MAM
Rechristened JWT develops measurement & health check systems
MUMBAI: With J Walter Thompson now history and the newly born JWT ready to take on the changing brandscape and the new age consumer, the re-christened agency has drawn up a new set of parameters in tandem with the new set of beliefs and directions founded.
The first of the many initiatives is something called a ‘Health Check’ which is essentially a quarterly check mechanism which will take place around all the 311 offices of JWT worldwide.
This new repositioning come in the wake of constant upgradation. Says JWT Worldwide president Michael Maedel, ” Change is a necessity. This is a belief of JWT and hence we decided to go on for a new set of core values and directions to be commensurate with how consumers in the changing times consume advertising and media.”
The health check will be based on primarily 5 criterias: work, people, reputation, financials and clients. The first being conducted in March 2005.
Adds Maedel, ” Earlier advertising was aimed at being intrusive to grab consumers attention and now one had to create advertising that consumers want to watch.”
The agency has also set up a new measurement system to make the rating of their work internally and to the externals (Clients) a more objective mechanism.
Rate cards have been made each one dedicated to a specific attribute. They being –
1) Damaging
2) Wasteful
3) Boring
4) Predictable
5) Competent
6) Rewarding
7) Innovative
8) Market Reality
9) World Class
10) World Beating
Commenting on the new scoring system, Maedel says, ” This new system of scoring ads is a lot more fun and a lot more inclusive and most importantly it is very real.”
He added that this will also create a common language between JWT and their clients which will in turn spruce up the level of understanding and objectivity of how ads are perceived.
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.
