All Academic, Inc. Research Logo

Info/CitationFAQResearchAll Academic Inc.
Document

Job Satisfaction Among Minority Advertising Professionals: An Update
Unformatted Document Text:  Minority Ad Professionals living and would require relocation. Young minority candidates are less likely than whites to have parents who can afford to help them in the early years of their careers (Sanders, 2007a). Further, the best and brightest minority graduates often are lured away from advertising to better paying jobs at client companies, as well as other fields such as finance and marketing (Kendrick, 2000). The industry may also be struggling with a knowledge gap: many minority students who are potential advertising stars may not even think of advertising as a field relevant to them (Bush, 2011; Culp, 2007; Zerbinos & Clanton, 1993). Zerbinos and Clanton (1993) and Culp (2007) have also stressed a dearth of role models as a possible reason for lower numbers of minority employees. Bill Gray, CEO of Ogilvy North America, told Advertising Age that “you’ve got have senior, visible minorities who can act as validation that the industry has opportunities” (Sanders, 2007a). According to many agency human resource personnel, “hiring isn’t the problem – retention is.” (Bush, 2011; Neff, 1998; B. Rozman, personal communication, Jan. 18, 2007;). Talented minority candidates may not stay in the industry and hiring at mid- and senior-level positions is very difficult (Interassociation, 1990; Regan & Shin, 1988). Obstacles for mid- and upper-level hires generally are centered on culture and networking -- minorities do not always feel welcome in the business because there are so few of them (Bush, 2011; Sanders 2007b). When hiring at the mid- to upper- level, employers are most closely looking for experience, regardless of race, which still marginalizes minorities due to their low numbers at the entry level and shorter average tenures in the profession (Interassociation, 1990). The American Advertising Federation (AAF) attempted to address the diversity hiring issue more than 15 years ago. In response to industry pressure to bring top 6

Authors: Fullerton, Jami. and kendrick, alice.
first   previous   Page 6 of 24   next   last



background image
Minority Ad Professionals
living and would require relocation.  Young minority candidates are less likely than 
whites to have parents who can afford to help them in the early years of their careers 
(Sanders, 2007a).   Further, the best and brightest minority graduates often are lured away 
from advertising to better paying jobs at client companies, as well as other fields such as 
finance and marketing (Kendrick, 2000). The industry may also be struggling with a 
knowledge gap: many minority students who are potential advertising stars may not even 
think of advertising as a field relevant to them (Bush, 2011; Culp, 2007; Zerbinos & 
Clanton, 1993).  Zerbinos and Clanton (1993) and Culp (2007) have also stressed a dearth 
of role models as a possible reason for lower numbers of minority employees. Bill Gray, 
CEO of Ogilvy North America, told Advertising Age that “you’ve got have senior, visible 
minorities who can act as validation that the industry has opportunities” (Sanders, 2007a).
According to many agency human resource personnel, “hiring isn’t the problem – 
retention is.” (Bush, 2011; Neff, 1998; B. Rozman, personal communication, Jan. 18, 
2007;).  Talented minority candidates may not stay in the industry and hiring at mid- and 
senior-level positions is very difficult (Interassociation, 1990; Regan & Shin, 1988). 
Obstacles for mid- and upper-level hires generally are centered on culture and networking 
-- minorities do not always feel welcome in the business because there are so few of them 
(Bush, 2011; Sanders 2007b). When hiring at the mid- to upper- level, employers are 
most closely looking for experience, regardless of race, which still marginalizes 
minorities due to their low numbers at the entry level and shorter average tenures in the 
profession (Interassociation, 1990). 
The American Advertising Federation (AAF) attempted to address the diversity 
hiring issue more than 15 years ago.  In response to industry pressure to bring top 
6


Convention
All Academic Convention is the premier solution for your association's abstract management solutions needs.
Submission - Custom fields, multiple submission types, tracks, audio visual, multiple upload formats, automatic conversion to pdf.
Review - Peer Review, Bulk reviewer assignment, bulk emails, ranking, z-score statistics, and multiple worksheets!
Reports - Many standard and custom reports generated while you wait. Print programs with participant indexes, event grids, and more!
Scheduling - Flexible and convenient grid scheduling within rooms and buildings. Conflict checking and advanced filtering.
Communication - Bulk email tools to help your administrators send reminders and responses. Use form letters, a message center, and much more!
Management - Search tools, duplicate people management, editing tools, submission transfers, many tools to manage a variety of conference management headaches!
Click here for more information.

first   previous   Page 6 of 24   next   last

©2012 All Academic, Inc.