MAM
Hiking ad rates a tough task for music channels
MUMBAI: MTV India has decided to hike its ad rates even as it has readied international format show launches, something the youth-music genre has found it difficult to enforce in a cluttered environment.
The change in positioning of music channels has followed a market logic – that non-music content can command higher ad rates. Channel [V] had launched some big-ticket shows in the past for the same reason and has recently started airing a fiction show. UTV Bindass also has a mix of non-fiction and fiction shows where they claim to charge a premium.
While the youth-music channels do have shows where they can ask for a premium, making them profitable has not been easy as content costs are higher.
Can pure play music channels up ad rates?
Says 9X Media EVP network sales Pawan Jailkhani, “9XM time and again has got rate hikes from the market because the channel is most stable and dependable in terms of deliveries and it is one of the most cost efficient and relevant channels in the client’s plan.”
So does the industry, which is marred with high competition, similar or no exclusive content, and high cost of non-fiction, have to increase its ad rates to survive? Media executives believe that they have to. Jailkhani says, “The music genre has to have rate hikes as it is still undervalued in terms of rates vis-?-vis deliveries.”
But some media pundits feel players need to understand that there has to be consistency in their performance.
A media buyer said it will be hard for youth and music channels to ask for higher rates. “Advertisers have already put in money on Cricket World Cup and now IPL. They may not be interested on spending more money on these channels this year.”
The existing players can be broadly categorised under three categories. The youth channels consist of MTV, Channel [V] and UTV Bindass; the pure play music channels are 9XM, Mastiii, Music India, B4U Music and Zing; and the Bollywood entertainment/trade channels include Zoom, ETC, E24 and Big Magic (earlier known as Imagine Showbiz).
So will MTV‘s decision lead to an ad rate hike in the youth channel category? Channel [V] has no such plans. EVP and GM Prem Kamath believes that whenever advertisers see value in the offering, they do pay premium. “Advertisers look for fair value,” he says.
UTV Software Communications‘ Bindass did not want to participate in this story.
For the pure play music channels, the game will get tougher.
How will players like Zing and ETC be impacted? Says Zee Entertainment Enterprises Ltd (Zeel) chief revenue officer and head, niche channels Joy Chakraborthy, “Increasing the ad rates is a continuous process. In the new fiscal, we are signing deals on incremental price.”
Brands
33 per cent of women believe the salary scale is rigged: Naukri report
Voices @ Work study finds rising calls for equal pay audits and lingering bias
MUMBAI: Progress may be visible in India’s workplaces, but many women still feel the need to tread carefully. A new report by Naukri reveals that one in two women hesitate to disclose marriage or maternity plans during job interviews, worried that such information could influence hiring decisions.
The findings come from the second edition of Naukri’s annual Voices @ Work International Women’s Day report, titled “What Women Professionals Want.” Drawing insights from more than 50,000 women across over 50 industries, the survey sheds light on evolving workplace aspirations alongside the biases that continue to hold women back.
One of the report’s most striking insights is the growing demand for equal pay audits. The share of women calling for regular pay parity checks has climbed to 27 per cent this year, up from 19 per cent a year ago. The demand now stands alongside menstrual leave as the most sought after workplace policy.
Interestingly, the call for pay transparency grows louder higher up the income ladder. Nearly half of women earning between Rs 50 lakh and Rs 1 crore annually say equal pay audits are a priority, suggesting that pay gaps become more visible as women move up the career ladder.
At the same time, confidence and ambition appear to be rising. About 83 per cent of women say they feel encouraged to pursue leadership roles, a significant jump from 66 per cent last year. Cities in southern India appear particularly supportive, with Hyderabad leading the way as 86 per cent of respondents there reported encouragement to step into leadership positions. The education sector recorded the highest sense of encouragement at 87 per cent.
Yet the report also highlights a growing trust deficit around pay equity. Nearly one in three women, or 33 per cent, say they do not believe men and women are paid equally at their workplace. That figure has risen from 25 per cent last year, pointing to widening perceptions of disparity as careers progress.
Bias in hiring and promotions continues to be the biggest hurdle. About 42 per cent of respondents say workplace bias is the main challenge for women from diverse backgrounds. The concern is consistent across major metros, with Chennai and Delhi NCR reporting similar levels.
Reluctance to discuss personal milestones during hiring processes is also widespread. While 34 per cent overall said they hesitate to share marriage or maternity plans in interviews, the anxiety increases with experience. Among professionals with 10 to 15 years of work experience, the figure rises to 40 per cent.
Info Edge group CMO Sumeet Singh, said the data reflects both progress and unfinished work. “Behind every data point in this report is a woman who is ambitious. The fact that 83 per cent feel encouraged to lead is something to celebrate. However, the fact that one in two still hide their marriage or maternity plans in interviews tells us the work is far from done. As India’s leading career platform, it felt not just important but necessary for us to shine a light on these gaps through the second edition of our report,” he said.
The report suggests that while ambition among women professionals is growing, structural changes around pay transparency, fair hiring and supportive policies will be key if workplaces hope to keep pace.
