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Article

Is it time for lenders to be honest about the cost of borrowing?

June 20, 2022
By Ian Williams

The loans and credit card markets don’t work well for consumers because lenders aren’t required to be transparent about the interest rates they charge. It’s time for that to change and for lenders to be honest about the cost of borrowing. The reform of the Consumer Credit Act announced last week is an opportunity to […]

The post Is it time for lenders to be honest about the cost of borrowing? appeared first on United Kingdom.

Article

Memoirs of Money20/20 Europe: Fintech trends and topics to watch

June 16, 2022

Gemma Lingham, director and head of fintech UK  To anyone reading this that attended Money20/20 Europe, I’m sure you’ll agree, that it wasn’t short of magical. The buzz in the Rai, Amsterdam was palpable and you could sense the excitement from everyone in the fintech industry at being back together in full force. And for […]

The post Memoirs of Money20/20 Europe: Fintech trends and topics to watch appeared first on United Kingdom.

Article

Three Tips to Navigating a Career in PR

By Allison Matthews, Lauren Price, Meghan Windle and Jennifer Kohanim

A career in public relations can take you in many directions. Whether you want to work in a specific industry like tech or sports, or you’re interested in exploring a certain function – like influencer marketing, media relations or DE&I communications – building a PR career means having the opportunity to pave your own way and find what truly brings you meaning.

With so many possibilities, how can you best navigate the PR landscape to reach your own career goals?

Our Boston-based colleagues – Allison Matthews, Lauren Price and Meghan Windle – discussed with Jennifer Kohanim how they landed their respective roles and advice for others as they chart their path as a communications professional.

Be Open to Possibilities

For young professionals looking to take their first steps into the workforce, it can be challenging to pinpoint what kind of PR you want to pursue. It’s important to stay open minded to new opportunities because you never know what you will like.

Graduating from college and looking for her first job, Meghan thought consumer PR would be her first step, but she says, “I knew I wanted to end up in Boston, so I ended up in tech PR. And I loved it. I love breaking down these complex ideas.” Watch her story. 

Use Your Resources

After you dip your toes into the world of communications, you can really begin to nail down where you want to end up in your career. While reaching this moment is liberating, it can also feel daunting. With a bit of experience under your belt, you feel accomplished, but it is not uncommon to feel uncertain about where exactly you want to take your career next.

Leaning on the people around you and taking advantage of resources available to you is an approachable way to tackle goal setting.  

Allison put it best, “when you’re curious about your aspirations and you’re getting worried about how to get there, put that aside and ask yourself, ‘who do I work with that I really respect and admire?’” Tap those people for advice, mentorship and guidance. Watch Allison’s advice.

Recognize There is Not One Path in PR

It’s important to realize there isn’t one way to do a PR career. Whether you want to develop deep expertise in one industry or practice area, or you want to experiment with a mix of projects and functions, there is a path for you.

Lauren shares her perspective on the breadth of the PR industry and why she has found working in an agency beneficial to her own career development. She explains that if you’re the kind of person who wants to explore and try different things, an agency role allows you to do a variety of work, which builds your ability to tackle anything in your career.

Navigating a career in communications is exciting – the landscape lends itself to many different types of skills, passions and expertise. Focusing on growth opportunities and finding the mentors and support system to help you reach your goals is key to charting your own unique path.

To view more on the topic of career mapping, check out FleishmanHillard Boston on LinkedIn, Instagram and Twitter.

Visit our Join Us page to explore current PR opportunities at FleishmanHillard.

Article

Returning to Work: Supporting Caregivers While Centering Equity in the Workplace

June 15, 2022

From the True MOSAIC “Giving Care to the Caregivers” thought leadership series

With more than two years of data to support a path forward as leaders make plans for a return to office, many workers with caregiving responsibilities are finding a safe space in hybrid models. However, while hybrid models allow for potential worker flexibility, it also has the potential of creating inequitable workplaces as those who work in-person may have more contact with managers and executives, while those who stay home fall out of sight and out of mind. 

Caregivers have a unique set of needs that should be considered when companies return to the workplace in any form. In True MOSAIC’s latest study, “Giving Care to the Caregivers”, we found:

  • Caregivers are concerned about proximity bias and those concerns should be addressed by workplace managers. 
  • Specifically, 7 in 10 caregivers are concerned about colleagues who choose to work in person getting more credit for their work (71%) and being perceived more favorably (73%).
  • When it comes to the benefits of a hybrid or remote setting, parents were most likely to report more time with family as a benefit of working remotely. 

Although they take the lead on increased work hours (64%), 90% of caregivers who work remotely or in hybrid arrangements agree that freedom from commuting has allowed for more personal time. This personal time can be used to take care of home responsibilities, including looking after others.

The Gift (and Responsibility) of Flexibility

Companies’ return-to-work plans will have a direct impact on people’s day-to-day lives. At a time when organizations are struggling to find and retain talent, they risk losing some of their most valuable contributors – caregivers. 

In the study, we found that mandates to come back to the office full time may lead to tension among employers and employees. If presented with an ultimatum, many employees surveyed would either comply or speak to their supervisor about flexible work arrangements. Nearly a quarter (24%) of employees would look for a new job. The data is striking and is consistent with labor trends that have seen many employees leaving their jobs in recent times. 

Additionally, the cost to replace employees who resign from the company can be expensive. In fact, the U.S. Bureau of Labor Statistics estimates it costs $160,000 to replace a position that earns $80,000 per year. At a time when more employees expect flexibility, it simply makes sense to find ways to address the needs of employees. 

For caregivers, especially, flexibility is key. But what does flexibility look like in practice? For some, it means they have the option to choose hours that meets the demands of caretaking, meetings, and other home and work responsibilities. For others, it means the option to work four-day weeks or part time. However, an individual chooses to define it, the definition of flexibility is determined by the employee — not the employer. The data shows that caregivers are split on how they would like to work: 39% prefer in-person work settings while 40% prefer hybrid working arrangements.

Like anything, there’s a responsibility that comes with flexibility. Whether you are an employee or employer, trust is to be earned for flexibility in hybrid models to work. While leaders should look to extend flexibility to employees, employees need to perform their duties and meet expectations in order to earn the trust of their employer. This is also true for colleagues working together on the same team where interpersonal communication and teamwork will help to ensure that trust is instilled in the day-to-day work.

Our study shows that generally, hybrid work is the employee preference and that among respondents who prefer hybrid work, the ideal work schedule consists of two to three days in the workplace per week. Across demographic groups, employees would prefer to ease into returning to the workplace with flexibility as a guiding principle.

While the preferences lean slightly toward hybrid work, it’s important to remember that caregivers are not a monolith. Individual preferences should be considered as employers seek to hire and retain top talent. In the end, if employees feel their job fits their life choices, they will be able to bring their whole selves to work and fully engage in the job long term.

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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 in the series will address how hybrid work models bring work-life balance to caregivers.


Article

Credibility, Performance and Service Fees are Key Criteria for Choosing Asset Managers, According to FleishmanHillard’s First Pan-Asia Future of Asset Management Report

June 13, 2022

Preference for Foreign Asset Managers in Terms of Performance, Track Record and Trustworthiness

HONG KONG, June 14, 2022 – The vast majority of Asian investors see credibility (96%), performance (96%) and service fees (90%) as the key criteria for choosing an asset manager, according to FleishmanHillard’s The Future of Asset Management in Asia 2022.

The report, which for the first time now covers four markets across Asia (mainland China, Hong Kong SAR, Singapore and South Korea) and follows three years of the well-received Future of Asset Management in China report, offers insights for global asset managers assessing opportunities in Asia. Published in collaboration with the agency’s TRUE Global Intelligence practice, the report features analysis drawn from an online survey of Asian investors’ attitudes and behaviors, plus an overview of the latest industry trends.

The survey shows that overseas asset managers are preferred for their performance (53%), track record (45%) and trustworthiness (43%) by investors over local players. Asian investors value asset managers that are transparent in customer communication (92%) and fee disclosure (89%) and that offer sophisticated risk management capabilities (90%) and strong ESG products (78%).

“Despite continuous market volatility in 2021 and the first quarter of 2022, Asia continues to be an epicenter of growth for international asset managers, with China presenting opportunities for expansion amid an upsurge in the number of affluent investors in the region,” said Patrick Yu, Asia Pacific lead of FleishmanHillard’s Financial and Professional Services sector. “Credibility and performance continue to be key for investors in Asia choosing asset managers. Overseas managers need to think through how they can accommodate investors’ appetites by delivering uncorrelated alpha with well-timed, top-notch investment solutions drawing upon a variety of global expertise and experiences.”

The survey also found:

  • Asian investors show a strong preference for investing in the region they know the best: Asia Pacific. The exception here is South Korean investors, who are most keen to invest in North America (58%) and are almost as likely to target Europe (37%) as Asia Pacific (39%). 
  • With the Ukraine-Russia conflict increasing global volatility, most investors are moving investments into lower risk options, although Singaporean investors are just as likely to maintain their current asset allocations as they are to reduce risk. 
  • Despite the fall in stock markets, particularly in growth segments, investors in the region still have their sights on investing in innovation sectors this year, with 53% of investors across the region saying they will invest in the internet and technology sector. 
  • With a number of new investment themes breaking onto the scene in the last year, such as non-fungible tokens (NFTs) and the metaverse, the report shows a clear appetite among investors in the surveyed markets for products investing in these themes. Cryptocurrency-related products topped investors’ wish-lists, with 45% showing interest despite weaker performance in the six months prior to the survey. 
  • A total of 41% also expressed interest in metaverse-themed products, and 33% said they are considering investing in an NFT or digital collectible, which is largely driven by investors in the Hong Kong SAR, 43% of whom expressed interest.
  • More than half (59%) of investors use online methods for fund patronage, followed by independent financial advisers (46%) and wealth managers (43%).

FleishmanHillard’s The Future of Asset Management in Asia 2022 report includes qualitative and quantitative data. FleishmanHillard TRUE Global Intelligence fielded an online survey of 418 investment professionals in mainland China, the Hong Kong SAR, Singapore and South Korea between April 27 and May 5, 2022. All respondents to the survey self-identified as working in investment, finance or banking, and had traded or invested in at least one of the following: equities funds (77%), fixed income (57%), ETF (48%), alternatives (15%), balanced funds (30%) or PE funds (11%).

Remarks: A mainland China focused report, The Future of Asset Management in China 2022, is also available for asset managers interested specifically in this growing market. 

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).  

About Omnicom Group Inc.
Omnicom Group Inc. (NYSE: OMC) (www.omnicomgroup.com) is a leading global marketing and corporate communications company. Omnicom’s branded networks and numerous specialty firms provide advertising, strategic media planning and buying, digital and interactive marketing, direct and promotional marketing, public relations and other specialty communications services to over 5,000 clients in more than 70 countries. Follow us on Twitter for the latest news.

Article

Moving from Cancel Culture to Cohesion Culture; FleishmanHillard Report Uncovers Importance of Togetherness

June 9, 2022

New Research and Contributions from World Renowned Experts Find that Brands of the Future Need to Put Cohesion at Their Heart

ST. LOUIS, June 9, 2022 – Consumers are demanding that brands prioritize togetherness in what they say and do, or they will take their business elsewhere, according to “The Togetherness Economy,” a new research report published by FleishmanHillard about companies’ role in fostering social cohesion. 

The report, conducted in partnership with Harvard Medical School professor of psychiatry Robert J. Waldinger and futurologist Martin Raymond, reveals that 61% of consumers in both the U.S. and U.K. feel brands play an important role in fostering social cohesion. Seventy percent said they are more likely to buy a product if the brand that produces it promoted togetherness. 

Currently, however, brands are not meeting the expectations set by western consumers. Forty-five percent felt that the way brands market themselves actively contributes to social division. Similarly, 58% felt that brands play on stereotypes in their communications in order to be humorous or appeal to a certain section of society. The fashion, healthcare and beauty sectors were judged to be the three industries that contribute most to division.

“In this attention economy era, we have become obsessed with getting people to notice us and with evoking a reaction,” said Lauren Winter, global managing director of consumer culture, FleishmanHillard. “This has contributed to unsavory developments including culture wars and divisive headlines, and a prioritization of arbitrary outputs that divide over meaningful outcomes that connect. This study from our Culture Unit does not just paint the stark reality that brands and communications practitioners face, though. It also shows them how to adapt to – and thrive in – it.” 

FleishmanHillard worked with Waldinger to come up with a framework for togetherness to help brands better foster social cohesion. Calling on his experience as the director of the world’s longest-running study of adult life ever done, he devised six questions for companies to ask themselves to prioritize togetherness. The questions – or, Togetherness Traits – are explained in the report.  

“It has been both rewarding and intellectually stimulating to work with FleishmanHillard’s Culture Unit on this important and timely report,” Waldinger said. “As we reveal in the report, corporate marketing and communications are incredibly powerful shapers of our expectations about what is normal and how we should interact with one another. I hope that these Togetherness Traits will help companies across the world put that power to good use and help create a more cohesive world – together.”

“The Togetherness Economy” ends with a chapter written by Raymond, the co-founder of the Future Laboratory, one of the world’s most renowned futures consultancies. Raymond argues that demographic data suggests we are on the brink of a new age of cohesion, thanks to future generations’ enthusiastic adoption of what he calls the ‘Five Cs’: collaboration, community, conviviality, co-operation and conscientiousness. The collective embodiment of these five Cs will create more cohesive societies that will be less forgiving toward companies that aren’t reflective of these values themselves. Raymond coins the concept of the ‘Community Company’ as the answer to this change – a company that is willing to embed itself into the fabric of the communities that it expects to prosper.

“The Togetherness Economy” was developed by FleishmanHillard’s Culture Unit, a global team of macro culture strategists that enable brands to be brave and take action while being thoughtful of the cause they are communicating. The report comes in the wake of the Unit’s industry-first partnerships with the inclusive talent agency Zebedee, and the United Nations’ Unstereotype Alliance

The research for “The Togetherness Economy” was conducted by TRUE Global Intelligence, the agency’s in-house research practice. Research for the report included a survey of 2,000 adults at least 18 years of age across the U.S. and U.K. (1,000 per country). Respondents were made up of nationally representative samples based on gender, age, region and ethnicity. The survey consisted of eight questions that were answered online by respondents between March 30 and April 7. The report is available to read and download here.

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).  

About Omnicom Group Inc.
Omnicom Group Inc. (NYSE: OMC) (www.omnicomgroup.com) is a leading global marketing and corporate communications company. Omnicom’s branded networks and numerous specialty firms provide advertising, strategic media planning and buying, digital and interactive marketing, direct and promotional marketing, public relations and other specialty communications services to over 5,000 clients in more than 70 countries. Follow us on Twitter for the latest news.

About Professor Robert J. Waldinger

Robert Waldinger is a professor of Psychiatry at Harvard Medical School and directs the Harvard Study of Adult Development, the longest-running study of adult life ever done. The Study tracks the lives of 724 men for 83+ years and now studies their children to understand how childhood affects health and wellbeing in middle age. He is founding director of the Lifespan Research Foundation, dedicated to sharing the learning from the study more broadly to help people live more meaningful and happier lives.  

His TED talk on lessons from the longest study of happiness is the fastest spreading talk of TEDx events.  

More about the programs Waldinger has developed with the insights from the Harvard Study to help people live happier lives with greater meaning and fulfillment is available at www.lifespanresearch.org.

About Martin Raymond, futurologist and cofounder of the Future Laboratory

Martin Raymond is co-founder of The Future Laboratory and editor-in-chief of LS:N Global. Raymond is a well-known trend guru, having written several best-selling books on trend forecasting, including The Trend Forecaster’s Handbook and The Tomorrow People. Martin contributes regularly as an expert on trends and business for the BBC, Channel 4 and ITV.

Article

European Health Data Space: Could This Change the Healthcare Industry and Better the Lives of EU Citizens Forever?

June 8, 2022
By Enrique Marcos Collado

Data is arguably the most valuable coin of our time and it’s set to become more relevant as we progress through the 21st century. Data governs our world, governments and companies around the globe leverage personalized data for diverse purposes, but essentially taking your data footprint – from online purchases to the amount of time […]

The post European Health Data Space: could this change the healthcare industry and better the lives of EU citizens forever? appeared first on European Union.

Article

React or Not React? Upping Your Game in the Face of Shareholder Activism

June 6, 2022
By Patrick Yu

Shareholder activism is on the rise in Asia-Pacific (APAC) as companies and CEOs face unprecedented scrutiny from international and local investors looking for better corporate governance and transparency. In the first quarter of 2022, there were 76 public corporate actions, as compared to 50 in the same period of 2021, on corporates and issuers in the region, with Korea, Australia and Japan leading the way, according to Insightia’s Shareholder Activism in Q1 2022 report.

So, what do activist investors want?

For the most part, it’s board representation, governance and environmental issues that are the focus areas for activists. Gone are the days of shareholder activism that only took place in the U.S., driven by institutional investors or short-sellers. In APAC, we now have growing involvement from retail and institutional investors. Activist investors in APAC have indeed gained foothold.

APAC’s activist investors are also looking at new targets. APAC’s chaebols used to draw attention from such investors due to the excessive power wielded by families with controlling stakes, but we now see a lot of actions against corporate heavyweights and even small companies. Even the retail estate investment trusts in the region have recently emerged as a battleground for activist investors.

How do corporates and issuers better prepare for activist investors’ attack?

Your Winning Blueprint for Communications with Activist Investors and Shareholders

Take an outside-in approach: Focusing on common triggers for activist investors’ engagement may help the board cut through the noise. Consider taking an outside-in approach to listen to what the pressing issues are from activist investors. Corporates and issuers should actively monitor and stay on top of international standards and requirements related to corporate governance and climate disclosure across different jurisdictions as these are the areas that easily draw investors’ attention.

Know your friends and foes: Each and every investor and shareholder will have a unique set of needs. The one-size-fits-all approach no longer works. It’s important to understand what your audiences want and to focus on what their bottom-line is. Get to know their ulterior motives and track records, and how they normally work with corporates. Should you receive an unacceptable proposal from an activist investor, you will need to be able to explain why it is not acceptable to shareholders in a way that’s rational and persuasive, ideally while presenting an alternative option, instead of rejecting it.

Prepare, listen and engage: Remember that you need to prepare for the worst – something that generally involves plenty of preparation. Develop a long-term and holistic engagement plan with your shareholders, investors and other stakeholders so you are seen to be proactive in your communications and in listening to their needs. Earnings calls and annual general meetings are a basic requirement. Leadership profiling to update the company strategies and regular communications with investors via social and digital media will help to develop more meaningful relationships with them.

Stay true to your corporate values: Lastly, look beyond disputes when they arise and focus on your company’s core values in alignment with good corporate governance. Your employees also need to be fully briefed on this when the company is attacked by activist investors. Showing how to communicate with activist investors externally and internally will effectively help corporates create sustainable corporate values.  

Article

What Makes a Good Contact on LinkedIn? Part II – How to Make Myself a Good Contact

May 31, 2022
By Stefanie Soehnchen

In our personal social network communities, we value good exchange, relevant reach – and the feeling that we can approach contacts when we need something. But what many people forget is that they have to become such a contact themselves before they can expect others to do the same. But how do you become a […]

The post What makes a good contact on LinkedIn? Part II – How to make myself a good contact appeared first on FleishmanHillard Germany.

Article

Davos Reflections: A look back on the World Economic Forum’s DAVOS 2022

May 30, 2022
By Jaiye Elias

Last week saw the return of the World Economic Forum’s annual meeting in Davos – its first in two years. It wasn’t just the January snow that was missing, with heads of state, A-list celebrities, and a sense of optimism also hard to find in the mountains of Switzerland. Hanging over the week’s discussions was […]

The post Davos Reflections: A look back on the World Economic Forum’s DAVOS 2022 appeared first on United Kingdom.