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Job Satisfaction Among Minority Advertising Professionals: An Update
Unformatted Document Text:  Minority Ad Professionals Labor Statistics in 2006, before the economic downturn, statistics show an industry workforce with 7.2 percent, African American; 2.7 percent, Asian; and 9.2 percent, Hispanic. In 2009, 6.4 percent of employees working in advertising and related services were African Americans 3.2 percent Asian and 9.5 percent Hispanic. In 2008-2010, any progress in increasing the share of minority hires was severely stumped by the recession (Elsby, Hobijn & Sahin, 2010), with minority-geared diversity programs scrapped or done on shoestring budgets (Patel, 2010). Anecdotal comments from industry professionals confirm this observation. Wells Davis, a planner from a Toronto agency told Advertising Age (Sanders, 2006b) that he worked in the advertising business for 17 years and “I have only worked with two black males, one an account person and one a writer.” A recent study by the University of Central Florida’s Institute for Diversity and Ethics in Sport showed that during the 2010 Super Bowl not a single ad that aired was the responsibility of a minority creative director (Doliver, 2010). However, the hiring of Hispanics is up in recent years, particularly among general market agencies that wish to target the ever-growing Hispanic population. The industry has also witnessed more affinity programs and the addition of diversity officers at top levels. According to Heide Gardner -- long-time advocate for advertising industry diversity who is now the senior VP-chief diversity and inclusion officer of Interpublic Group of Cos. -- hiring of both women and people of color are up at her agencies, despite the economic downturn (Bush, 2011; O’Leary, 2010). One obstacle cited as a reason for low numbers of entry-level minority hires is low entry-level pay. Many entry-level positions are in large cities that have a high cost of 5

Authors: Fullerton, Jami. and kendrick, alice.
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Minority Ad Professionals
Labor Statistics in 2006, before the economic downturn, statistics show an industry 
workforce with 7.2 percent, African American; 2.7 percent, Asian; and 9.2 percent, 
Hispanic. In 2009, 6.4 percent of employees working in advertising and related services 
were African Americans 3.2 percent Asian and 9.5 percent Hispanic. In 2008-2010, any 
progress in increasing the share of minority hires was severely stumped by the recession 
(Elsby, Hobijn & Sahin, 2010), with minority-geared diversity programs scrapped or 
done on shoestring budgets (Patel, 2010).  
Anecdotal comments from industry professionals confirm this observation.  Wells 
Davis, a planner from a Toronto agency told Advertising Age (Sanders, 2006b) that he 
worked in the advertising business for 17 years and “I have only worked with two black 
males, one an account person and one a writer.”  A recent study by the University of 
Central Florida’s Institute for Diversity and Ethics in Sport showed that during the 2010 
Super Bowl not a single ad that aired was the responsibility of a minority creative 
director (Doliver, 2010). 
However, the hiring of Hispanics is up in recent years, particularly among general 
market agencies that wish to target the ever-growing Hispanic population.  The industry 
has also witnessed more affinity programs and the addition of diversity officers at top 
levels.  According to Heide Gardner -- long-time advocate for advertising industry 
diversity who is now the senior VP-chief diversity and inclusion officer of Interpublic 
Group of Cos. -- hiring of both women and people of color are up at her agencies, despite 
the economic downturn (Bush, 2011; O’Leary, 2010).
One obstacle cited as a reason for low numbers of entry-level minority hires is 
low entry-level pay.  Many entry-level positions are in large cities that have a high cost of 
5


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