In short, pharmaceutical marketers disagree about diversity, equity and inclusion (DEI) efforts in the workplace.
Nearly a third of respondents to a recent MM+M survey told MM+M that their companies' focus on increasing DEI in the workplace is "too much." 22% said there was "too little" effort, while 23% chose "the right option".
One respondent noted that the corporate world complains of "diversity fatigue," but that "we haven't even scratched the surface of equality as a nation."
This commentary sums up an industry that sometimes seems torn between two extremes when it comes to efforts to recruit, retain and develop a diverse workforce.
In the survey, some criticized the DEI for "going too far," while others called for it to remain a "strategic imperative" amid slow progress, citing other written comments.
The killing of George Floyd at the hands of a Minneapolis police officer in May 2020 prompted many health organizations to conduct a comprehensive review of racial inequality.
In the wake of this tragedy, diversity efforts have greatly accelerated, and over the past three years, companies have stepped up training, expanded their talent pool, and created a more inclusive environment.
While progress has been made on gender equality by 2020, including on corporate boards, research shows that when it comes to other types of equality – especially race and sexual orientation – progress among agencies, drugmakers and companies was slow. . Medical device companies. Today, data shows that the momentum of that effort has faded.
Nearly a fifth of MM+M survey respondents said DEI initiatives have taken root in their organizations. In contrast, 64% said these programs are either strong and growing or somewhat strong.
Additionally, 43% of respondents said their company has made progress in hiring and promoting people of color.
The poll, which was conducted from mid-July to mid-August, reflects tensions that appeared to be simmering among the general public even before the Supreme Court's historic decision to end affirmative action in June.
In a February Pew Research Center survey of nearly 6,000 U.S. workers, 15% said their company's diversity efforts don't go far enough, while 14% said those efforts go too far. The majority - 54% - called the efforts of DEI companies "good".
Other studies suggest that corporate America's interest in DEI may be waning. A recent Gallup poll found that 59% of HR leaders at large companies plan to increase DEI budgets in the next 12 months, compared to 84% who said they would do so in 2022.
Meanwhile, the 4As 2022 Agency Diversity Study, published in July, showed a 17% increase in the representation of white CEOs/owners and executives, from 73% in 2021 to 90% in 2022. There appears to have been a loss of representation at the executive level over the same period.
These data disappointed many.
"It's very surprising that in 2021, when [agencies] promised all these roles and opportunities to people of color, white executives got the promotion," says Walter Geyer, senior experience designer at VMLY&R. “Unfortunately, it is clear that at this point, unless individuals or companies make a change, it is by design. »
While MM+M 's findings highlight the differences between healthcare marketers and pharmaceutical manufacturers, most respondents still place a high value on diversity in the workplace.
More than half of those surveyed said it was very important to them to work somewhere with employees of different races and ethnicities. Many expressed the same feeling of having professional colleagues of different ages (50.4%) and genders (43.6%).
They did not enjoy working with people of different sexual orientations. An equal share - 29.8% - said it was very or extremely important, and those who said it was not at all important, although 22.7% said it was somewhat important.
The idea of hiring based on anything other than qualifications has also received support and skepticism.
Nearly 60% disagree with the idea that companies take a person's race and ethnicity into account when hiring and promoting. Just over a quarter agree that such decisions should take a person's race and ethnicity into account.
Despite these controversies, diversity remains a core value in many organizations. Research shows that diverse teams with different backgrounds and identities tend to make better decisions.
However, the Supreme Court's recent decision to eliminate race as a factor in college admissions may affect the pool of employable graduate talent across industries.
The full impact of this decision may not be known for some time, forcing talent managers to expand their acquisition strategies.
"A four-year college degree is not required for all of the positions we hire," said Julia Messagia, chief operating officer of CMI Media Group and Compas. “We have been looking for talent outside of our degree programs for some time because we have strong training programs. »
The agency's Sprint program allows non-traditional employees to learn relevant, transferable skills, Misagia said. "For me, it's about intent and what employers choose to focus on to create a more diverse workforce," she added.
Ultimately, the ruling could also open the door to legal challenges over hiring and promotion practices.
"It's already going to have big implications," Geer said. "This decision makes it much easier for businesses and organizations to say, 'OK, enough with this DEI.' We don't have to live and die for it. I can hire whoever I want.
As for what people think about diversity efforts in the workplace, Gere is one of seven black creative executives who own corporate agencies and never shy away from holding people accountable.ad industry on their social media - at . another soft indicator.
“Look at social media and you will see how many people are still talking about this topic; He hardly noticed anything.
For example, when Geer wrote on his LinkedIn this summer, “DEI is dead. Prove me wrong,” the reaction he received was only a shadow of his usual level of interest.
Some may have thought he was referring to an analysis showing that chief diversity officers (CDOs) have a 40% higher turnover rate than their peers, according to Live Data Technologies statistics cited by the Wall Street Journal .
Instead, Geer explained, "When I say DEI is dead, I'm talking about people donating like they don't anymore," adding that the CDO's work is still important. “Because [the business] doesn't need it. And no one pushes them anymore. It's over, this moment is over.
