MAM
WPP launches WPP Production
London: WPP is rewiring its production muscle. The world’s biggest advertising group on Thursday unveiled WPP Production, a new global platform that pulls together Hogarth and WPP’s sprawling production capabilities into a single, AI-powered content powerhouse aimed squarely at accelerating client growth.
The move collapses years of distributed production expertise into one integrated operation, promising speed, scale and cinematic-quality storytelling at industrial volume. WPP Production will bring together all creative producers across the network, backed by heavy investment in generative AI, virtual production and a rapidly expanding global studio footprint.
Richard Glasson, global ceo of Hogarth, will lead the new unit as ceo of WPP Production, placing the long-time production specialist at the centre of WPP’s push to dominate content creation in an always-on, platform-driven world.
WPP said the launch reflects a fundamental shift in how brands need content made and delivered. As audiences fragment and formats multiply, production is no longer a back-end function but a growth lever.
At the heart of WPP Production are four priorities: building a single global craft organisation; integrating agency producers across brands; re-engineering content origination through AI and hybrid production; and launching a high-velocity content studio that blends production and media, using data and real-time optimisation to drive performance.
“This is a transformative moment for our clients,” Glasson said, adding that unifying WPP’s production talent allows the group to activate its full creative, technological and data firepower to deliver smarter, faster and more effective storytelling.
Cindy Rose, ceo of WPP, described the new unit as central to the company’s broader integration strategy. With content volumes exploding and quality expectations rising, she said WPP Production would make it easier for clients to access the group’s full range of capabilities while setting new benchmarks for scale and craft.
The new organisation will operate on a single global platform powered by WPP Open, using AI-driven workflows to boost efficiency and consistency across markets. WPP Production will employ close to 10,000 people and operate in more than 40 cities, combining local cultural expertise with global delivery.
Investment will flow into infrastructure as well. Building on the Hogarth Studios network and a recently opened virtual production facility in London, WPP plans to roll out major studio locations worldwide to ensure always-on access to cutting-edge production environments.
For clients, WPP is promising faster turnaround, lower costs and more flexible, data-led content solutions capable of speaking to every audience, on every channel, at every moment.
The transition to WPP Production takes effect on 23 February 2026. In an industry where content has become currency, WPP is making its bet clear: whoever controls production controls growth.
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.
