Diverse Paths, Shared Growth: Ogilvy's Approach to Talent Integration
What happens when tradition intertwines with innovation in talent integration and workplace inclusivity? Join us as we sit down with Elaine Grell, EMEA Chief People Officer at Ogilvy, to uncover the agency's people-centric strategies.
Can you share an example of Ogilvy's approach to integrating interns and graduates into the industry, ensuring their personal growth and the company's advancement?
Interns are viewed as essential to Ogilvy's talent pipeline, enriching the agency with fresh perspectives. Recognizing the unique digital-native skills of early career talent, we emphasize their importance in diversifying teams. Through partnerships with educational institutions, we offer various opportunities for graduates and students to join the agency, either through short-term placements or structured development programs.
Ogilvy adopts multiple approaches to accommodate interns' diverse interests and career aspirations. Some may immerse themselves in a specific discipline, while others participate in rotational programs across different departments. This flexibility allows interns to explore their passions and strengths within the industry.
Beyond professional development, Ogilvy prioritizes the holistic well-being of interns. We facilitate informal learning moments within the office environment and provide support for interns' personal growth as they transition into the workplace. This approach ensures that interns not only contribute to the company's success but also thrive as individuals within the agency.
How does Ogilvy navigate the intersection of diverse ideologies and upbringings within its workforce to foster creativity and collaboration, especially considering potential conflicts or differences in perspectives?
Ogilvy fosters creativity and collaboration by embracing diverse ideologies and backgrounds within its workforce. We promote a connected culture for creativity, recognizing that some roles naturally facilitate cross-office connections, while others may require initiatives like the Xchanger Program. This program brings together young talent from across the EMEA region, providing exposure to senior leadership, deep dives into company operations, and collaborative assignments focused on sparking curiosity and building connections.
We were very fortunate to celebrate our 75th anniversary at Ogilvy last year. One of the assignments was: How do we celebrate 75 years of being Ogilvy? Individuals had the chance to collaborate with various offices, visiting them in person and exchanging insights on office practices — this exchange of ideas allowed for mutual learning and sharing of best practices between offices.
Recognizing that inclusive leadership is essential for leveraging diversity, Ogilvy invests in developing empathy, vulnerability, and curiosity among its senior leaders. By encouraging leaders to understand their teams' individuality and the evolving cultural landscape, conflicts can be resolved effectively. The emphasis is on creating an environment where employees feel empowered to express their opinions and ideas, believing that diverse perspectives are vital for generating innovative solutions for clients.
In what ways does Ogilvy encourage employees to explore unconventional work arrangements or roles that may not fit traditional job descriptions, while still contributing meaningfully to the company's objectives?
Understanding each individual's desires, needs, and motivations is key. It's about being open to unconventional approaches and recognizing the potential for impact. We strive to listen attentively to these needs and desires, while also fostering channels for individuals to pursue their passions and higher purposes.
In the MENA region, we organize "What's Cooking?" during Ramadan. Six different offices around the MENA region come together to decide whom to cook for and plan the menu and guest list. This initiative brings people together, highlighting the human side and creating connections, ultimately contributing to a sense of fulfillment and well-being.
How does Ogilvy approach the challenge of fostering creativity and innovation in areas where it may not seem naturally conducive, such as highly regulated industries or traditional corporate environments?
It all boils down to curiosity, a trait often discussed but perhaps not given the full recognition it deserves for its impact. Genuine curiosity about others, their challenges, and their goals enables us to offer meaningful support in navigating their paths. Without taking the time to truly understand and connect with individuals, our ability to assist them is limited. Curiosity is not only crucial for creativity but also essential in understanding the customers or communities we aim to impact with our campaigns or solutions.
Diverse teams play a vital role in this process, as each member brings a unique perspective shaped by their background, ethnicity, religion, life experiences, and education. These differences allow us to identify blind spots and uncover solutions. By fostering diverse perspectives across our regions, such as in MENA, and actively seeking to increase representation across markets in EMEA, we tap into a rich pool of experiences and expertise.
Can you share a specific instance where Ogilvy's adaptation to regional limitations resulted in a particularly effective solution that enhanced employee satisfaction and engagement?
One of our flagship initiatives that we take great pride in is our leadership program for women, known as 30 for 30. This program gathers women from various markets to focus on their personal and professional growth through group work, collaboration, and self-reflection. By connecting women from different backgrounds and experiences, they can learn from each other and solve problems collectively. This investment in female talent has not only led to their retention but also to promotions and opportunities within our network.
Another area where we prioritize accessibility is our learning and development portfolio, which we've made available virtually. Drawing on lessons learned during COVID-19, we offer a balanced array of learning opportunities accessible to all, regardless of market size or capability. With the rapid advancement of AI, we've established an AI Academy to ensure our teams understand its impact on our industry and how it can enhance their roles, whether in strategy, creativity, or idea generation. These virtual learning opportunities facilitate connections between individuals across offices and markets, providing exposure to specialists they might not have met otherwise. We consider this investment in learning foundational, supplementing it with face-to-face offerings to ensure equal access for all.
How does Ogilvy ensure that celebratory traditions like inclusive Ramadan events and Women’s Day genuinely enhance workplace inclusivity and supportiveness, particularly in regions where such traditions are less prevalent?
We are deeply mindful that our actions should always stem from authenticity, a core value of our culture. We consistently ask ourselves, "Why are we doing this?". During International Women's Day, while celebrating women across our markets, we challenged ourselves to effect meaningful change. In the Middle East, we had creative activations, providing kits for creating posters honoring impactful women while spotlighting both external and internal female role models within our agency.
We believe in grounding our initiatives in understanding and addressing real issues, such as mental health. By focusing on what truly affects our people, we aim to raise awareness, educate, and foster cultural intelligence, creating engaging experiences that encourage participation and allyship. We recognize that meaningful change often requires the support of others, and thus, we strive to cultivate greater allyship across our diversity initiatives.
