CREATE SPACE REPORT & ACTION PLAN
The Create Space census is Australian advertising’s first-ever industry-wide DEI survey created by Advertising Council Australia and Kantar.
The Create Space census launched in December 2021 and gathered comprehensive data from over 2,600 professionals from across the advertising, media and marketing industries. The census delivered a rich portrait of the industry today and how it looks, feels and behaves when it comes to diversity, equity and inclusion. It also provides benchmarks to compare and measure our performance.
In July 2022, the Create Space report was released with a national webinar, unveiling the findings under the headings of gender, age, ethnicity, sexual orientation, socio-economic background, disability, mental health, neurodiversity and cultural norms. The first phase of the Create Space Action Plan zeroes in on three initial priorities for immediate action. Further sets of actions are to be rolled out over the next twelve months.
We will repeat the Create Space census in November 2023 and every two years thereafter.
ACTION PLAN PHASE 1
Explore the first three actions and access resources to help you get started.
ACTION 1: improve the experience & retention of female talent
With 1 in 4 female middle managers saying they’re likely to leave the industry due to a lack of diversity and inclusion, it’s vital we address the barriers and invest in the drivers for retention as an urgent business issue. Our focus is to ensure work is a safe space first and foremost. We then want to see a focus on gender-neutral parental leave and return to work policies – these provide all employers with a competitive edge in attracting and retaining talent as well as driving gender equality. We also want to drive widespread awareness of the gender pay gap.
To take action, we’re asking the industry to do three things:
First
Tackle sexual harassment and victimisation
Download and adopt the Create (Safe) Space Toolkit and seven-step plan.
The toolkit includes self-assessment tools, factsheets on how to tackle sexual harassment from a behavioural point of view, a trauma-informed guide to responding to disclosures, understanding and updating Whistleblower plans and policies, and moving towards more victim-centred NDAs.
Second
Develop a gender-neutral parental leave policy
Use WGEA’s Leading Practice Guide
DOWNLOAD THE LEADING PRACTICE GUIDE
Reference Blackbird Venture’s Open-source Parental Leave Policy
ACCESS THE PARENTAL LEAVE POLICY
Poor parental leave or a lack of support returning to the workplace are often prohibiting women — particularly those from marginalised groups — from taking on senior positions. Review your current policies to ensure they’re inclusive. Does your organisation make any contribution to superannuation while individuals are on parental leave? Does your organisation consider workers on parental leave (paid and unpaid) for promotion? Are you offering truly flexible options ie not just WFH or 4 days a week?
And Then
Measure and address your gender pay gap
Use the WGEA Employer Action Guide
DOWNLOAD THE EMPLOYER ACTION GUIDE
Consult this one tailored for small businesses
DOWNLOAD THE SMALL BUSINESS GUIDE
The first step in addressing the gap is to assess the situation with a pay audit that looks across roles, demographics, responsibilities, education, experience and performance. This helps quantify whether a gender pay gap exists and, if it does, measure how big it is.
Why?
ACTION 2: IMPROVE EXPERIENCE FOR TALENT WITH MENTAL HEALTH CHALLENGES
The census has again demonstrated that issues of mental well-being and mental health need more explicit attention if we’re to reduce churn rates and increase inclusion scores.
Specifically, we now know how many suffer in silence while they would be better able to flourish in a culture where health conditions are acknowledged. A safe and healthy work environment that prevents burnout ultimately benefits organisations. Employees are more engaged, more productive, and less likely to leave.
To take action, we’re asking the industry to do three things:
First
Read, sign and share Mentally Healthy Minimum Standards
Signing the minimum standards is your opportunity to show your people and the industry your commitment. There are more resources for individuals and employers on the website too. Leaders should talk openly about the Minimum Standards to destigmatise and encourage transparency.
Second
Download RUOK? Practical Workplace Guide
To increase awareness of the signs of mental stress and improve support for people with mental health conditions, use the workplace guide to train staff and managers in identifying signs of distress, asking RUOK and responding with compassion when someone says no, I’m not.
RUOK PRACTICAL WORKPLACE GUIDE
And then
Become a Mental Health First Aid skilled workplace in 2023
Providing more avenues for support at work is critical. We’re asking the industry to commit to training a percentage of staff in Mental Health First Aid and undertaking actions to encourage open conversations.
Why?
ACTION 3: ADDRESS MICROAGGRESSIONS FOR EVERYONE TO THRIVE, PARTICULARLY MARGINALISED GROUPS
Microaggressions are the everyday, subtle, intentional – and oftentimes unintentional – interactions or behaviours that communicate some sort of bias toward marginalised groups.
They may sound mini but the impact is mighty. To recognise and reduce microaggressions, we must first classify them as important.
In many cases, seemingly benign behaviours like interruptions and being called too politically correct – aren’t enough to raise red flags with HR but the effects can compound until employees feel disrespected, undervalued, and discriminated against. The ultimate result is low morale, poor team performance, and diminished company culture. Allowing microaggressions to fester will undercut your company’s DEI strategy.
To take action, we’re asking the industry to do three things:
First
Educate your team on what constitutes a microaggression
Download, read and share our fieldguide.
The guide contains definitions, examples, links to videos and further resources, as well as suggestions on how to lead action.
Second
Spotlight everyday exclusionary language and unlearn biases
Share and contribute to the Micropedia of Microaggressions.
Micropedia of Microaggressions
And then
Begin to cultivate a culture of allyship and bystander action
DOWNLOAD 5 ALLYSHIP ACTIONS – A STARTER LIST
Why?
CREATE SPACE LAUNCH WEBINAR
On July 14 2022, the Create Space report was launched via a national webinar.
Introduced by Advertising Council Australia CEO, Tony Hale and WPP President and Chair of the D&I Committee, Rose Herceg, the results are presented by ACA National Head of Engagement, Hannah Sturrock and Kantar’s Kathryn Robinson. Hannah is joined by whiteGREY Chief Strategy Officer, Simon Wassef, to introduce the first three actions for the industry.
watch the webinar: