Senior Management

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Management and diversity literature repeatedly emphasize that senior management executives should be the initiators, role models and champions of diversity not just in word, but in actions and deeds. You set the tone at your company and expect everyone in the company to be as committed as you are to your vision. And if diversity and inclusion are real to you then they must be treated like other important initiatives of the company. These modules should help you focus on building a more productive and creative team through enhancing its diversity and inclusiveness. Everyone in the company is unique, and valuing that unique background helps agencies, clients and media to be more creative and solve marketing challenges better. Select one of the areas below to see how you can become a stronger player in making advertising more inclusive.

Personalizing Inclusion and Diversity: Valuing others requires self-understanding

Mentoring: Learning from each other leads to moving forward together

Career Mapping: Strategic planning yields progress in advertising

Senior Management Tips for Personalizing Inclusion and Diversity:

  1. Re-assess the relationship of your organization’s values with ethics and diversity, realizing that the combined areas are more significant. Ensure the espoused values are in practice and not simply theory. Consider executing a diversity code of conduct that complements the organizational vision, mission and values – by which all employees work.
  2. Realize that values and culture drive performance. Conduct cultural audits and measure change; monitor cultural ratings from your leadership and workforce.
  3. Engage in a reverse mentoring relationship, preferably one with a peer and one with a junior- or mid-level multicultural staffer. It's an equitable exchange: you provide access to the insights of years of work experience, and your mentor provides an insider’s look into the unchartered waters of a different culture.
  4. Manage stereotypical gut reaction to people, perspectives and ideas that are different from your own.
  5. Allocate sufficient funds and empower human resources to either hire a diversity-consulting firm or hire a proven diversity champion to help embed diversity into the culture by assessing the current culture and recommending needed changes.
  6. Recognize your leadership in personalizing diversity and inclusion, and this will set the tone for others in the company.

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