Dan Walsh’s Post

🚪"Marketing, alongside the wider creative industry, has a reputation for being inaccessible to people from underrepresented backgrounds." ↔️New research from Marketing Week highlights the extent of the class pay gap in the marketing industry. 🔍 The research sheds light on the challenges faced by working-class marketers and the existing class disparities within the industry. It's not just about pay; it's about breaking down barriers and creating pathways for social mobility. 🌟 As a social mobility charity, we want to address these issues head-on. Through relatable role models and accessible work experience, talent can be recognised and nurtured, regardless of background. 🔽 Share your thoughts and experiences on how we can collectively contribute to a more equitable and diverse workforce, not just in marketing but in all industries. #SocialMobility #DiversityandInclusion #MarketingIndustry #InclusiveLeadership #EqualityInMarketing

Alright, let’s talk about donor employment data… Of course, there are a lot of use cases for donor employment information, but I have seen organizations face a few common roadblocks in collecting this information over the years. You may realize: ❌ Existing employment information becomes out of date quickly ❌ Your team hesitates to invest in refreshing employment data ❌ You have the data, but you are not leveraging it to its fullest potential Which challenges resonate with you? Are there other challenges you face when collecting and maintaining donor employment data? Let me know your thoughts and experiences in the comments below; I would love to hear from you and provide some recommendations. ⬇️ (And by the way, if you are looking for resources on how employment data boosts fundraising, this guide my team put together is a good start: https://hubs.la/Q02y71ts0)

As the preferences, values, and expectations of the workforce evolve, associations play a vital role in ensuring they cater to the needs of this burgeoning demographic. https://ow.ly/kbSq50QR6je

💻 WEBINAR CATCH-UP: Two children’s social services teams, same problem: recruiting to permanent positions. Why did their campaigns succeed?   The balance between temporary & permanent social workers in many councils is out of kilter. The difference in cost has been estimated at £40,000+ per social worker per year. Expensive – especially when local authorities are struggling with finances.   In our Lunch Bite webinar earlier this week we heard from those involved in two quite different campaigns that have both been successful in recruiting permanent staff.   Here are some of the things we learnt:   📜 Devote resources & budget to making sure creatives, messaging & marketing tactics are right for the specific audience you want to reach: investing relatively small to save big.   ✍ Make the initial contact method for applicants light touch: avoid abandoned forms by encouraging people to register an interest & follow up with a callback.   ⌚ The right time for your team might not be the right time for a potential applicant: tightly targeted, low-level, “always on” marketing will keep your organisation front of mind when they are ready.   Speaking at the webinar: - Emma Rodgers, former Strategic Manager Communications & Marketing for Stoke-on-Trent City Council whose Shape Stoke's Future campaign saved £1.5 million a year on agency & recruitment costs. - Javade Khan, Head of Communications & Marketing for Achieving for Children (Royal Borough of Kingston upon Thames, London Borough of Richmond upon Thames and Royal Borough of Windsor and Maidenhead) whose campaign around the diversity & family feel of the team boosted its appeal beyond social work to recruit to many other children’s social care roles. - James Morton, Communications Consultant at Alive With Ideas – the agency behind both creative approaches. - John Paul Danon, Director with us at CAN Digital. We devised the best media-buying tactics for each campaign to reduce costs per quality application.   It’s a great watch! https://lnkd.in/eyGrwevg   #SocialWork #Communications #Marketing #LocalGov

https://lnkd.in/gqFREzzk Here is an interesting article on how to attract more Gen Z (born between 2000 and 2018) workers. Specifically, this is the generation that experienced the Pandemic early in their working careers. They want employers to make a positive tangible difference in society. They also value healthcare and health benefits primarily from experiencing the scattered nature of the workforce generated by COVID. Happy reading.

In 2019 Pay Transparency legislation was rolled back in the province where I live. No one cared. I wrote women's groups, advocacy groups, MPPs and no one cared. I had 200 followers on Linkedin, 300 women in a Facebook group and had no idea how to use Instagram. For years there had been handwringing about the pay gap but little action. There were women's groups but no advocacy or any meaningful change in systems (though a heck of a lot of mentorship programs - more on that later). I spent the next 5 years and over 10K hours fighting for pay transparency. 200 news articles 22 podcast episodes 18K people in a FB group 10K people on IG 16K people on Linkedin And now - legislation in British Columbia, Ontario, Prince Edward Island, Newfoundland & Labrador and Manitoba is on the way. How is this possible? We are funded by the people who choose to work with us. Moms at Work is a profit driven business that puts advocacy for our community at the centre of everything we do. No funding. No grants. No sponsors. But when you hire our coaches, join our Collective, take our courses and scream our name you are picking YOU first. You are working to make YOUR career better and you are supporting US in making systems better. Moms at Work - here for you and only you - when was the last time someone said that to you? Come be a part of something bigger. https://lnkd.in/eZPPdtKt #paytransparency #payequity #workingmoms #workingmothers

Angry #JobFairy #EurobubbleJobs #JobOfTheDay #SalaryTransparency 2 jobs I’m sharing with you today: Campaigns assistant at the Party of European Socialists (PES) and Comms officer Europe Jacques Delors. They share 3 similar characteristics: 1/ They seem interesting 2/ The employer indicates a commitment to diversity on the job ad 3/ 🤡 They don’t indicate ANY information about salary and other benefits 🤡 This is the best way to NOT encourage a diversity of applicants. And I don’t understand why this continues to be a practice in the non-profit sector. Especially considering that one of them is the socialist party… https://lnkd.in/dmx8sBTx https://lnkd.in/dn_29biq

I’ve said before that personal brand is what you walk into the room with and personal impact is what you leave behind. Your mark, your stamp, your ‘effect’. In this digital age - we cannot ignore the impact of having an intentionally crafted digital presence. Like it or loathe it - it’s here for the foreseeable future. If you’re not considering how you show up and the impact it has on others - the opportunities you might miss - will only compound with time. A great read on the link between digital presence and higher pay.

With the gender pay gap reported at 16%, it is no great shock that male marketers are happier than female marketers at work. Some 58.7% of male marketers are either quite happy or very happy, compared with 53.9% of female marketers who are happy in their role. On the flip side, almost a quarter (24.4%) of female marketers are unhappy in their roles. This figure falls to under a fifth (18.3%) for men. https://lnkd.in/eZ88PyjB