McCann Health ME’s Success as a Top Workplace for Women and How They’ve Cultivated an Inclusive Culture
In a region where workplace culture is constantly evolving, McCann Health Middle East has been recognised as one of the Best Workplaces for Women for the second consecutive year in 2024 by UK official workplace assessor, Great Place To Work.
This accolade underscores the agency’s commitment to diversity, equity, and inclusion (DE&I), with women comprising 43% of leadership roles and a workforce of 66 nationalities. At the helm of these efforts is Karen Kamel, regional managing director, who has spearheaded initiatives that not only elevate female talent but also foster a culture of innovation and creativity.
In this interview, Karen shares how McCann Health ME’s inclusive policies have driven both employee satisfaction and business growth. She also offers insights into the creative process behind campaigns like ‘Mis[s]Diagnosed’ and ‘Change the Story,’ which emphasise the agency’s mission to address underrepresented health issues and promote inclusivity in healthcare communications.
From career development programs to flexible work policies, Karen speaks to LBB’s Olivia Atkins and reflects on how these initiatives contribute to creating a thriving, supportive environment for women – and the agency as a whole.
LBB> What specific policies and initiatives has McCann Health ME implemented that have contributed to its recognition as one of the Best Workplaces for Women in 2024, particularly in the Middle East?
Karen> At McCann Health we pride ourselves for our commitment to cultivating a positive workplace culture where women are supported and can grow professionally and personally. Some of the key initiatives we have implemented at McCann Health include career development programmes, flexible work arrangements, bringing your kid (or 'fur baby') to work and mental health and well-being initiatives. We also allocate one day each year for in-depth discussions with the entire team about Diversity, Equity, and Inclusion as part of a global initiative, along with DE&I training sessions.
LBB> Why is diversity, equity, and inclusion (DE&I) so critical for McCann Health ME’s strategy, and how does it drive both employee satisfaction and business growth?
Karen> Inclusive culture means everyone has a voice! Creating a culture where diverse perspectives are welcomed and encouraged means more innovation and creativity as well as a diverse skill set that inevitably leads to business growth.
LBB> Can you elaborate on how McCann Health ME’s workplace culture was measured and evaluated?
Karen> We have various internal surveys, third party evaluations and interviews in place that measure culture and employee satisfaction. We engage annually with BPTW and we have been receiving several recognitions so far including Best Workplaces in Media, Advertising and Marketing™️ – GCC and Best Workplaces for Women™️ for two consecutive years.
That said, I believe the most effective and insightful way to measure culture is through ongoing, open one-on-one or group conversations with team members to gather feedback and fairly assess the environment. Ultimately, it’s all about the people!
LBB> How has McCann Health ME benefited financially and socially from fostering a culture of safety, inclusion, and equality?
Karen> At McCann Health, we proudly refer to ourselves as a family. Nurturing a safe and inclusive culture leads to increased productivity, improved performance, lower turnover costs, and a highly motivated team, all of which ultimately translate into financial benefits. We encourage individuals to be truly their authentic self at work.
LBB> How do campaigns like ‘Mis[s]Diagnosed’ and ‘Change the Story’ align withMcCann Health ME’s mission to create a more inclusive environment, both within the workplace and in its external healthcare communications?
Karen> Campaigns like ‘Mis[s]Diagnosed’ and ‘Change the Story’ – both targeting females and addressing underrepresented issues – are key in emphasising the importance of inclusivity and representation, raising awareness of health disparities and empowering diverse patient voices. By challenging existing narratives and inspiring behavioural change, McCann Health ME reinforces its internal commitment to diversity and inclusion while building supportive communities around specific health issues.
LBB> Obviously the industry at large still struggles to equalise female contributions with their male counterparts, what advice do you have for any agencies wanting to follow suit?
Karen> While significant progress has been made in empowering women in the industry – evidenced by initiatives like mentorship programs, increased representation of women in leadership roles, and campaigns promoting gender equality – there remains much work to be done. However, challenges persist, including the need for more equitable pay, better support for work-life balance, and increased awareness of unconscious bias in hiring practices. To drive further progress, agencies must continue to focus on transparent policies, inclusive cultures, and measurable diversity goals.
