusion pro bono work to make it happen.

FleishmanHillard  joined fellow Omnicom agencies to support NMSDC, which included Omnicom Media Group’s Diverse Creators Network (DCN) certification initiative and BBDO’s pro-bono, award-wining creative services. Our collective work with NMSDC is one of Omnicom’s largest diversity, equity and inclusion (DE&I) efforts externally to date.

NMSDC is the longest-operating business growth engine for systemically excluded communities of color. It supports and certifies their businesses and corrects their unequal access to wealth-building opportunities. For a sense of its sheer scale and impact, the certified minority business enterprise (MBE) network generated over $261 billion in revenue last year alone, created ~$400 billion in economic output and supported 1.75 million jobs. NMSDC has an aspirational goal of achieving $1 trillion in certified MBE annual revenue generation.

And the organization doesn’t only work with mom-and-pop shops. It’s been able to grow small start-ups into multi-billion-dollar enterprises over time.

NMSDC CEO and president, Ying McGuire has an awe-inspiring story of her own: Arriving to the United States from China with only a suitcase and $1,000 to her name, Ying did not have an easy path to the American Dream. She built a successful career as a tech executive, then found herself at a crossroads after the murder of George Floyd in 2020. Ying felt compelled to be a part of the growing social justice movement and, as fate would have it, she was approached to fill the top spot at NMSDC shortly thereafter. She quit her tech role and literally changed her entire life to serve MBEs and help close the racial and economic wealth gap in communities of color. Ying says it’s her calling, not simply a job.

FleishmanHillard’s mission was to tell NMSDC’s narrative to the world and introduce Ying as its first Asian American leader in its 50-year history. In addition, we were tasked with generating buzz around two key conferences – its inaugural Minority Business Economic Forum in May (kicking off its goal of generating $1 trillion in certified MBE annual revenue) and its 50th Anniversary Conference & Exchange taking place this month.

The agency quickly went to work and secured a Bloomberg Quicktake segment for Ying where she talked about NMSDC and its impact, a New York Times story that highlights the rise and success of one of NMSDC’s member companies, a Black Enterprise story that quoted Ying in a recap of NMSDC’s Economic Forum and a byline in Bizwomen spotlighting Ying and her work.

And with the help of our network, ABC Chicago attended NMSDC’s May Economic Forum.

We’re now supporting NMSDC’s conference this week and continuing executive visibility efforts on behalf of Ying. We will also be bringing together FleishmanHillard employees from across our offices to participate in an Hour of Service to support NMSDC.

A big shout out to the entire FH4Inclusion team and supporting partners for all of their amazing work on this project. We are all so honored to have the opportunity to work with NMSDC in their fight for racial and economic equity.

“FleishmanHilliard has been an invaluable partner as we celebrate NMSDC’s 50th anniversary and take the necessary steps to accelerate minority business enterprise (MBE) growth over the next 50 years towards the ultimate goal of ending the racial wealth gap once and for all,” said NMSDC CEO and President, Ying McGuire.

NMSDC is one of the many organizations helping FH4Inclusion reach its goal of providing $7.5 million worth of pro bono services by the end of 2022.


FleishmanHillard’s Caleb Dawkins Named on ADCOLOR FUTURES Class of 2022 List

August 26, 2022

Caleb Dawkins, art director at FleishmanHillard Chicago, has been named to the ADCOLOR FUTURES Class of 2022 list.  

As an honoree, Dawkins will receive a sponsorship to attend the ADCOLOR Conference & Awards, career training through ADCOLOR University, mentorships and more. 

ADCOLOR FUTURES is dedicated to identifying and advancing young leaders in the advertising, marketing, media and public relations industries. Their mission is reflected in their motto, “Rise up, reach back,” and demonstrated by their commitment to helping individuals and organizations grow while inspiring leaders to uplift and champion others deserving of recognition.  

View the full ADCOLOR FUTURES Class of 2022 here.


Viva Las Vegas: Takeaways from the 2022 NABJ x NAHJ Convention

August 18, 2022
By Fran Weems and Daniela Velazquez

What happens when 5,000 journalists and communicators of color descend on Caesars Palace in Las Vegas? Magic.

From August 3 through 7, Las Vegas was home to the National Association of Black Journalists (NABJ) and National Association of Hispanic Journalists (NAHJ) Convention and Career Fair. Professionals from across the nation came together for a week of learning and networking, united under the 2022 convention theme, “Changing the Game/Rompiendo Barreras.”

We were there, too. For the first time ever, FleishmanHillard sponsored the premier multiday conference for journalism and communications professionals to explore media education, career development and advancement, and networking and industry innovation.

And for this occasion, what happens in Vegas doesn’t stay in Vegas. Here were our highlights:

Discussing “How Journalists and PR Pros Can Work Together to Catalyze Equity and Change” at our panel

Francesca “Fran” Weems, senior vice president, director of diversity, equity and inclusion and global lead of the Race & Culture team (an offering of True MOSAIC, our DE&I communications practice), moderated the discussion with our esteemed panel, which included: Daniela Velázquez, vice president, Corporate Reputation and a leader on both the True MOSAIC and Race & Culture teams at FleishmanHillard; Russell Contreras, Race and Justice reporter at Axios; Erin Texeira, senior editor, Local Journalism Initiative at FRONTLINE; and Jared Council, senior editor at For(bes) The Culture.

The panel explored the role organizations play as changemakers. As we’ve seen in our True MOSAIC practice counseling clients, consumers are still frustrated with the lack of social progress and looking for company “receipts” around justice and equity. Journalists have the role of telling these stories, but as PR practitioners who center on DE&I, we know that there is an opportunity to work together to evolve the conversation, push for greater transparency and create lasting transformation.

Recruiting and Retaining the Best Diverse Talent

As FleishmanHillard continues its journey to become the most inclusive agency in the world, we know it’s important to follow the wisdom of the hip-hop artist Migos and “walk it like I talk it.” We must not just speak about the importance of DE&I but invest ourselves and our resources to integrate DE&I into the nervous system of our business and make it intrinsic to our work.

To reach our ambition, we have to recruit, grow and retain diverse talent. That’s exactly why Kelly Cheung, senior recruiting specialist, and Janel O’Brien, talent development manager, were on-site at our FleishmanHillard booth. They shared more about our commitment to DE&I, our client work on True MOSAIC, as well as our internship and Alfred Fleishman Diversity Fellowship opportunities.

Uncovering What DE&I Reporters are Thinking

  • Newsrooms are grappling with calling out companies/governments while dealing with their own DE&I issues. Reporters who cover the race/culture beats in newsrooms and who are working to hold other organizations and governments accountable also grapple with knowing their newsrooms are battling the same issues.
  • Communicators have a real opportunity to make the world more equitable. For both journalists and PR professionals, there was a clear focus on catalyzing change by reaching internal and external audiences. There is a shared resentment that newsrooms and agencies have been too slow to diversify while knowing that to be able to tell impactful stories, you have to have teams that look more like the world in which we live and operate.
  • You cannot hire your way out of DE&I issues. You have to create a culture of inclusion to retain and grow top talent.
  • Race should be a basic competency for all journalists and communications pros. We must all understand the role of race and ethnicity in order to inform more nuanced and inclusive storytelling.
  • Ensure you are making DE&I a movement vs. a marketing moment: Some reporters have found that there are more efforts tied to marketing DE&I than actually making real investments. For example, a company may give $50,000 to an HBCU, but spend $500,000 on marketing it. So, that begs the question are they there for change or credit? Reporters want to know about the issues, the roadblocks and if companies are willing to fall on swords in terms of their lack of progress given so many companies are not where they need to be. Reporters aren’t here to celebrate wins but to spotlight items that are working that may be scaled across various industries.
  • Gen Z is looking for levels of authenticity never seen before. Gen Z is aware of their power and have a voice. They are calling out companies for their lack of authenticity and holding them accountable on social media as it relates to racial and social injustice. This is forcing companies to reconsider how they operate and speak out on issues (see related info in FleishmanHillard’s 2021 Authenticity Gap).

As an agency, we look forward to continuing to support organizations that advocate for diverse communicators and grow our commitment to, and investment in, diversity, equity and inclusion.


Cannes Lions International Festival of Creativity Through the Lens of Cannes Can: Diversity Collective Ambassadors

July 13, 2022
By Adrianne Smith, Fran Weems and Mubashira Farooqi

While the South of France is known for its expansive sandy beaches lining the French Riviera and celebrity visits during the Cannes Film Festival, it’s also the site of one the largest gatherings for the advertising and creative communications industries: The Cannes Lions International Festival of Creativity. Every year through the Lion Awards, Cannes Lions explores the value of creativity in branded communication, from product and service development to creative strategy, execution and impact. Work that wins represents the year’s most exceptional campaigns and standard-setting benchmarks for businesses, while celebrating ideas that are shaping the next wave of creativity.  

However, despite its title of “international,” those who’ve attended the event in previous years can attest to the fact that it is far less representative of diverse perspectives than it should be. Adrianne C. Smith, senior vice president, senior partner and chief diversity and inclusion officer, sought to change this and launched the Cannes Can: Diversity Collective (CC:DC) in 2017 to provide young people of color and underrepresented communities with access and opportunity to attend and participate at the Cannes Lions International Festival of Creativity.  

This year, the festival took place June 20-24 in Cannes, France, and Francesca “Fran” Weems, senior vice president, director of diversity, equity and inclusion (DE&I) and global lead of the Race & Culture Media + Platforms team, and Mubashira Farooqi, senior consultant and True MOSAIC project manager at FleishmanHillard HighRoad, had the opportunity to join a group of over 20 diverse, young professionals from across the world to attend as ambassadors for the CC:DC. The cohort is heralded as the industry’s future leaders and the goal is that this team will bring back learnings to create a larger impact. 

Smith created a spot that is welcoming with her activation at Cannes called “Inkwell Beach,” named as a historical tribute to the infamous beach in Martha’s Vineyard, which was a place of solace for Black people during segregation. CC:DC’s Inkwell Beach at Cannes is the first stand-alone activation specifically focused on elevating the conversation of DE&I in the history of the Cannes Lions Festival. As such, Smith ensured Inkwell Beach at Cannes is open to everyone requiring no badges for entry. She also made sure people felt the southern hospitality by providing a free soul food lunch prepared by Chef James Rose from Alabama to participants daily.  

Throughout the week, Cannes Lions hosted a multitude of panel discussions and speeches on topics ranging from creativity and sustainability to talent-making and data technology. Weems and Farooqi had the opportunity to hear from industry leaders from tech, auto, consumer, sports/lifestyle and more. Some of the highest-impact sessions were held on Inkwell Beach and featured speakers including Hall of Fame CMO Bozoma Saint John, Founder of the Me Too movement Tarana Burke and Supermodel and Businesswoman Naomi Campbell. Farooqi also had the opportunity to speak  about the black, indigenous and people of color (BIPOC) employee experience on a panel with fellow Omnicom colleagues, organized by Emily Graham, Omnicom’s chief equity and impact officer. Meanwhile Weems participated on a panel with Smith focused on how “Creativity Starts with Diversity.” You can watch it here

Throughout Cannes Lions, the networking and learning opportunities were endless. Some key takeaways include: 

  • The importance of talent-making vs. hiring 
  • Creating moments of impact rather than just conversation 
  • How leaders need to prioritize humanness, empathy and authenticity to be successful 
  • How greater focus on innovation happens when we are making ourselves uncomfortable 
  • In order to really provide sponsorship, we need to invest our time as much as our money into the success of others  

This experience provided ambassadors with a first-hand understanding of the barriers that exist for people of color on these international stages, but it also inspired participants to be confident and work together to encourage and create more spaces, like Inkwell Beach, to shine and showcase their talents. 

CC:DC ambassadorships are only possible  with the support of sponsors, known as “The Collective.”

Below are a few more shots of our incredible experience at Cannes Lions.

(From left to right)
Image 1: Gena Pemberton, chief DE&I officer, Omnicom Health Group; Ro Kalonaros, global director, content and culture, Omnicom Group; Tony Hobley, chief DE&I officer, Omnicom Precision Marketing Group; Mubashira Farooqi, senior consultant, True MOSAIC project manager, FleishmanHillard HighRoad; Lionel Carreon, executive director of global creative recruiting, TBWA Worldwide and Justin Thomas-Copeland, president and CEO, DDB North America
Image 2: Brian Melarkey, director and head of creative strategy, FleishmanHillard; Bia Assevero, vice president, FleishmanHillard; Fran Weems, senior vice president, director of DE&I and global lead of the Race & Culture Media + Platforms team, FleishmanHillard; Paige Graham, account supervisor, FleishmanHillard; Adrianne C. Smith, senior vice president and senior partner, chief diversity and inclusion officer, FleishmanHillard and Mubashira Farooqi
Image 3: Fran Weems, Adrianne C. Smith and Mubashira Farooqi
Image 4: Fran Weems, Brian Melarkey, Jim Donaldson, CEO of UK and Middle East, FleishmanHillard, and Mubashira Farooqi
Image 5: CC:DC Ambassadors
(From left to right)
Image 1: Naomi Campbell and Fran Weems
Image 2: Adrianne C. Smith and Fran Weems
Image 3: Malala Yousafzai and Mubashira Farooqi
Image 4: Fran Weems, Emily Graham, chief equity and impact officer, Omnicom, and Mubashira Farooqi
Image 5: Fran Weems and Bozoma Saint John, Hall of Fame CMO

Authentic beauty: Visibility and representation

July 7, 2022
By Phillippa Solway

Beauty is in the eye of the beholder, but we know that across the world attitudes are changing as perceptions of the ‘visual norm’ evolve. Research from Kantar reveals, 65% of consumers say that it’s important that the companies they buy from actively promote diversity across society. And we are seeing brands rapidly adapt to […]

The post Authentic beauty: Visibility and representation appeared first on United Kingdom.


The Workplace Is No Longer a Singular Location

July 6, 2022

From the “Giving Care to the Caregivers” series

The workplace as a singular location is no longer, especially for caregivers as they have unique physical and emotional needs. As we continue to live with the pandemic, the concept of physically coming into a workplace just to do the work only to spend significant amounts of time commuting back home seems outdated and inefficient to many people. For some, work can be done anywhere, as the pandemic has illuminated. Now, as we inch toward an endemic stage, a virtual and hybrid workplace presents an opportunity for employers to innovate and connect, evolving beyond a traditional physical location with mandatory physical attendance for the singular purpose of being present.

One-Size-Fits-All Is No Longer

One of the most important things managers should keep in mind is that the workforce is not a monolith. Not all people within the same demographics feel the same way about the best ways to work, and that underscores the need for flexibility.

For example, working from home has had mixed effects on work-life balance. Around half of participants report spending more time working each week, but at the same time, freedom from commuting has allowed for more time to spend on things other than work (approximately 80% of participants agree). This is especially true among the caregiver population, of whom 9-in-10 agree.

Weighing the Pros and Cons of Working from Home

  • The advantages of working from home were more strongly recognized than the disadvantages, across all respondents.
  • Forty-eight percent of employees value benefits related to not commuting, with 46% valuing saving money on commuting costs specifically.
  • Thirty-seven percent value schedule flexibility, 33% like removing the logistics of showing up in person, like getting dressed, 30% appreciate spending more time with family and 27% value cost savings on snacks/food.

The millions of people who make up workforces around the world all have different needs. This is especially true for caregivers. Flexibility and open mindedness about the way we work may be some of the gifts that have come from these rough pandemic years. Let’s give these ideas a try and see what we can learn about new, improved and more effective ways to work.


The research for the True MOSAIC “Giving Care to the Caregivers” thought leadership series was conducted by FleishmanHillard’s TRUE Global Intelligence, the agency’s in-house research practice. Research for the report is based on a total of 2,076 respondents including a U.S. nationally representative sample (based on gender, age, region) of n=1,056, and an oversample of respondents who self-identified as Disabled (n=278), AAPI (n=250), Hispanic (n=260), Black (n=280), Caregivers (n=272), and Parents (n=274). The survey was conducted between March 15-29, 2022.

This blog post is part of a series focused on caregivers and our new ways of working, exploring what leaders should consider in their return to office plans. The next blog will tackle the role of the DE&I communications practitioner in return-to-work plans.


People are making career choices based on team culture, leadership and values

June 29, 2022

Behind-the-scenes at FleishmanHillard UK: Part Four Team culture and investing in your team In our final part of the series, we interview FleishmanHillard UK and Middle East CEO Jim Donaldson, for insight into what it is like to lead our award-winning team. He also shares some news about the agency’s plans for the future.   With […]

The post People are making career choices based on team culture, leadership and values appeared first on United Kingdom.