Monday, February 24, 2025

16976: BHM 2025—On The White House & White Advertising Agencies, Part 7.

 

President Donald J. Trump’s antics continue to mirror Adland—right down to the handling of Black History Month.

 

Trump issued a proclamation (depicted above) recognizing February 2025 as National Black History Month. To date, he has not taken any intentional actions to honor the event. Indeed, Trump’s attacks on DEI arguably counter the official rhetoric.

 

This behavior is typical of White advertising agencies, where BHM enthusiasm is proclaimed, yet not demonstrated with deliberate initiative. There is no walk to justify and/or support the talk.

 

Trump and his sycophantic cronies position themselves as disruptors of the political status quo. The performative proclamations, however, perpetuate White supremacy and systemic racism—it’s all business as usual.

Sunday, February 23, 2025

16975: BHM 2025—BJCTA MAX Transit.

 

Birmingham-Jefferson County Transit Authority (BJCTA)/MAX Transit salutes Black History Month with a special bus wrap.

 

BJCTA MAX Transit Unveils 2025 Black History Month ‘Birmingham Has More’ Bus Wrap

 

Birmingham-Jefferson County Transit Authority (BJCTA)/MAX Transit is proud to announce the unveiling of its 2025 Black History Month bus wrap, continuing its annual tradition of honoring African American achievements and contributions to society.

This year’s bus wrap design showcases the Birmingham Business Alliance’s ‘Birmingham Has More’ campaign. The 2025 Black History Month bus wrap aligns perfectly with the Birmingham Business Alliance’s “Birmingham Has More” campaign, showcasing the city’s commitment to diversity, culture, and community engagement. This collaboration highlights Birmingham’s rich African American heritage and ongoing contributions, reinforcing the message that Birmingham has more.

 

“By featuring prominent African American figures and historical moments on public transportation, MAX Transit is actively contributing to the BBA’s campaign’s goal of fostering a shared sense of identity and purpose in the Greater Birmingham Region” states BJCTA marketing & communications manager, Amanda Hare. “This initiative not only celebrates the city’s diverse culture but also demonstrates how local organizations are working together to continue to make Birmingham a better place every day because Birmingham certainly has more stories to tell.”

 

The specially wrapped bus will operate on various routes throughout February, offering riders and passersby an opportunity to engage with this mobile exhibit.


For more information about the 2025 Black History Month bus wrap and related events, please visit maxtransit.org.

Saturday, February 22, 2025

16974: Bored + Bucks = Board.

 

This actual LinkedIn job listing seeks candidates to join a Board of Directors.

 

The key requirement involves investing $100,000—for a part-time role that pays $5,000–$25,000 annually.

 

Seems like a scenario for Shark Tank.

16973: BHM 2025—Overreaction Of The Week.

 

MediaPost reported Havas acquired an agency based in Buenos Aires and Mexico City, while Publicis Groupe is acquiring an influencer and content company based in Brazil—breaking the news during Black History Month.

 

Yet no word on any White holding companies planning Black advertising agency acquisitions.

Friday, February 21, 2025

16972: BHM 2025—The Drum.

 

The Drum features a section devoted to Black History Month content and campaigns.

 

Looks like there’s nothing posted for 2025 yet.

Thursday, February 20, 2025

16971: BHM 2025—studioID.

From studioID

 

4 Institutions Standing Up for Black History Month 2025

 

By Anastasia Dyakovskaya

 

2025 has barely begun but already we’re seeing a cultural shift in how organizations are approaching diversity, equity, and inclusion (DEI) — especially now that it’s Black History Month. What was once considered standard corporate responsibility is now a polarizing battleground, with some companies doubling down on their commitments while others quietly scale back. 

 

In light of rulings against affirmative action and political pressure on brands that champion DEI initiatives, it’s clear that supporting Black communities in 2025 means going beyond celebration and standing on the side of what’s right. 

 

In this climate, meaningful Black History Month campaigns aren’t just about acknowledgment — they’re about action. 

 

This year’s best initiatives shun performative allyship and offer real community impact, education, and advocacy. Read on to see how four leading brands, sports teams, and even cities prove that honoring Black history isn’t a trend; it’s a civil responsibility.

 

Apple: Unity Rhythm

 

Campaign Details

 

Apple continues its tradition of commemorating Black History Month with the 2025 Black Unity Collection, a special-edition product line celebrating Black culture and community. Designed by Black creatives and allies at Apple, “Unity Rhythm” combines the colors of the Pan-African flag to create a vibrant Black Unity Sport Loop for the Apple Watch, as well as exclusive watch faces and iPhone wallpapers that make the campaign accessible to a wider audience.

 

Why It’s Best-in-Class

 

Beyond the product launch, the company also upholds a “longstanding commitment to advancing economic, educational, and creative opportunities in communities…[by] supporting several global organizations whose work focuses on elements of rhythm, creativity, and community.” These include music and cultural grants to arts foundations across the United States and around the world, among them Nashville’s National Museum of African American Music and The Ellis Marsalis Center for Music in New Orleans. 

 

Most notable, however, is the fact that Apple’s shareholders flat-out rejected the proposal from the National Center for Public Policy Research to cease their DEI efforts. Their response? “We believe that how we conduct ourselves is as critical to Apple’s success as making the best products in the world. We seek to conduct business ethically, honestly, and in compliance with applicable laws and regulations…and

we strive to create a culture of belonging where everyone can do their best work.”



Kansas City Chiefs: Heart of the Kingdom

 

Campaign Details

 

Earlier this month, the Kansas City Chiefs launched a campaign to celebrate and uplift Black women who have had a profound impact on the lives of the football team’s players, coaches, and staff. Through a series of short documentary-style videos, “Heart of the Kingdom” highlights the mothers, mentors, and trailblazers who helped shape the journeys of those within the NFL league. 

 

“This Black History and Women’s History Month initiative honors those who uplift, guide, inspire, and shape the journeys of our players, coaches, and staff — both on and off the field,” says Lara Krug, the team’s Chief Media and Marketing Officer. “By celebrating their impact, we pay tribute to their legacy and inspire future generations to break barriers and make history.”

 

Why It’s Best-in-Class

 

Instead of generic messaging, the Chiefs went for a deeply personal and community-centered approach to shine a spotlight on real individuals whose contributions often go unrecognized. And with ongoing initiatives like Inspire Change, City Year Kansas City, and Kingdom United — a youth-focused education program designed to fight systemic racism — they create real impact well beyond February.


 

Public Broadcast Service (PBS): Block Party 2025

 

Campaign Details

 

As schools across the country face increasing restrictions on how Black history is taught, PBS and PBS KIDS are stepping in to ensure these important stories will still be told. With new and classic documentaries, films, and special episodes, this year’s Black History Month lineup features a steady stream of video content that explores various aspects of Black heritage, culture, and achievements.

 

“PBS is proud to celebrate Black history and heritage in February and beyond, and we’re especially excited about the stories that we’ll bring to life with the new slate in 2025,” said Sylvia Bugg, Chief Programming Executive and General Manager of General Audience Programming at PBS. “Legacy is such a powerful force in storytelling, and it naturally shines through our content in a way that we hope helps foster connection and invites everyone to learn from and engage with one another on a deeper level.”

 

Why It’s Best-in-Class

 

With state governments banning books, rewriting curriculum, and restricting DEI programs, PBS’s commitment to historical accuracy and meaningful programming is more critical than ever. But the nonprofit also offers a wealth of other resources that ensure Black history isn’t just remembered but actively expanded. 

 

PBS’s commitment to educational content also takes center stage with expansive resources for parents and classroom teachers as well as other learning tools and an array of children’s programming — all centered on sharing the African American experience and the ongoing impact of Black history with audiences everywhere. 

 

 

The City of Baltimore: Definitely Earned It

 

Campaign Details

 

As diversity, equity, and inclusion efforts face political and legal challenges, Baltimore Mayor Brandon Scott launched the clever “Definitely Earned It” campaign as a direct response to those questioning the legitimacy of Black excellence. Daily Instagram posts throughout February will uplift and celebrate Black people from Baltimore and beyond who have, in Scott’s words, “definitely earned their place in Black history.” 

 

“We have to be bigger and Blacker and louder than ever.” — Mayor Brandon Scott

 

The initiative emphasizes the significance of Black contributions across industries — particularly in fields where Black professionals have historically faced systemic barriers. Why? To “show people what it truly means when you have to work 10 times as hard,” Scott says, “when you have to work through systems that were built up for you to fail, when you have to make sure that you leave the door open for other folks coming behind you.” Why? Because there’s always more to the story.

 

Why It’s Best-in-Class

 

While some institutions have shied away from conversations about race and DEI, Baltimore’s leadership is leaning in, making a strong and unapologetic statement in support of Black communities. “Definitely Earns It” goes beyond celebration to challenge the current political climate, making it one of the most standout Black History Month initiatives of 2025. And by directly addressing the false narratives that seek to undermine Black achievements, the city sets a precedent for how other institutions can defend DEI in meaningful and impactful ways. 

16970: ICYMI IPG R/GA TTFN TBD.

 

Advertising Age reported IPG is closer to finally pruning R/GA. Don’t expect a farewell bash once the digital shop is stripped from the soon-to-be-acquired network.

 

IPG Nears Sale Of R/GA To A Management-Led Group Backed By Private Equity

 

Truelink Capital is backing the deal for the IPG agency

 

By Brian Bonilla

 

Interpublic Group of Cos. is in late-stage discussions to sell R/GA to a management-led buyout group backed by Los Angeles-based private equity firm Truelink Capital, Ad Age has learned.

 

The deal is expected to close in a few weeks, according to several people close to the situation.

 

IPG and R/GA declined to comment. Truelink wasn’t immediately available for comment. Multiple people close to the situation declined to share who is part of the management-led group poised to acquire R/GA. 

 

IPG has been shopping the digital agency around for some time, as first reported in June 2024.

 

R/GA was founded in 1977 by Bob Greenberg and his brother Richard. It was one of the earliest digital agencies to break out in the advertising industry. Over the years the agency has made its mark for work with clients such as Nike, Reddit and Verizon. Some of R/GA’s current clients include Google, Nike, Diageo, Eli Lilly, Samsung and TurboTax, for which it created a Super Bowl spot this year.

 

The plan to sell R/GA comes as IPG prepares to be acquired by Omnicom Group and is planning its own $250 million restructuring.

 

Independent network Serviceplan is the runner-up in the potential deal to acquire R/GA, according to multiple people close to the situation. Serviceplan has been looking to grow its positioning in the U.S. It acquired a stake in Pereira O’Dell in 2019 and in 2023 took a stake in New York agency L&C. The company shortly after formed Serviceplan Americas, which houses those agencies.

 

Serviceplan declined to comment.

 

Truelink currently has some marketing-related assets in its portfolio, such as a shopper marketing tech company called Flipp, marketing tech company Ansira and an exhibition and experiential marketing company called GES.

 

IPG’s digital agencies, including R/GA, have been struggling financially, as confirmed by the holding company’s CEO Philippe Krakowsky in recent earnings discussions. R/GA and Huge, which IPG recently sold to a different private equity firm, AEA Investors, have each undergone significant restructuring to adapt to the changing digital market. IPG also sold Deutsch New York and Hill Holliday in 2024.

 

It’s unclear how much the deal is worth. In October, Ad Age reported that IPG classified R/GA and Huge as “held-for-sale” and recorded a non-cash goodwill impairment expense of $232.1 million related to their potential sale, which essentially meant that the agencies were likely to be sold for less than the amounts at which IPG originally valued them.

 

R/GA has been in IPG’s portfolio for more than two decades. True North Communications, the holding company for FCB, bought R/GA in 1995, a year after True North and R/GA formed a strategic joint venture in digital and interactive technologies. IPG acquired True North in 2001.

 

Bob Greenberg, an early innovator in digital design, production, computer-imaging technologies and special effects, stepped down as R/GA’s CEO in 2019.

Wednesday, February 19, 2025

16969: BHM 2025—On Black Consumers & Trust.

 

This is not really Black History Month content, but Advertising Age published a perspective that opened by mentioning the annual cultural event.

 

The op-ed title proclaims: Why Many Black Consumers Are Losing Trust In Brands—And How To Rebuild It.

 

The true solution is simple, although brands and White advertising agencies have historically failed to execute it: Stop being untrustworthy.

 

Why Many Black Consumers Are Losing Trust In Brands—And How To Rebuild It

 

3 ways to stop the shift from infatuation to disillusionment

 

By Janelle A. James and Dawn V. Carr

 

Black History Month is a time to celebrate, educate and recognize the achievements of people of African descent in the U.S. However, this year carries a different weight. Amid deepening societal divisions, rising anti-DEI activism that many perceive as coded anti-Black rhetoric and brands reassessing their diversity commitments—whether by scaling back, repositioning, or reaffirming—many are left wondering how to move forward as tensions continue to mount.

 

Black people have always had complex relationships with America—particularly because for them, there is no distinction between America, corporate America and American brands. Moreover, their roles as citizens, laborers, migrants, leaders and consumers are deeply interconnected, influenced by the same societal forces that shape politics, culture and business.

 

Yet, the broader public often views these roles separately, assigning each one a different level of power and influence. Historically, the Black consumer has been the most formidable of those roles since boycotting businesses fueled the achievement of Civil Rights.

 

Today, the Black impact on business is undeniable. As trendsetters, early adopters and inventors, Black consumers are a driving force in shaping markets and signaling where business and culture are headed. This makes the relationship between Black consumers and American brands especially important—not only for understanding current market dynamics but also for anticipating what’s next.

 

The erosion of brand-consumer trust

 

Brands have long sought to build emotional relationships with consumers, leveraging concepts such as brand love, trust and loyalty to cultivate lasting engagement. But what happens when those relationships falter?

 

Recent research, social media conversations and brand tracking sentiment for several top brands reveal that many Black consumers are shifting from infatuation to disillusionment. Words such as abandoned, harmed and withdrawn are increasingly common in consumer feedback. Some people even describe their disengagement from brands in terms that mirror the end of a personal relationship—where trust is broken and power feels imbalanced.

 

To better understand this shift, we turned to the Power and Control Wheel, a framework originally developed to highlight patterns of abuse in personal relationships. While the comparison may seem provocative, it provides a valuable lens for examining how brands may unintentionally create uneven relationships—and, more importantly, how they can rebuild trust.

 

To be sure, this isn’t about villainizing brands or victimizing consumers. It’s about recognizing unhealthy dynamics and offering a path forward to restoring consumer confidence.

 

Three ways brands may be damaging trust and customer value

 

So how do elements of the Wheel of Power and Control manifest in brand-consumer relationships? Here are three key areas where brands risk eroding trust and customer value—and how they can do better.

 

Using privilege to make unilateral decisions

 

When brands make decisions without meaningful input from customers, they create one-sided relationships. Too often, Black consumers are celebrated during cultural moments but excluded from long-term strategy. This isn’t collaboration—it’s control. Brands that dictate rather than listen lose engagement. Consumers want to feel valued, not managed.

 

Key question for brands: How might our own power and privilege—whether rooted in affluence, education, gender, ability or other factors—cause us to overlook underrepresented consumers’ perspectives?

 

Using isolation to influence purchase

 

When products that consumers rely on disappear with little warning, they can feel neglected. Retailers have the right to shift focus, discontinue programs or make strategic decisions. However, it’s important to consider the meaning of what’s on the chopping block and the risks for both the retailer and shopper. If shifts are connected to values, identity or economic opportunity, much like isolation in personal relationships removes access to support, these shifts can make shoppers feel unsupported and abandoned.

 

Key question for retailers: Are we making decisions that unintentionally alienate or exclude shoppers who have supported us?

 

Minimizing, denying or blaming as commitments shift

 

When brands engage underrepresented consumers only when it aligns with the political climate, this erodes trust and damages loyalty. Sixty-eight percent of all Americans (and 82% of Black Americans) tend to buy brands that reflect their values. More than half of all Americans agree that if a corporation takes a stand on an issue, it should stick by it.

 

Just as in unhealthy personal relationships, brands dismissing concerns or shifting blame invalidates consumer experiences. When brands downplay the resulting criticism as overreaction or justify changes as “just business,” they deny the brand-consumer relationship and reinforce an unequal power structure, often making marginalized consumers feel invisible.

 

Key question for brands: How might our messaging unintentionally frame consumer concerns as a problem to be managed rather than an opportunity to improve?

 

Moving forward with intention

 

Black consumers, like all consumers, want relationships that feel reciprocal. By engaging them as co-creators, ensuring meaningful products and programs, listening to their feedback and staying the course, brands can cultivate loyalty and genuine trust, which are critical for building brand reputation, establishing competitive advantages and increasing shareholder value that extends beyond holidays and heritage months.

Tuesday, February 18, 2025

16968: Confessions Of A Chief Diversity Officer…?

The latest Digiday confessions series installment spotlighted a recently dumped DEIBA+ Director—formerly employed at a 600-employee statewide financial enterprise—who opined on the state of affairs for diversity, equity, inclusion, belonging, allyship, etc.

 

The confessor offered nothing new, sharing the standard performative PR routinely delivered by such executives. One comment worth noting:

 

“But DEI work is inherently unpredictable; it’s not like total rewards where you have regular compensation review cycles. No organization has really figured out how to minimize that unpredictability.”

 

Adland has figured out how to minimize that unpredictability—by maximizing DEIBA+ disinterest, detachment, disrespect, and doing nothing.

 

Hey, the results of systemic racism are extremely predictable.

 

‘I don’t think it’s over’: Former head of DEI on corporate diversity’s uncertain future

 

By Tony Case

 

Corporate America is undergoing a seismic shift in its approach to diversity, equity and inclusion (DEI).

 

Following recent Supreme Court decisions on affirmative action, mounting political pressure and a series of headline-making controversies, many organizations are scaling back or eliminating their diversity initiatives entirely.

 

Under President Trump, the U.S. government has also moved to aggressively restrict DEI programs, with several states following suit by introducing legislation to limit initiatives in both the public and private sectors. Scores of companies have axed DEI positions or initiatives, while others have quietly rolled their diversity programs into broader HR functions.

 

We spoke with a recently displaced DEI director whose position at a 600-employee statewide financial institution was eliminated. In this conversation — part of our Confessions series, where we trade anonymity for candor — they share their insights on the current state of DEI in corporate America, including the dangers of the media and politicians misunderstanding DEI as “hiring unqualified individuals,” and how that creates pressure for companies, particularly those with government ties.

 

They also share their views on why organizations need to build their DEI programs closely with legal teams from day one, and what the future might hold for DEI leaders in an increasingly uncertain landscape.

 

This interview has been edited for length and clarity.

 

You were recently let go from your position as DEI director. What reason were you given?

 

They said they were going to take a different direction and integrate DEI responsibilities into another employee’s role. This person already has two other duties, and DEI will become their third responsibility. I understand their perspective to some extent; with 600 employees, they’re not that big. I’ve usually worked in the DEI space with organizations of 30,000 to 50,000 employees globally.

 

How does this compare to your previous experience in DEI?

 

I’ve been in the DEI space since 2019, so I’ve seen it evolve through different levels of maturity. This smaller organization I worked for was actually an interesting opportunity because it meant faster implementation and more visible results. But DEI work is inherently unpredictable; it’s not like total rewards where you have regular compensation review cycles. No organization has really figured out how to minimize that unpredictability.

 

What impact do you see this current pushback having on corporations, including at the leadership level?

 

If you’re not getting diverse viewpoints involved in the decision-making process, you’re only making decisions based on your own experience. The more diverse perspectives you have at the decision-making table, the stronger your organization will be. You’ll see higher retention rates and better engagement. Organizations without diversity at the leadership level won’t be as agile or able to navigate different contexts as effectively.

 

Do you think there’s a misconception about what DEI actually means?

 

Yes. DEI has become code for racial minority groups, but it’s so much more than that. It’s about diversity of thought, background and experience. Research has shown that profitability actually increases with more diverse leadership. Anyone who has worked in truly diverse environments knows how enriching it can be. I lived in China as a minority; coming from the Midwest, I had no clue about cultural norms. But once you’re in that space, you don’t want to go back. Your brain is constantly on fire, learning about other people’s lived experiences. Going back to a homogeneous environment almost becomes boring.

 

What about the bottom-line case for DEI?

 

Companies, especially B2C businesses, want to sell to our communities. If you’re only selling to people who look like you and think like you, you’re missing out on massive market share. You’re not going to increase profits through efficiency alone. When organizations cut DEI initiatives thinking they’ll be more efficient, they’re forgetting about the people they actually serve.

 

Do you think this is the end of corporate DEI initiatives?

 

I don’t think it’s over. We’ve been fighting for 400 years to get people’s voices heard and to be seen as equal. This is just a new generation trying to achieve equality within organizations and communities. When the media and politicians misunderstand DEI as “hiring unqualified individuals” — which is complete nonsense — it creates pressure, especially for companies with government ties. Organizations that haven’t built their DEI programs with legal teams from day one are more vulnerable to uncertainty.

 

In such an environment, are there promising signs?

 

Some companies have come out and stated their DEI policies haven’t changed. I think this shows there is a path forward for organizations that feel confident in what they’ve built within the DEI space. Companies that committed to DEI but didn’t put in the investment, structure or learn how to integrate it into the business, those are much more vulnerable to being shut down or silenced.

 

What’s next for you?

 

When I look on LinkedIn, there are still DEI jobs available, at companies like UKG, Tiffany’s and others. The roles might change names or roll up under culture or engagement, but they’re not going away; they might just look different in the future. For now, I’ll be recouping and focusing on my mental health through pottery. I’m actually very fortunate and privileged — I’m more worried about others living paycheck to paycheck.