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 Women in advertising

Throughout advertising, women have been facing an uphill battle to earn equality. Women have been left out of the conversation when it comes to major roles and positions in leadership, marketing, creative direction and so on. Advertising has been primarily seen as a male-dominated industry where women are largely underrepresented in positions of power.

The general trend is that men hold most top-level positions (CMOs, Creative Directors) and strategy roles within agencies. This is not just a coincidence or bad luck for women but rather it stems from social norms and how we view gender roles more broadly as a society. When hiring occurs, companies will hire the people most qualified for the role and this means that in a male-dominated industry many times women just aren’t in the top talent pool.

It is important to note that this is not meant to imply that women in advertising are treated poorly. In fact, often they are quite respected and valued but they are usually seen as an “add-on.” It is socially acceptable for a company to hire one woman VP who then has a team of male VPs around her. The focus has been on women filling in at the bottom level of positions rather than being seen as future leaders or strategists for the brands and products they manage.

Advertising is one of the largest industries in the US, with a total sales volume of $150 billion dollars. The major players in advertising are huge corporations that make billions of dollars yearly. In 2010, WPP totaled $16.1 billion in revenue and Omnicom did nearly $11 billion in sales. Both companies have a large male dominance at every level and by most accounts it does not seem likely that things will change drastically over the next few years.

The reality for women in this industry is that there has always been a lack of equal representation when it comes to leadership positions or positions within creative or research departments. Furthermore, there have been many instances where women have been overlooked in the hiring process. The hiring processes are challenging for women because they are more likely to be overlooked during the application process and this has a tendency to keep them at a lower level of prominence. In addition, women tend to be well-hidden in the organizations and thus it is easier for candidates to be overlooked and less likely that their skills will be discovered.

There are many companies that have taken great strides to increase their female presence but those who have done so are often still struggling with a lack of talent. Even some major agencies do not break even when it comes to gender equality. Some have taken on more female talent and decreased the amount of male executives within the office by 50%, however, this has not translated into better results. This is because companies are often afraid to hire women or it is simply not cost-effective to create a team of female executives. It seems that this is still related to social norms and how we view gender roles as a society.

The same can be said for advertising agencies specifically. The lack of women in advertising has led to the abandonment of these businesses by both consumers and consumers' clients who are looking for diversity in their purchasing decisions. This has led to a vicious cycle where agencies cannot get the clients they need but they cannot hire and build an executive team that can take them to new markets or successfully lead them. This vicious cycle is a ticking time bomb and continues to be an issue in advertising.

The first step in increasing the presence of women in the agency world is to gain their trust and respect. When you have a strong female presence within your agency, both clients and employees will be more comfortable with the fact that you have women on your team. Furthermore, women working in advertising are often more likely to give positive feedback about other women because this is something that runs counter to our social norms about gender roles.

To get women as clients, agencies need to understand what would motivate women to want to work with your agency. This is especially true of large advertising agencies that are looking for new business and new clients. The most effective way to attract new female talent and interest is to create a team of executives who embody the ideals of a gender-inclusive workplace. It has been found that when there are more women within an organization, it is more likely that the brand itself will be more appealing and relatable to female consumers who tend to make up over 70% of the purchase decisions in America.

To create a more gender-inclusive workplace, it is important that you provide opportunities for women to diversify their skill sets and learn new things. If you have a male dominated team, you are missing out on developing a more diverse workforce that benefits the company as a whole. Moreover, it will be easier to recruit other women who may be coming from similar careers or in new markets and this can contribute to your agency’s success in growing.

The next step in increasing the number of women within advertising is to embrace this change within your office and with your team members. It is important to make sure that the women who are working in your company feel comfortable and supported by their peers. In this way, they will be more likely to share important new ideas with the team and provide more input during meetings. This will also encourage other women to pursue a career in advertising and contribute to your diversity efforts.

The final step in increasing the number of women within advertising is making sure that you are advocating for gender diversity in your hiring process. Make sure that everyone knows that they should be pushing for diverse candidates within hiring processes because it can only benefit the talent pool and lead to stronger results. Many clients and potential clients would rather work with agencies that have had an increase in female staff.

Advertising has historically been a male dominated profession and will continue to be so for the foreseeable future. This is unfortunate because it means that women are often overlooked in the hiring process which can threaten their careers or stunt their growth in the industry. However, with the rise of gender-neutral companies like Unroll.me, there is more at stake than just gender equality. We need to educate ourselves about social norms and work towards creating more conscious hiring practices within our organizations.

Conclusion

Gender equality is an issue that has been around for a long time and it is becoming more threatening to the livelihood of men than it is to women. Men are facing existential concerns when they are threatened with losing their ability to provide for their families. This may sound silly but there was a time when men were required to be the provider of their families and without this ability, many men will feel as though they do not have any value within society.

Women are also facing new challenges due to the rise in unemployment and lower levels of income for male employees.