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Black Lives Matter : Publicis Groupe dédie une journée à la “promotion de la diversité”



Arthur Sadoun, CEO de Publicis Groupe

Dans sa vidéo hebdomadaire destinée aux collaborateurs du Groupe, Arthur Sadoun, Président de Publicis, a annoncé que la jounée du 17 juin 2020 serait dédiée à une réflexion commune autour des thèmes de la “promotion de la diversité” et de la “lutte contre le racisme”. Tous les collaborateurs de Publicis à travers le monde sont tenus de participer à cette journée. Arthur Sadoun fait dans cette vidéo le constat du retard pris par Publicis dans ces domaines et s’engage à mettre en oeuvre les actions pour y remédier.

Voici le détail complet de la prise de parole d’Arthur Sadoun dans cette vidéo, telle que dévoilée par le magazine américain “AgencySpy” (en anglais). Il s’agit de la seconde réaction d’un dirigeant de grand groupe de médias, après celle de Yannick Bolloré, CEO d’Havas, la semaine dernière.

Publicis Groupe CEO Arthur Sadoun dedicated the entirety of his weekly video address yesterday to addressing issues of racism in the wake of widespread protests against racism and police brutality.

Sadoun opened the video by saying that he would like to focus on Publicis Groupe’s “U.S. family,” adding that “the truth is that it’s about every single one of us in every market.”

“In this moment of great trauma and unrest, I believe we are all Americans,” he said, explaining that “we have all been awakened by the devastating death of George Floyd” and subsequent protests across the U.S. and cites abroad.

“We are asking ourselves how and why this racism against Black people has gone unchecked for as long as it has,” he said, adding that he has spent considerable time over the course of the last week speaking with U.S. teams and witnessed their pain.

“The truth is it is very difficult to find the right words and even more difficult to take the right actions, as nothing will truly alleviate these emotions right now,” Sadoun said, a comment that comes in the wake of some Publicis Groupe employees feeling that Sadoun failed to adequately address racism in a previous video last Sunday in which he didn’t directly refer to racism, police brutality or the murder of Floyd.

Stressing that the issue of racism and injustice is far larger than any individual, Sadoun said that Publicis Groupe needs to focus on where it can make a difference.

“I’m talking about our people, you, our company, our own ecosystem” he explained, expressing the hope that by making a small contribution the company could impact the larger world. “Actions mean nothing if they don’t have real and long-term impact and this is very hard,” he said, admitting that while Publicis Groupe has developed a number of initiatives around promoting diversity and inclusion, “the results are not where we want them to be.”

“So we have to be a better industry and a better company. We actually need a fresh start,” he said, by imagining, designing and executing “new ways for Publicis to fight racism and provide more opportunities for the Black community inside our company.”

Aware of his limited perspective as a white CEO sitting in Paris, he called on viewers for help.

“It will take all of us,” Sadoun said. “The truth of our Black colleagues. The white majority that sits in our company today. Our diverse skills and talents. Our ingenuity, compassion, the resilience will help us find a solution that makes a difference. We need to make right what has been so wrong for too long,” he added.

To tackle the issue, Sadoun said Publicis Groupe will need to answer four fundamental questions: how to provide more opportunities for Black people at Publicis Groupe and its agencies, ways of fostering a culture of growth and progress leading to more Black leaders at the top levels of the company, how to ensure white employees become active partners to their Black colleagues’ success, and how to help support all minorities around the world.

“To answer these questions we will need all of you,” he said, announcing that on June 17 Publicis Groupe will host a day dedicated to finding answers to these questions, with employees in the U.S. called upon to “set the foundations for actions,” led by chief diversity officer Ronnie Dickerson and her team.

“The best ideas, solutions and actions will be refined, implemented and measured,” Sadoun explained, calling it a “very important day” for the holding company in the U.S. and around the world. He also asked for all U.S. employees to take one day off before June 17 to take time to think about these issues and ways of addressing them, noting that some agencies have already provided employees with such a day.

He also noted the importance of giving all Publicis Groupe employees a proper foundation and knowledge to begin to understand the Black-American experience, noting that the diversity and inclusion team is providing a list of resources. While most of the resources are free, Sadoun also promised to refund the purchase of any which are not. He also dedicated the holding company’s next leadership Q&A session to preparing for the June 17 session.

Sadoun said that while personally the isolation of social distancing measures due to the coronavirus pandemic was difficult, the current “social crisis” is tougher, “because it is the one … we were most responsible for.”

“We see this moment clearly and we will not squander it,” he promised, “Together with all of you, we will do the right thing in our company, today and for the years to come.”

He concluded by asking everyone to stay close to their teams, check in with Black colleagues and engage in “hard and truthful conversations,” adding that the holding company is “laying the foundation for change, starting today.”


La pub Schweppes devenue “symbole de la diversité”



Lorsqu’en 1988, Schweppes utilise pour un spot publicitaire un titre enregistré en 1969 par Chico Buarque, la France se met à avoir des sueurs.

Il serait toutefois très réducteur de limiter cet énorme succès à la sensualité torride d’un clip qui étirait sur 2’42 les images du spot TV.

“Essa moça tá diferente” est aussi un titre magique, faussement entraînant, empreint d’une douce mélancolie : pour cause, Chico Buarque l’a enregistré alors qu’il était exilé en Italie. Quelques mois plus tôt, il croupissait dans une prison, soumis au harcèlement de la dictature militaire qui tenait le Brésil.

Avec Caetano Veloso, Elis Regina, Gilberto Gil et quelques autres, Chico Buarque est à la fin des années 60 l’un des principaux acteurs du “MPB” : un nom de code qui désigne la “musica popular brasileira”, croisement de bossa nova, de samba, de jazz et de rock, sur fond de militantisme politique. Difficile d’imaginer que tout ceci se terminerait par un clip sponsorisé par Schweppes, devenu une ode magnifique à la beauté du métissage.

Ce spot de pub ouvrira la porte à toute une série de tubes de l’été latinos, particulièrement “La Lambada”, dont les clips magnifiaient tout autant la diversité.

30 ans plus tard, en 2018, Schweppes (via son agence BETC) produit un spot anémié, indigent et aseptisé, avec le slogan lunaire “What do you expect“, sur une musique soporifique des Chemical Brothers… Qu’on en juge :

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OMNICOM (agences TBWA, DDB, BBDO,…) dévoile les statistiques diversité de ses effectifs US !



Omnicom Releases US Workforce Diversity Data as Part of Broader Action Plan

Less than 3% of executives are Black

By Minda Smiley

Omnicom has released the makeup of its workforce in the U.S. as part of a broader plan to achieve “systemic equity” at the holding company.

In a staff memo, Omnicom CEO John Wren shared its U.S. Equal Employment Opportunity Commission (EEOC) data, which is broken into three categories: executive managers, mid-level managers and professionals. According to the report, 2.7% of its executive managers are Black, 7.2% are Asian, and 4.9% are Hispanic.

At the “professionals” level, 5.5% of employees are Black, 11.1% are Asian, and 10.3% are Hispanic.

Its numbers are largely in line with those of the other major advertising holding companies that have released similar data. At Dentsu Aegis Network, IPG, Havas and Publicis, Black employees hold less than 3% of executive roles. WPP and MDC Partners have not released their workforce diversity data, although the former has indicated that it plans to.

“Understanding and providing transparency in where we currently stand is a necessary first step in committing to change and paving a path forward,” Wren said in the memo.

The staffing breakdown comes roughly two months after the police killing of George Floyd in Minneapolis on May 25, which Wren called “tragic and heartbreaking” in an email he sent to staffers on June 1. In the email, he said diversity and inclusion are two of Omnicom’s “core values.”

In addition to revealing its workforce data, Omnicom has laid out an eight-part plan called OPEN 2.0 that Wren said will help the company reach systemic equity across the organization. According to Wren, it aims to “attain equal representation, development, support and retention of marginalized groups,” particularly in the U.S., for BIPOC employees.

The eight steps include:

1. Expand the OPEN leadership team: The Omnicom People Engagement Network (OPEN) encompasses its employee resource groups and diversity, inclusion and equity (DE&I) efforts, led by chief diversity officer Tiffany R. Warren and includes 15 other executives across its various agencies. According to Omnicom, the team will be “expanded and further supported.” Additionally, the CEOs of each network and practice area will have a diversity director as a direct report.

2. Attract and recruit talent: Omnicom’s agencies, which include BBDO, DDB and TBWA, will “promote our DE&I programs and initiatives,” though no additional information was provided.

3. Provide development opportunities: Establish a Talent Advocacy Program that pairs an individual with a mentor who can advocate for their mentee’s success and advancement.

4. Retain and grow employees: A new networking-focused Talent Advancement Program will allow HR and recruiting professionals to source talent across various agencies to “more efficiently and effectively provide career advancement.”

5. Update clients on progress: A new Client DE&I Communications Program will regularly update clients on initiatives and accomplishments. As part of this, Omnicom plans to expand supplier diversity programs.

6. Implement partnerships: Identify organizations that its agencies “enthusiastically support” to offer professional services on a pro-bono basis.

7. Expand training programs: Build training programs designed to “create awareness and sensitivity to issues regarding DE&I, such as global mandatory unconscious bias training.”

8. Establish accountability: Each agency “will have specified actions, with deadlines, to ensure advancement of DE&I initiatives,” with CEOs held accountable.

“We have always said our people are our No. 1 priority, and this plan puts our words into action. Small gestures, quick reactions and disparate efforts will never be enough to create the systemic equity we strive to achieve,” Wren concluded in the memo, adding that the plan was developed to maintain “energy and focus for years to come.”

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Havas rachète officiellement l’agence Buzzman



C’est la nouvelle de l’année dans le milieu de la publicité. Le groupe indépendant français Havas, créé en 1835, s’offre cet été Buzzman, l’agence indépendante la plus créative de France.

Les rumeurs couraient déjà tout l’été et notamment sur la croisette. C’est maintenant officiel. Avec un investissement à hauteur de 51% dans le capital de Buzzman, le groupe de Yannick Bolloré s’offre l’agence de Georges Mohammed-Chérif qui devrait garder une totale autonomie.

Le rachat, d’un montant d’environ 22 millions d’euros, devrait permettre à l’agence Buzzman de tirer profit de certains atout du groupe Havas (comme la data) tout en conservant son indépendance, explique Georges Mohammed-Cherif dans Stratégies. De son côté, Havas réussi désormais à aligner un trio redoutable sur le marché, constitué de BETC, Rosapark et Buzzman. L’objectif d’Havas sera donc de créer une cohérence dans cette offre, en évitant le cannibalisme entre ses agences.

À l’heure où la croissance du marché de la publicité augmente timidement ces dernières années comme l’avait rappelé Mercedes Erra dans son élocution cet été, ce rachat permet d’ajouter du dynamisme dans l’industrie et d’offrir de nouvelles perspectives. C’est même “un vrai signal de résistance” selon Yannick Bolloré.

Source : Gabriel Teisson – – 05/09/19

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