MAM
Lachlan Murdoch, Sorrell head record seminar schedule at Cannes Lions
MUMBAI: This year’s International Advertising Festival, Cannes Lions 2005, which kicked off on 19 June has lined up an unprecedented 36 seminar and presentations. Some of the most influential creatives, clients and media owners will take part in the programmes. The festival will conclude on 25 June.
One of the most awaited seminars is the Cannes Debate, to be held in the Debussy theatre on Friday, 24 June on the topic Building A Better Mousetrap, states an official release.
Lachlan Murdoch, Media Person Of The Year and deputy chief operating officer of News Corporation, Sir Martin Sorrell, CEO of WPP, Howard Draft, chairman and CEO of Draft and Chuck Porter, chairman of Crispin, Porter + Bogusky will tackle the issue of how to get messages across in a multi-platform, consumer-controlled world.
Murdoch will draw on his success in New York’s tough newspaper market. He told Lions Daily: “Attracting new advertisers like American Express to the New York Post proves that the environment and demographic reach are right.”
Sir Martin will explain his theory of a two-speed advertising world: “You’ve got relatively low rates of growth in the US and western Europe, and very high rates of growth in places like Latin America, Asia, the Middle East and eastern Europe.”
The speaking schedule began on 19 June with a session from FEDMA and resumed on 20 June morning with Remember Me, hosted by MPG, examining the impact of digital media on a crowded landscape, a theme followed up by OgilvyOne’s Verge, a showcase of digital solutions.
The afternoon saw an examination of Orange’s use of cinema advertising, Bob Greenberg, chairman, CEO and chief creative officer of R/GA (New York) on new models for agencies, and Grey Global on the ticklish issue of tobacco marketing. Pre-viewing his contribution, Greenberg told Lions Daily: Bob Greenberg: “The digital domain is more accountable and that is making agencies nervous.”
21 June kicks off with Proximity’s session on mobile marketing, followed by a ZenithOptimedia analysis of China, while the afternoon includes Cliff Francis and Bernard Glock on the Saatch & Saatchi/Procter & Gamble partnership.
The 22 June highlights: Keith Reinhard, chairman, DDB Worldwide, Andy Berlin, chairman and CEO, Red cell and June Blocklin, vice-chairman, Young & Rubicam Brands run a slide rule over the financial dimensions of creativity and a highlight is the high-powered panel assembled by MSN looking at the new rules governing clients and agencies, the official release adds.
Reflecting the new Lions awards, the Radio Advertising Bureau hosts a session on The Hidden Power Of the Human Voice on 23 June and in the afternoon Creativity looks at design case histories.
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.
