Why DE&I Is a Constant ‘WorkInProgress’
LaTonya Jackson is head of people and culture at WorkInProgress, an agency based in Boulder, Colorado.
LaTonya has over 20 years experience as a human resources professional, though WorkInProgress, which she joined in 2021, marks her first foray into advertising. That she was entrusted with the job, despite her lack of advertising experience, is a lesson she practises when it comes to the hiring of new talent to the agency. “It feels as though employers are not willing to take a chance, don’t have a clear understanding of transferable skills and sometimes discount one’s ability to learn,” she tells me, referring to the industry at large.
Prior to WorkInProgress, LaTonya was a director, and human resource business partner at Molson Coors, where she led a team of HR business partners, learning and development specialists and a sign language interpreter.
Intrigued to know about how she utilises her own experiences to execute best practices at WorkInProgress - an agency which is very up and front about its own DE&I - LBB’s Addison Capper chats with LaTonya.
LBB> WorkInProgress believes that "every brand and person should be a work in progress". How does this inform the way you hire and treat employees?
LaTonya> As our name states, we seek candidates who see themselves as a work in progress, have a hunger to grow and evolve, and place the quality of the work above personal ego. In our collaborative and ego-less environment, no task is beneath anyone, and we all contribute to the groundwork and opportunities that come our way. WorkInProgress also seeks people who will positively add to the culture of our company, are inclusive of every individual, and ultimately hold themselves and others to high ethical standards. We evaluate candidates for what they can bring to our team and culture, rather than how they might fit into the status quo.
LBB> The DE&I section on the WIP website is extremely extensive and prominent. Why is that, and what can you tell us about the DE&I initiatives within WIP?
LaTonya> We believe DE&I is a journey and we understand our job is never done. We also believe that if we’re going to create radical change, it takes holding ourselves accountable. Through DE&I data transparency on our website, we hold true to our belief that it takes bold action, not just words, to prove what we believe.
We monitor the demographic makeup of our agency and share our data with AgencyDEI, who are on a mission to bring data transparency, accountability, knowledge-sharing and ultimately change to our industry. Additionally, we brought on an external DE&I advisory board that provides input, challenges us and supports us as we take action to improve our initiatives.
We also aim to make an impact in the community. In an effort to introduce, inspire and help more young people enter the advertising industry, we carry out advertising career talks with local high schools to put advertising on the radar of promising talent in the area, and ultimately encourage that talent to consider advertising as a career. We facilitate portfolio reviews at colleges, career fairs and portfolio schools.
Through one of our key DE&I initiatives, ‘Opening Shot,’ we create access for people from diverse backgrounds to get exposed to the world of advertising by attending commercial shoots, funded entirely by the agency and client, to be inspired by the work and ultimately pursue a career in advertising. Candidates from all backgrounds are considered as part of this initiative, allowing all education levels and financial situations to be included.
LBB> How does WorkInProgress ensure it is creating an inclusive environment for all employees?
LaTonya> We understand that we are in a constant state of evolution and recognise that we are all responsible for what takes place within our walls. Our leaders have to be vulnerable and willing to have hard conversations. We encourage respectful, professional and healthy discussion and debates. We check in with our employees through engagement surveys, pulse checks and one-on-one discussions. We also have an employee council that helps identify and execute initiatives to help foster and maintain a positive culture.
LBB> What would you say is the most outdated belief system affecting the way agencies hire and retain talent?
LaTonya> Believing that everyone has to have a certain background to be successful in their role. It feels as though employers are not willing to take a chance, don’t have a clear understanding of transferable skills and sometimes discount one’s ability to learn. For example, I spent my entire HR career in manufacturing at a Fortune 500 company prior to coming to WorkInProgress. I did not come from advertising, but I know HR really well and have the aptitude to learn. If the WorkInProgress founders believed that I had to have a background working in advertising, I would not be in my role today.
LBB> How would you describe the unique way that WorkInProgress attracts creative talent?
LaTonya> Like everything in advertising, it comes down to the work. We find that creative talent is drawn to our action-based philosophy and approach to creative work. When creatives come to WorkInProgress, they know they will be making technology products and service changes, not just ads and we have found that has been one of the biggest drivers.
We also have found that talent is attracted to our agency model. We operate as a flat organisation with no CEO, unnecessary layers or a lot of overhead. Along with lean senior teams, employees at all levels have a direct impact on the work and the culture of the agency.
LBB> When it comes to retaining that talent, what are some key elements of the working environment and culture that play into that?
LaTonya> Transparency that includes open, honest communication. Ensuring that employees know they have a voice and a seat at the table when it comes to shaping the agency. Respect and ability to build professional working relationships with one another. So much of our time is spent working it is important to feel like you belong in the workplace.
LBB> The 2023 global economy is in a tricky place. Naturally, this is impacting different companies in different ways, but I’m intrigued to know if it is having any impact at all on your staffing models at WorkInProgress? If so, how?
LaTonya> It has definitely been a year filled with immense uncertainty. However, as mentioned, because we operate with lean senior teams, we reduce the need to staff up and staff down based on wins and losses. We’re also lucky that we have been able to continue to grow, therefore aligning our staffing models to reflect the growth.
LBB> What is the secret to forging long-lasting cultural impact?
LaTonya> The culture of a business is defined by the people who work there; therefore, engaging with employees to understand what is important to them is paramount. Another key: keeping a pulse on what is happening in the community and understanding how your business does or can have an impact.
