Report on Advertising Community Workplace Culture: Social Opportunities & Career Advancement

(The Myers Report underwriters and partners may download the PDF Report below. For information on your access to the PDF and all reports contactinfo@mediavillage.com).

Overview of Categories

Six categories of social opportunities and career advancement were analyzed in The Myers Report 2024 Survey to provide insights into how different demographic groups perceive various aspects of workplace culture, social opportunities, and career advancement within the advertising industry. The categories are:

1. Company-Supported Social Opportunities Within the Organization
2. Opportunities for Internal Events, Conferences, and Gatherings
3. Cross-Silo Collaboration
4. Career Advancement Opportunities
5. Opportunities for External Events, Conferences, and Gatherings
6. Social Opportunities Outside the Organization

Key Parallels and Points of Differentiation

Parallels Across Categories:

• • Overall Positive Perception: Across all six categories, the majority of respondents exhibit positive perceptions, with satisfaction levels typically above 50%. This suggests that, generally, companies within the advertising industry are making efforts to foster a positive workplace culture.
  • Consistency Among Demographic Groups: Despite some variations, there is a general consistency among demographic groups, with most groups reporting similar levels of satisfaction across the categories.

Points of Differentiation:

• • Black/African American and Hispanic/Latin Professionals: These groups consistently reported higher than average satisfaction across several categories, particularly in Company-Supported Social Opportunities Within the Organization, Opportunities for Internal Events, Conferences, and Gatherings, and Cross-Silo Collaboration. This suggests that these professionals feel more included and supported in internal company initiatives.
  • LGBTQ+ Professionals: In contrast, LGBTQ+ professionals consistently reported lower satisfaction across most categories, particularly in Social Opportunities Outside the Organization and Opportunities for Internal Events, Conferences, and Gatherings. This indicates that LGBTQ+ employees may feel less supported or included in both internal and external company initiatives.

Highest and Lowest Satisfaction Categories

Highest Satisfaction:

• • Company-Supported Social Opportunities Within the Organization achieved the highest level of satisfaction, with 83% of respondents agreeing that their company creates adequate opportunities for socializing within the organization. This indicates that companies are effectively fostering internal networking and community-building opportunities.

Lowest Satisfaction:

• • Social Opportunities Outside the Organization achieved the lowest level of satisfaction, with only 57% of respondents agreeing that their company creates opportunities to socialize outside the organization and within the industry. This suggests that companies may need to focus more on providing external networking opportunities and encouraging industry-wide engagement.

Key Learnings and Recommendations for People Management

Enhance External Social Opportunities:

• • Given the lower satisfaction with external social opportunities, companies should invest in initiatives that facilitate industry-wide networking and socializing. This could include sponsoring employees to attend industry conferences, encouraging participation in external events, or hosting industry-wide meetups.

Focus on Inclusivity for LGBTQ+ Employees:

• • The consistently lower satisfaction among LGBTQ+ employees across most categories highlights a need for more inclusive initiatives. Companies should consider implementing programs and policies that specifically address the needs of LGBTQ+ employees, such as affinity groups, mentorship programs, and inclusive event planning.

Leverage High Satisfaction in Internal Social Opportunities:

• • The high satisfaction in internal social opportunities is a strength that companies can build upon. People management professionals should continue to create and promote internal networking events, cross-silo collaborations, and team-building activities that reinforce a sense of community and belonging within the organization.

Tailor Career Advancement Programs:

• • While satisfaction with career advancement opportunities is moderate, there is room for improvement, particularly for older employees (55+). Companies should consider implementing tailored career development programs that address the specific needs of different demographic groups, ensuring that all employees feel they have clear and achievable paths to advancement.