What is the optimal organizational structure for developing ad campaigns at agencies? A study of 554 ad campaigns—based on interviews with ad-agency professionals at firms representing major markets in Australia and New Zealand—found that not all structural configurations lead to the best creative output.
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Striving to increase workplace diversity is not an empty slogan — it is a good business decision. A 2015 McKinsey report on 366 public companies found that those in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean, and those in the top quartile for gender diversity were 15% more likely to have returns above the industry mean.
In a global analysis of 2,400 companies conducted by Credit Suisse, organizations with at least one female board member yielded higher return on equity and higher net income growth than those that did not have any women on the board.
In recent years a body of research has revealed another, more nuanced benefit of workplace diversity: non-homogenous teams are simply smarter. Working with people who are different from you may challenge your brain to overcome its stale ways of thinking and sharpen its performance. Let’s dig into why diverse teams are smarter.
Greater diversity may also change the way that entire teams digest information needed to make the best decisions.
The session is designed to help empower researchers by better acquainting them with data science opportunities. At the same time, data scientists lacking media experience are being thrown into the deep end with demands for answers to questions the context of which they don’t fully understand.
The session helps educate them on the benefits of collaboration. Bridging the gap between these communities will be critical to both groups going forward.
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