Update from Ben

Ben here; sorry for being dark for so long. This new product launch has really been taking up all our time. We've set up a separate "command center" that has workstations with special custom builds of certain software apps we're using for this project. Actually, it turns out that the software company is going to include these features in the next version, so some of us feel pretty proud that we inspired these features. Except for those of us who feel like all we had to do was wait a month and only pay for the upgrade instead of the truly insane customization fee. But it's all in the context, says me.

Anyway, this command center: it's got its own separate climate control, and the windows are all papered off. The designers who are working on this project apparently like it crazy cold in there; maybe it keeps them alert. They also unscrewed all the fluorescent lights and ran these floor-running blue Christmas lights. So when you walk in you think you're in Mr. Chew's lab.

In other news, this new client of ours apparently wants to take us on a team-building exercise, or something. I'll let you know how that pans out.

Diversity: We really walk the talk.

We have had the opportunity to work on a few Diversity ads and programs. Invariably, the conversation starts and ends with what Diversity really means to our audience. It's a tricky topic laced with emotional reactions. Of all the employee comm programs we work on, Diversity tends to be the hairiest.

The one thing we have all agreed on is that Diversity isn't a shallow concept. To divide it into simple race, gender, age or ethnicity does a disservice to huge portions of the population. Our group sees Diversity as complex but simple - all at the same time. Diversity is a two stage process.

1. Provide completely equal footing and opportunity for every person on our team.


2. Actively seek people who offer something different than we are.

But the true benefit for Diversity is measured by what value it brings to the entire group - and sometimes that is'nt readily apparent.

One client (you know who you are) reminds us that Diversity almost needs to be surrounded by blinking lights for most people to feel that the organization is diverse enough. Subtle, integrated hints (though useful) aren't enough. You need the neon lights. So... here are some lights.

Our long time client, Georgia Ports Authority (GPA), is launching an international campaign in China based on their brand promise and platform. They engaged us to do the creative and Golin Harris in Shanghai to do the media relations. So... we have to do creative that will play in mainland China?

Look.... blinking lights coming up!

Turns out, Winnie on our team reads, writes and speaks Chinese. After a year of being on the creative team, this one innocuous personal detail becomes the hinge upon which a global campaign can swing for us. She can evaluate the creative and see if it plays in the Asian culture contextually and graphically.

As a bonus, she also translated the ad (very, very roughly) into Simplified Chinese so we could see what the ad would look like in the media and offer Golin Harris very specific graphic direction

Could we have done this effectively without her? Maybe... it would have been a lot harder and riskier. Having her on our team made the agency invaluable to GPA.

Did we actively go and and seek a person of Asian background? No we didn't. But we created an environment where a young Asian woman could thrive. And when the opportunity presented itself to offer her unique perspective she was free to do so.

Diversity. Under blinking lights.