Richard Costa, Director and Head of Corporate Reporting at Ensemble Studio.
There is a great deal of ambiguity that shrouds the concept of corporate responsibility. Not only is there a lack of consensus as to what it actually means, more than ever companies are also expected to communicate theirs. It’s a riddle wrapping an enigma. […]
Beyond the Labels: A Deeper Understanding of Diverse Identities in the Pursuit of Genuine Brand Connections
September 14, 2021
By Isabel Abislaiman
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We adopt labels at an early age. It’s part of how we discover patterns, learn naming and grouping, and generally what guides our communication and understanding with everything around us, from objects and events to feelings and people.
When it comes to how we describe and define who we are – complex, multi-dimensional beings – our deep and rich personal identities can pose a challenge in terms of how we navigate a world filled with labels that don’t always fit.
We can’t live life entirely without labels – we depend on them as a source of knowledge, to inform, to categorize, to simplify and sometimes even to rationalize understanding and decisions. But it’s also true that when we use labels to describe human beings, or a group of people presumed to be the same, we can lose sight of how commonalities and differences co-exist to shape people and different points of view. That deeper understanding is an essential part of personal growth and reflection, but also of meaningful and authentic connections between people, and between companies, their employees and their customers.
When it comes to Hispanics and Latinos living in the U.S., we’re talking about a population of more than 60 million who encompass cultures and heritage from more than 20 different countries across South America, Central America, the Caribbean and other Spanish cultures. Whether we use the label Hispanic, Latino, Latina, Latine or Latinx, there’s no single world capable of precisely and completely capturing the range of identities and lived experiences within these communities.
Further confounding the categorization are the other dimensions of identity that shape who we are, from race to socioeconomics and diverse cultural influences. They impact everything from how we’re raised to the experiences we have, how we self-identify, how others see us and how we think others see us.
U.S. Hispanics and Latinos can be of any race; not all U.S. Hispanics and Latinos speak Spanish; and no, Hispanic and Latino are not actually synonymous terms. And so, we come back to that singular truth: we are not all the same. The complexity is clear but so is the path for leaning into it to foster deeper understanding and genuine relationships.
In this third installment of the True MOSAIC Racial Reckoning series, Life Beyond the Labels: The Role of Intent and Inclusion in Authentic Brand Connections, we’ve leveraged the expertise and lived experiences of our FH Hispania, TRUE Global Intelligence and True MOSAIC practices to explore what it means to be intentionally inclusive in our search for cultural relevance and meaningful connection.
Here are three reasons we felt it was important for us to bring these perspectives together and what we hope you’ll take away from reading the report and the insights that informed it:
Connections don’t happen by accident. The first step is to be intentional about investing in your desired impact or outcome. If the goal is to reach a specific audience, invest the resources needed to understand not just who they are and how they behave but why. What is it about the way they see and experience the world that shapes the decisions they make?
Centering inclusion in intelligence and information gathering brings depth and dimension. This prompts us to ask more, and different, questions – from those that aim to determine where someone is from and what language they speak to those that examine experiences and feelings.
Being intentionally inclusive fuels and inspires curiosity, critical thinking, imagination and the pursuit of deeper understanding. If we challenge ourselves to look beyond the labels, to search for inclusive answers and to believe in the power of perspectives, we are empowered – in the process – to be more inclusive and to create genuine connections.
FleishmanHillard Appoints Rachel Catanach General Manager of New York, Ephraim Cohen Global Managing Director, Media + Platforms
September 13, 2021
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ST. LOUIS, September 13, 2021 — FleishmanHillard today announced two key appointments: Rachel Catanach to general manager of its New York operations, and Ephraim Cohen to global managing director of Media + Platforms.
“Our operations are thriving thanks to our relentless focus on creating the best experience for clients and our employees,” said J.J. Carter, global COO and Americas president, FleishmanHillard. “These appointments will continue to strengthen our position as the leading agency for global campaigns built on media strategies that deliver business results. New York is an established hub for global clients, and Rachel’s cross-market experience will bring additional expertise to the leading brands we represent, while our Media + Platforms core service will continue to grow as one of our agency’s key offerings under Ephraim’s leadership.”
In her new role, Catanach will be responsible for the operations, strategy and growth of FleishmanHillard’s New York office. She’ll be moving to New York from Hong Kong where she has served as the agency’s president of Greater China for the past five years, and as the managing director of the Hong Kong office for nine years. She also serves on FleishmanHillard’s global leadership Cabinet. In addition to her experience in business operations and developing colleagues, Catanach has expertise in global brand building, corporate and financial communications, issues and reputation management and strategic events. Under her leadership, the firm’s Greater China operations were named 2020 PRovoke Media Greater China Agency of the Year and 2020 Public Affairs Asia Multi-market Agency of the Year. She is the former Chair of Public Relations Hong Kong and is a regular industry commentator.
A founding member of the global Media + Platforms practice two years ago, which integrates earned media, editorial, social and digital capabilities, Cohen will continue building out the talent base and global offerings. In partnership with the agency’s TRUE Global Intelligence practice, Cohen will also expand the agency’s data transformation strategy, designed to increase the business impact of campaigns by putting the power of advanced data tools directly into the hands of all communications counselors. Cohen is taking the role after leading FleishmanHillard’s New York office since 2015, establishing the office as a growth driver and global client leadership hub across four key sectors – Financial and Professional Services, Technology, Healthcare and Consumer. Cohen joined FleishmanHillard in 2014 to lead social and digital for the firm’s eastern region before being appointed General Manager of FleishmanHillard NY.
About FleishmanHillard FleishmanHillard specializes in public relations, reputation management, public affairs, brand marketing, digital strategy, social engagement and content strategy. FleishmanHillard was named 2020 Campaign Global PR Agency of the Year, 2019 PRWeek U.S. Outstanding Large Agency; 2019 Holmes Report North America Large Agency of the Year; ICCO Network of the Year – Americas 2017-2020; PRovoke Media Greater China Consultancy of the Year 2020; PRWeek UK Best Places to Work 2020; Human Rights Campaign Best Places to Work for LGBTQ Equality 2018-2020; and NAFE’s “Top Companies for Executive Women” 2010-2020. The firm’s award-winning work is widely heralded, including at the Cannes International Festival of Creativity. FleishmanHillard is part of Omnicom Public Relations Group, and has 80 offices in more than 30 countries, plus affiliates in 50 countries.
About Omnicom Public Relations Group Omnicom Public Relations Group is a global collective of three of the top global public relations agencies worldwide and specialist agencies in areas including public affairs, marketing to women, global health strategy and corporate social responsibility. It encompasses more than 6,300 public relations professionals in more than 370 offices worldwide who provide their expertise to companies, government agencies, NGOs and nonprofits across a wide range of industries. Omnicom Public Relations Group delivers for clients through a relentless focus on talent, continuous pursuit of innovation and a culture steeped in collaboration. Omnicom Public Relations Group is part of the DAS Group of Companies, a division of Omnicom Group Inc. (NYSE: OMC) that includes more than 200 companies in a wide range of marketing disciplines including advertising, public relations, healthcare, customer relationship management, events, promotional marketing, branding and research.
About Omnicom Group Inc. Omnicom Group Inc. (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.
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Creating Agency Within Agencies: Women of Color & Careers with Intention
September 10, 2021
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When: Wednesday, September 15, 12 p.m. CT
Where: Online Event
Register for the ColorComm event presented by Omnicom Public Relations Group here.
How can communicators create personal agency within an agency?
During this ColorComm event on September 15, presented by Omnicom Public Relations Group, Della Sweetman, FleishmanHillard’s chief business development officer, will join Soon Mee Kim, chief diversity, equity and inclusion officer at Omnicom Public Relations Group; Ayanna Robinson, chief client officer at Porter Novelli; Rema Vasan, global president at Marina Maher Communications and Lindsay Wagner, senior vice president, head of DEI, North America at Ketchum to discuss how they’ve built successful careers on their own terms, how to lead and live with purpose and more.
FleishmanHillard UK finalists in The Drum Awards for PR 2021
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The shortlist for this year’s The Drum Awards for PR has been revealed and FleishmanHillard UK has been announced as finalists for ‘PR and Communications Agency of the Year’! The Drum Awards for PR recognises the agencies, brands and industry professionals who are leaders in PR and communications. Winners are announced on September 30th. Contact […]
The Future Is Flexible: Offices Aren’t Going Away, But Remote Work Is Here to Stay
September 9, 2021
By Steinheimer
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COVID-19 required companies to retrofit existing remote work policies. Now, it’s time to redesign them.
The pandemic has shifted nearly every aspect of life, and the workplace has been no exception. In the early days of COVID-19, many companies transitioned teams to a remote setup seemingly (or literally) overnight – inciting workplace shifts that might’ve taken years under normal circumstances. And while the changes to our working environments might have been immediate, they are anything but fleeting.
As COVID-19 pressed companies to keep offices closed, a realization swept through the workforce: many roles can be fulfilled successfully from almost anywhere. In fact, a Conference Board study found 59% of employers surveyed reported a productivity increase since transitioning to remote work in 2020. And the flexibility was widely appreciated. According to MetLife, when employees were free to balance life’s needs through remote working, a majority (71%) reported feeling a greater sense of trust from their employer.
In short: remote work worked.
Fast Forward to 2021
Although the Delta variant has complicated matters as of late, offices started to reopen, and employees and employers alike have been considering new policies – expressing interest in long-term flexible work environments … as well as concerns. For example, some feel that working from home more closely resembles living at work. According to FleishmanHillard’s TRUE Global Intelligence and Talent + Transformation report, “The New Social Contract,” 58% of employees report regularly balancing taking care of family and job needs at the same time – blurring the boundaries of work and home life and risking burnout.
Others miss the social interaction and collaborative opportunities of a shared workspace. A global study of more than 2,700 employees found 75% feel more socially isolated as a result of the pandemic. Still, research shows an overwhelming majority of individuals who worked remotely due to COVID-19 prefer to maintain that flexibility, and aren’t ready to give it up.
What’s at Stake? Your Workforce.
While some companies are promising more flexibility than ever, others are doubling down on the importance of working in an office environment. But what’s at risk if employees are confronted with the demand to return to offices and abandon the flexibility they grew accustomed to over the past year? A Bloomberg survey of 1,000 U.S. adults showed that 39% would consider quitting if employers weren’t flexible about remote work. (Among millennials and Generation Z, that figure rose to 49%.)
Building a Culture of Connection in a Hybrid Workplace
The good news: Physical and remote workplaces can coexist in a new era of flexibility. Companies are combining virtual and on-site work in new and exciting ways. And while not every employer will have massive budget to overhaul office setups and navigate logistical nightmares, there’s one essential tool any company can afford to improve: internal communication.
Consider the following best practices for communicating clearly about new working models and effectively engaging a hybrid workforce:
Focus on flexibility. Everyone and every job is different … and there’s no one-size-fits-all workplace model. Instead, employers should take inventory of unique workforces and the need to find common ground between what success looks like for both people and companies.
Establish trust. “The New Social Contract” found nearly 30% of employees surveyed feel they are not trusted by their employers to maintain work-life balance. Leadership should lead the charge in shifting perceptions about flexibility with targeted communications.
Engage employees. Engagement tactics might look different than before – but could be even more important as teams face potential disconnect. Employers should stay in contact, offer professional development opportunities, inspire ambassadorship and consider new virtual tools for collaboration.
Act with empathy. As employees continue navigating the pandemic and its resulting challenges, companies should infuse care into culture by communicating with an empathetic tone. It’s important to stay cognizant about how major work changes will potentially affect life at home – and to provide ample notice and detailed rational, as possible.
Appreciate and recognize. Celebrating employee successes by outwardly recognizing a job well done is a powerful tool. Whether selected by leadership or establishing a peer-nominated program, companies can use recognition programs to motivate teams.
Listen up. Companies should ensure employees have a voice with increased listening tactics like launching pulse surveys, hosting focus groups, collecting anonymous feedback or encouraging leaders to host skip-level meetings within their organizations. Feedback is crucial to maintaining and improving culture.
Care for the frontline. Not every industry can operate in a hybrid environment. For millions of frontline workers, there are few alternative options to showing up in person. Companies should take care to provide targeted internal communications and support to these audiences, especially if other members of the team can enjoy more flexibility.
Workplace flexibility is becoming increasingly important in creating an inclusive culture, driving employee engagement and attracting high-quality talent. And while we can’t be certain what the future holds, successful employers will continue to evolve to meet the blended needs of a hybrid workforce – meeting employees wherever they are.
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FleishmanHillard China Asset Management Report Shows Chinese Investors Placing High Emphasis on Asset Managers’ ESG Credentials
September 1, 2021
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Demand for Overseas Asset Managers’ Onshore Retail Funds is Robust as Foreign Competition in China’s Retail Fund Industry Becomes a Reality
HONG KONG, Sept. 1, 2021 – Chinese investors are paying closer attention to foreign asset managers’ environmental, social and governance (ESG) commitments and offerings as they look to invest, according to The Future of Asset Management in China 2021study published today by FleishmanHillard.
The report offers insights for global asset managers assessing opportunities in China. It is the third annual China-focused asset management report published by FleishmanHillard and its TRUE Global Intelligence practice, and features analysis drawn from an online survey of mainland Chinese investors’ attitudes and behaviors, plus an overview of the latest industry trends.
With the increasingly strong interest in ESG investment, it is notable that a combined 95% of Chinese investors think that strong ESG product offerings are “very important” or “somewhat important” for overseas asset managers operating in China. This ranks the same as transparent fee disclosures (95%), followed by transparency in customer communications (94%). In addition, just over half of Chinese investors (53%) believe that the commitment of an asset manager to ESG is “very important,” with another two-fifths (43%) saying it is “somewhat important” – making it the third most important factor when choosing an asset manager. The credibility (61%) and performance (58%) of the asset management house continue to be the most important decision drivers.
Overseas asset managers working to directly offer retail onshore funds in China for the first time this year should see strong demand for their products, with 95% of Chinese investors stating that they would be “extremely” or “very interested” in such offerings in the market.
“China is emerging from the pandemic in a strong position, which is feeding into growing confidence among local investors and in turn benefiting demand for foreign asset managers’ services as they enter into this fast-opening market,” said Patrick Yu, Asia Pacific lead of FleishmanHillard’s Financial and Professional Services practice. “With full foreign competition in China’s asset management industry becoming a reality, it has never been more important for players in the industry to understand the needs of Chinese investors and to have a robust communications strategy that responds to these sentiments and supports business expansion in the country.”
The survey also found:
Qualified Domestic Limited Partnership (QDLP) and private market funds from overseas asset managers continue to draw interest among Chinese investors. Ninety-five percent of investors show interest in QDLP funds, whereas 93% have purchased private market funds from overseas asset managers with Wholly Foreign-Owned Enterprise (WFOE) licenses. Better product performance and a clear investment strategy are the main reasons for investors to opt for products from overseas asset managers rather than onshore products by the local counterparts.
In the next 12 months, investors are interested in globally focused, or China/Hong Kong SAR focused liquid asset funds. It is clear that Chinese investors are looking for more broad, global exposure to liquid assets in their portfolios over the next 12 months, followed closely by allocations closer to home in China and Hong Kong SAR. It is interesting, however, to see that local investors are as interested in cryptocurrency funds as they are in fixed income funds and Exchange Traded Funds (ETF), despite recent price fluctuations.
WeChat is important for reaching Chinese investors, but independent financial advisers, bank intermediaries and financial media are also important. Thirty-seven percent of investors use WeChat for information on funds and investment products, of which 73% used the platform to find corporate information (global and China) – up a significant 19% from last year (54%). However, independent financial advisers or intermediaries from banks and financial media also continued to be the most important sources of information.
China’s effective response to COVID-19 has boosted Chinese investor confidence. There has been a jump in the number of those who are now confident in their personal financial situation and believe the pandemic is having no impact – 34%, up from 23% last year. The sentiment reflects China’s rapid and effective response to COVID-19 and the quick return to normality in the country.
Ongoing U.S.-China trade tensions are leading to a more “risk off” sentiment for local Chinese investors. Compared with last year’s fairly even split between investors who were more “risk on” and those who were more “risk off,” the needle appears to have swung more in the direction of lower risk sentiment as tensions look set to continue for the long term. A combined 53% of respondents say they are moving more or some of their investments into lower risk options, compared with 32% who have a higher risk appetite.
FleishmanHillard’s The Future of Asset Management in China 2021 report includes qualitative and quantitative data. FleishmanHillard TRUE Global Intelligence fielded an online survey of 260 Chinese investment professionals between July 16-22, 2021. 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 fund (95%), fixed income (89%), ETF (88%), alternatives (57%), balanced funds (86%) or PE funds (78%).
About FleishmanHillard FleishmanHillard specializes in public relations, reputation management, public affairs, brand marketing, digital strategy, social engagement and content strategy. FleishmanHillard was named 2020 Campaign Global PR Agency of the Year; 2019 PRWeek U.S. Outstanding Large Agency; 2019 Holmes Report North America Large Agency of the Year; ICCO Network of the Year – Americas 2017-2020; PRovoke Media Greater China Consultancy of the Year 2020; PRWeek UK Best Places to Work 2020; Human Rights Campaign Best Places to Work for LGBTQ Equality 2018-2020; and NAFE’s “Top Companies for Executive Women” 2010-2020. The firm’s award-winning work is widely heralded, including at the Cannes International Festival of Creativity. FleishmanHillard is part of Omnicom Public Relations Group, and has 80 offices in more than 30 countries, plus affiliates in 50 countries.
About Omnicom Public Relations Group Omnicom Public Relations Group is a global collective of three of the top global public relations agencies worldwide and specialist agencies in areas including public affairs, marketing to women, global health strategy and corporate social responsibility. It encompasses more than 6,300 public relations professionals in more than 370 offices worldwide who provide their expertise to companies, government agencies, NGOs and nonprofits across a wide range of industries. Omnicom Public Relations Group delivers for clients through a relentless focus on talent, continuous pursuit of innovation and a culture steeped in collaboration. Omnicom Public Relations Group is part of the DAS Group of Companies, a division of Omnicom Group Inc. (NYSE: OMC) that includes more than 200 companies in a wide range of marketing disciplines including advertising, public relations, healthcare, customer relationship management, events, promotional marketing, branding and research.
The Changing Landscape of Climate Change and Sustainability
August 31, 2021
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This year’s Authenticity Gap study, The Power of Authenticity, found nearly two-thirds of consumers believe for a company to be more credible than its competitors, it must talk about its behavior and impact on society and the environment, and 73% believe CEOs should have an active voice to support and influence environmental issues and policy changes. It’s no longer enough to just share a company’s sustainability initiatives — it must be backed by purposeful, actionable progress.
Michael Hartt, senior partner and head of international affairs at FleishmanHillard United Kingdom, offers steps organizations can take to mitigate climate change and meet consumer expectations.
FleishmanHillard Wins PRovoke Media’s 2021 Asia Pacific IN2 SABRE Award, Plus 16 Finalists Across Asia Pacific Consultancies of the Year, SABRE Awards and South Asia SABRE Awards
August 27, 2021
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ST. LOUIS, August 27, 2021 – FleishmanHillard received recognition for outstanding client work at PRovoke Media’s 2021 Asia Pacific IN2 SABRE Awards, which recognizes excellence in multimedia content creation. The global agency also earned four shortlist nominations at the 2021 Asia Pacific Consultancies of the Year awards, in addition to 12 total finalist nods at the 2021 Asia Pacific SABRE Awards and the 2021 South Asia SABRE Awards.
FleishmanHillard India received an Asia Pacific IN2 SABRE Award in the Digital and Print Media category for its campaign, “Making India Know Proteins ‘Soy’ Much Better” on behalf of client Right to Protein, promoting the health benefits of a protein-rich diet.
The agency also received shortlist honors at this year’s Asia Pacific Consultancies of the Year awards based on an extensive research process involving more than 125 submissions and meetings with agency leaders across Asia Pacific. FleishmanHillard is a finalist for Asia Pacific Regional Consultancy of the Year (Large), Greater China Consultancy of the Year, North Asia Consultancy of the Year and Asia Pacific Healthcare Consultancy of the Year.
Additionally, the agency earned seven shortlist nods for campaigns on behalf of clients at the 2021 Asia Pacific SABRE Awards, which recognize superior achievement in branding, reputation and engagement, including:
Corning Gorilla Glass with FleishmanHillard China, “Corning Gorilla Glass Tougher Together Photographic Campaign” (Chemicals & Industrials)
Dash Living with FleishmanHillard Hong Kong, “Elevating Dash Living as the leading player in the co-living sector” (Real Estate & Construction)
Free a Girl with FleishmanHillard India, “Voice for Justice” (Not-For-Profit Organizations)
Merlin Entertainments with BlueCurrent Hong Kong, “Legoland® Discovery Centre: Building a Brighter Hong Kong” (Product Media Relations (consumer media))
PwC with FleishmanHillard China, “2020 PwC CIIE Communications” (Professional Service Firms)
Winners will be announced at the Asia Pacific SABRE awards ceremony on September 15.
Furthermore, FleishmanHillard India earned five finalist nods at the 2021 South Asia SABRE Awards. The awards ceremony will be held on September 8.
