Madison Avenue and the Color Line

Chambers, Jason P.

doi:10.9783/9780812203851

Cited by 74 publications

(21 citation statements)

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“…Such substantial, widespread, and persistent racial differences strongly suggest that the managers who control hiring and promotions in the advertising industry consciously discriminate against African Americans and deliberately reserve high-level positions for people who are demographically and socially like themselves. This conclusion was reached, for example by the New York City Human Rights Commission as long ago as 1978, which stated that persistent low levels of representation of African Americans among advertising industry managers and professionals "…was not simply the result of neutral forces, but emanated directly from discriminatory practices" (Bendick and Egan, 2009, p. iii; see also Chambers, 2008).…”

Section: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Inmentioning

confidence: 99%

The business case for diversity and the perverse practice of matching employees to customers

Bendick

Egan

Lanier³

2010

Personnel Review

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The typical "business case" for workforce diversity management in the USA implies that matching the demographic characteristics of sellers to buyers increases firms' productivity and profitability. This paper explores the consequences for both employers and employees of following that guidance. Design/Methodology/Approach-The paper statistically analyzes employment data on African Americans from one large US retailer and from the US advertising industry. Findings-In both cases analyzed, a badly conceived business case for diversity perversely translated into discriminatory employment practices, starting with stereotypebased segregation in work assignments and spreading to consequent inequality in other employment outcomes such as earnings and promotions. Such patterns illegally limit employment opportunities for women and race/ethnic minorities. Simultaneously, they fail to promote customer relationships and sales. Practical Implications-To avoid negative effects on both business and societal objectives, employers need to be guided by a business case promoting workplace inclusion, not "diversity without inclusion," which buyer-seller matching represents. Originality/Value-The business case for diversity is often considered unimportant "boilerplate." This paper alerts employers to the importance of articulating, and then following, a correct business case.

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Section: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Inmentioning

confidence: 99%

The business case for diversity and the perverse practice of matching employees to customers

Bendick

Egan

Lanier³

2010

Personnel Review

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“…Following the high-profile bankruptcy of another leading Black advertising firm, John Small Advertising, creditors refused to give Zebra more time to restructure, and the agency went bankrupt in 1976. 249 Examples of its work for the drug-abuse campaign were also not located in government or Ad Council files.…”

Section: Nimh-young and Ribicam And Zebra Agencymentioning

confidence: 99%

“Why Do You Think They Call It Dope?”: Richard Nixon’s National Mass Media Campaign Against Drug Abuse

Siff

2018

Journalism & Communication Monographs

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This monograph explores how corporate, political, and public health concerns shaped the Nixon administration's public service advertising campaign against drug abuse. Between 1970 and 1973, the Nixon administration worked with the nonprofit Advertising Council to orchestrate a national, "one-voice" mass media campaign to change Americans' attitudes toward the use of drugs. Papers preserved in the archives of the Advertising Council and by Nixon administration officials expose behind-thescenes conflicts over the government's drug-abuse message among the White House, federal agency staff, and private partners in the campaign, including drug companies and the advertising and broadcasting industries. Controversies included whether to include alcohol, marijuana, legally marketed prescription drugs such as amphetamines, and dangerous retail drugs such as headache medicines and caffeine, and whether the campaign should promote safe drug use or only discourage "abuse." Archival records reveal the president's power to set the government's message, despite bureaucratic and expert resistance. However, government control over the propaganda campaign was limited by reliance on the Ad Council and the voluntary participation of networks and broadcasters to distribute public service announcements (PSAs). Through the Ad Council's process of reviewing and obtaining broadcast network clearances for individual PSAs, advertisements that disparaged alcohol and other legally advertised products were weeded from the national campaign. Ultimately, the White House's vision of a mass media offensive against drug abuse in all its forms was implemented primarily as a campaign against the use of illegal drugs, particularly by youth. Although successful with broadcasters, the campaign was terminated in 1973 amid concerns it was actually stimulating illegal drug use.

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“…The Ferris State University Career Institute for Education and Workforce Development conducted a study titled "Decisions Without Direction: Career Guidance and Decision Making Among American Youth" and found that many high school students are unaware of the opportunities and employment options available to them because the path to their careers is unclear, and they are making decisions based on limited information (Hurley & Thorp, 2002). To magnify the problem, there is currently no direct career path to obtaining entry level positions at advertising agencies and some industry executives have debated whether a college degree is necessary, and if so, what it should entail (Chambers, 2008). Additionally, it is important to note that the same Ferris State University study found that high school students mainly rely on their parents for guidance regarding career decisions, even over school counselors.…”

Section: Review Of the Literaturementioning

confidence: 99%

“…The current employment outlook for advertising, marketing and promotional management highlighted a 12 percent projected growth rate from 2012 to 2022 for advertising, promotions and marketing managers (Bureau of Labor Statistics, 2014). Even though this is encouraging, getting industry hands-on experience is difficult, even for those in college advertising or marketing programs, and although experience has been the industry standard for entry into advertising agencies, research shows that lack of experience in agencies was the top reason why African-Americans were not being promoted to managerial positions (Chambers, 2008).…”

Section: Review Of the Literaturementioning

confidence: 99%

Advertising Summer Camp for High School Students: A Recruitment Tool for Industry Diversity

Oliver

Murphy

Tag

2014

Journal of Advertising Education

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The U.S. advertising industry has long struggled to recruit ethnic minorities and other underrepresented groups to its work force. In addition, working in the technology sector and entrepreneurship have become increasingly more desirable options for minority candidates, attracting younger and creative talent that once considered advertising a viable career choice. Efforts from the advertising community and academics could help to recruit younger candidates before they have solidified their impressions of the job market or early in their undergraduate careers. This paper analyzes the shifting industry landscape and recruitment efforts and provides a case study of the American Advertising Federation (AAF) AdCamp as one potential solution to the challenges of recruiting minority candidates to advertising. Additionally, the paper provides teaching techniques and implementation suggestions whereby professors and universities can create their own own advertising "camps" to increase interest and diversity in the industry.

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Madison Avenue and the Color Line

Cited by 74 publications

References 0 publications

The business case for diversity and the perverse practice of matching employees to customers

The business case for diversity and the perverse practice of matching employees to customers

“Why Do You Think They Call It Dope?”: Richard Nixon’s National Mass Media Campaign Against Drug Abuse

Advertising Summer Camp for High School Students: A Recruitment Tool for Industry Diversity

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