From the narrative-changing storytelling initiative, “Driving Change From the Inside“, a look at the DE+I movement in organizations across the country.
CHECK OUT THE FULL SERIES: Featuring Summaries, Key takeaways, and Video Highlights
The saying goes: What doesn’t break you makes you stronger. That seems to be the case during the pandemic for Robin Hood Foundation, the largest poverty nonprofit in New York City. Because of catastrophes like 9/11 and Hurricane Sandy, Robin Hood already had procedures in place that enabled it to act decisively and respond quickly supporting at-risk communities during the pandemic.
At the start of Covid-19, Robin Hood raised $90mm for grants across the city to improve the lives of people who were experiencing poverty as a result of the pandemic. But they’ve got their work cut out for them – now, and always.
To gain greater insight into how the organization appears to be thriving through the pandemic and the overlapping racial justice movement, we sat down with the organization’s Chief People Officer, Stephanie Royal.
As Stephanie recounts, “the murder of George Floyd really helped to inspire, mobilize, and accelerate action that had already started. There was such a tremendous outpouring of support within our organization to take the work that had already started even before I got here, and to really accelerate it to help us move toward becoming an anti-racist organization.”
The phrase “becoming an anti-racist organization” stands out. Few I’ve spoken to call out the issue so overtly. This sentiment is indicative of Stephanie’s self-awareness and of the culture being nurtured at Robin Hood. When asked to comment on her upbringing in an upper middle-class Black family, Stephanie shared a sobering dose of realism:
“We’re not far from people who experience poverty on a daily basis within our own family. While my dad was able to go to college — he’s a graduate of Fisk University, a historically Black college — his education changed the game for our family. Part of why I’m so committed to the work that we do at Robin Hood is because we know that access to good quality education is a lever for economic mobility.”
Stephanie helps to illuminate that, for many of our DEIJ leaders, it’s not enough to strive for and achieve excellence. There are headwinds that make achieving and maintaining excellence more difficult. It’s imperative that we have people in leadership roles who have purview into what’s required to overcome poverty, and what’s needed to create a sustained cycle of mobility.
She notes that, “We all know how disproportionately affected communities of color were with health disparities and Covid just made it even worse. We knew that we had to mobilize quickly, and do so in a way that was intensive and meaningful and really holistic.”
Through this learning and growing process Royal has seen that creating a culture of inclusivity and vulnerability requires an evolution of emotional intelligence across the organization. It means ensuring that everyone has the safety to respectfully express their views and ideas. Equally important to working to foster safety for underrepresented and under resourced groups, is having empathy for every voice in the room. Stephanie describes this need well:
“I can only imagine what it must feel like to be someone entering a conversation about race, never having done it before. Feeling like they should not be in the conversation because of a certain aspect of their identity, or having anxiety around it. It requires vulnerability, and it requires an incredible amount of self-reflection. Based on that, we do have responsibility, those that are further along this pathway, to bring along those that are not there yet.”
In our conversation, Royal offered insights from her journey as a professional, from Wall Street, to the classroom, to her current leadership role as Chief People Officer at Robin Hood. Her story is inspiring for those among us, who could direct our intellect and energy almost anywhere, but choose a path of curiosity, compassion, and purpose.
Here are a few highlights from our conversation (full transcript), curated to help any individual or organization seeking to adapt to societal change and create a safe space for employees of all backgrounds, orientations, races, and beliefs.
“We could not have meaningful conversations about DEI without reflecting on who we were as an organization. Were we reflective on racial, ethnic, gender, sexual orientation, ability, and cultural identifiers. Were they reflected in the staff at the time? No.”
“We took a comprehensive approach to how we’ve recruited, how we made decisions about hiring, how we onboarded our staff, how we made decisions about advancement and promotion, so we could embody the values that we set forth.”
“During Covid, we engaged an outside consultant to continue the work of a wholesale cultural assessment. That was a very intensive process. A deeply meaningful and personal process. I know that the results will help to inspire that next level of work.”
“I think our staff would say they are happy to be here, very much committed to the mission. They’re participating and helping to develop a culture where everyone can be their authentic selves, continue to learn, grow, thrive and contribute to advancing our mission.”
Act:
Today, a commitment to DEIJ is crucial to the overall health of organizational culture. True commitment requires the willingness to continue finding and repairing gaps in equity and justice proactively. The investment of time and effort might be challenging. However, the rewards from meaningful education, engagement, and growth can be seen in employee values alignment, retention, and output in times of crisis and for years to come.
2. Understand the influence of policy
Listen and learn:
“After we worked on the talent side, we wanted to dig into policy, practices, protocols, procedures. Were they equitable? We continued to dig into the policies related to HR, vendor selection, legal, through a lens of diversity, equity and inclusion. I’ll say it’s a different organization now.”
“There are policies within our cities and at the state and federal levels, that don’t make it easy to access fundamental needs such as quality affordable housing, high quality food, basic clean water. These are not distributed equitably across all communities in this country. Where you see inequity and lack of access somehow seems to align with under-resourced communities populated by people of color.”
“We are trying to address issues of people experiencing poverty through grant-making to the amazing non-profits here in New York City, and across the country, so that direct service can be administered, so that people can access good quality food, quality education, and enter the sectors where jobs are abundant.”
Act:
We are all pieces of a larger puzzle. Being a proactive ally for DEIJ requires understanding the rules, procedures, and policies that affect inequity on a micro (in your lives and offices) and macro perspective (in our communities). Start by looking at areas of improvement within your own organization. Examine the procedures that might contribute to inequity and lack of representation. Compassion for our own areas of growth yields ideas and solutions that positively affect the collective.
3. Recognize the link between inclusivity and innovation
Listen and learn:
“We are a place that is welcoming to all people however they show up. I reinforce that in every conversation. I want people to be free, because if you’re not, you can’t do your best work.”
“One of the things that we are most proud of is our Design Insight Group. DIG emerged from the work of our tech incubator Blue Ridge Labs, which works to help founders create tech solutions to some of the drivers of poverty. We invite people from under-resourced communities to work alongside our program officers to develop programs to help in relief efforts.”
“We can, in a very respectful way, engage the experiences of people who have lived experience with poverty and get their input, get their expertise, intelligence, and deep understanding around problem solving to help us find solutions. It’s also important that we compensate them at a level to help them gain sustained economic mobility, for themselves and their families.”
Act:
Great ideas can come from anyone, anywhere. In the case of fighting the causes of poverty, it takes first hand experience to illuminate the real problems and the blind spots in existing solutions. When wealth, education, security and power gaps exist, it can be difficult to build trust. Attention to thoughtful engagement and trust building, as well as ensuring fair compensation, can yield needle-moving collaboration and innovation alongside the communities that you serve.
4. Invest in building trust and progress toward anti-racism
Listen and learn:
“In this type of work, which is so human, you won’t be successful unless you have a culture of trust and mutual understanding rooted in safety.”
“What results from those moments are meaningful relationships, deeper friendships, the willingness to step out of your own space and join someone. These are the experiences that make for a stronger team in this culture.”
“There are people who are at different places on their journey of being able to address race, class, privilege, but we’re all on board. It is okay to be at the beginning of that DEI journey.”
“You have to be ready and open and provide the psychological safety for people to show up as they are, no matter where they are on their DEI journey.”
Act:
Language is important. So, leaders need to speak about the importance for all to be bought in and supported, no matter where they are on their DEI journey. At Robin Hood, becoming an antiracist organization is essential to their health and culture. They see the results in retention, innovation, and passion. Combining the business imperative with examples of tangible and measurable benefits of anti-racism help organizations and the people they employ stay committed to long term DEIJ goals.
5. Gather a community of support and collaboration
Listen and learn:
“I found my tribe when I first came to New York City. A small group of Black women all working at banks. We relied on each other to make it, to draw upon each other’s good energy, and to share experiences so we could grow and thrive in a foreign world.”
“In my professional life, my responsibility is to care for others.There’s a team of people that look to me for support, for answers, for guidance, and that can be very lonely if you don’t have your own place of respite.”
“I know that I’m a role model to our junior staff. I have to show up for them and be my best self and make myself available to help them understand that this can be their seat as well.”
“We want to be partners with other nonprofits, other philanthropies, government, corporate communities, because we know that philanthropy cannot solve poverty alone.”
Act:
You can’t go it alone. Whether you are early in your career or sitting at the top, resilience requires teamwork and support. This is crucial for individuals from under represented groups because of the combined psychological and systemic hurdles that lay as obstacles. Peers and mentors illuminate roadblocks and strategies for presenting your best self. For marginalized individuals and groups, allies, and institutions, we get further by identifying values and goals alignment, and pursuing necessary work, in partnership.
Watch or listen to highlights of Michael and Stephanie’s conversation:
About the author
Michael Tennant is a founder, writer, and movement-builder dedicated to spreading tools of empathy and helping people find their purpose. Before founding Curiosity Lab, Tennant spent 15-years becoming a media, advertising, and nonprofit executive, and delivering award-winning marketing strategies for companies like MTV, VICE, P&G, Coca-Cola, sweetgreen, and Oatly.
Tennant founded Curiosity Lab in 2017 and created the conversation card game Actually Curious. Actually Curious became a viral sensation in 2020 during Covid-19 and the rise of the racial justice movement for helping people build meaningful connections and to tackle the important topics facing our world.
He has channeled his business success and momentum into a sustained movement supporting BIPOC and other underrepresented communities through speaking, writing, leadership, mentorship, consulting, partnerships, and talent-pipeline programs.
Americans spend nearly 8 hours a day on digital devices, according to a new report from eMarketer. Yes, that means time spent on devices now rivals how long people sleep. However, according to Harvard Business Review, for consumers to be affected by advertising messages, they need to be paying attention. This may seem obvious but capturing consumer attention can be challenging.
User attention has become more fleeting in the internet age. A Microsoft study states that the human attention span has dropped to just 8 seconds – shrinking 25% in just a few years. With users seeing thousands of ads per day, and privacy changes affecting how we measure performance, how can the industry determine whether an ad was seen by someone who is actually paying attention?
The opportunity in attention measurement
The rise of the internet set up the reach and quality metrics that everyone is familiar with today, but a lot has changed since then. In pursuit of optimal performance, advertisers gained interest in additional ways to measure and categorize impressions using brand suitability, contextual relevance, viewability and fraud. While these metrics have improved advertising performance immensely, none of them effectively measure attention.
Specific, industry-accepted metrics to measure attention are still being defined. They are also impacted by increased pressure to ensure privacy-friendly measurement. Some solutions rely on eye tracking and other technologies that are based on sampling.
Pay attention to measurement criteria
Our approach to attention measurement is a more complex endeavor that includes a combination of over 50 exposure and engagement signals that help us understand whether a user’s attention is or isn’t captured by an ad. Exposure signals include an ad’s entire presentation, such as viewable time, share of screen, audibility and more. The engagement side focuses on user-initiated events while the ad creative is displayed, including user touches, screen orientation, video playback and volume control, among others. These signals give advertisers and publishers helpful information about ad performance for both campaign and inventory optimization.
Rising use of attention metrics comes at a time when performance is getting harder to measure directly due to privacy changes across the industry. Behavioral targeting enabled by third-party cookies is giving way to other methods for measuring ad performance. For many advertisers, combining attention and quality metrics is a way to utilize new KPIs that can effectively improve performance over time.
People have grown increasingly savvy, avoiding or ignoring intrusive and non-relevant ad placements, so publishers and marketers must evolve to improve experiences and performance. Attention is a way to use privacy-friendly data to measure ad impact without using third-party cookies to track or measure data from the user.
How publishers benefit from analyzing attention
These insights enable more effective media buying, but how can publishers better understand attention as it relates to their inventory? First, we need to understand how attention is measured.
Attention is understood through a mix of exposure and engagement. Exposure is measured by looking at how long an ad was viewed by a user, how it was presented and what share of the screen did the ad take up. Engagement is measured by checking if a user is present and looking at whether they interacted with the ad. This includes actions such as clicks, hovers, volume adjustments, screen orientation, etc.
Key attention themes to watch for in 2022
Exposure: Brand awareness can be driven by measuring exposure to better understand how insights such as time-in-view, share of screen or quartile completion correlate with brand favorability and recall improvements over time.
Engagement: Metrics such as hover, click and mute rates show how optimized engagement can directly lead to increased conversions.
Cost-Benefit: Publishers that use attention to increase ad engagement can demand higher pricing from existing placements.
Understand Creative Impact: Advertisers can begin building better creatives based on knowing when and where to place messaging for maximum impact.
Analyzing attention gives publishers an opportunity to better understand how to package premium inventory in new ways. Advertisers value the increased conversions and brand awareness that comes with placements that result in higher attention rates. Similar to packaging inventory based on quality, this inventory can garner higher CPMs. With the right analytical tech stack, attention measurement enables publishers to understand their inventory in new ways, helping to drive yield.
It’s still early days for attention measurement, but signs are growing that it’s here to stay. Like any new set of metrics, the industry must come together to agree on standards that allow for interoperability and simple communication between buyers and sellers. Ultimately, it’s important to remember that attention is a way to better understand users and the impact of advertising, which is why the industry must evolve alongside new behaviors with the help of new data and analysis.
Most digital news publishers registered growth in subscription and advertising revenues in 2021 as compared to the prior year. And, according to Reuters’ Journalism, media, and technology trends and predictions 2022, close to three-quarters of publishers (73%) are optimistic about this year. To understand future trends in news publishing, Reuters surveyed 246 executives in 52 countries during November and December 2021. The participants were senior-level employees in digital media strategies at news publishers.
Building scale
As publishers look to the future, scale is essential for most. These companies see a future with a mix of models to grow revenue including subscription, advertising, ecommerce, and events.
Pure plays look to scale: Digital publishers are acquiring and merging to give them more leverage with advertisers and to compete with the dominant tech players of Facebook and Google. Buzzfeed’s purchase of Complex and Vox’s acquisition of Group Nine are recent examples of this strategy. Publishers expect more mergers and acquisitions in 2022.
Traditional media looks to digital acquisitions to drive growth: Large traditional media players have focused on the acquisition of digital brands to add value to their subscription bundles and target a growing digital audience. Axel Springer’s purchase of Politico and the New York Times’ plan to buy subscription-based sports site, The Athletic, are two prime examples. These acquisitions are solid plays to drive audience growth with digital audiences.
New models fuel local start-ups: At a local level, low-cost reader-focused start-ups are using newsletter platforms like Substack to attract audiences. Digital newsletter companies are also building local footprints. For example, Axios is expanding its newsletter-led model to 25 cities this year.
Audience strategies and innovation
Publisher efforts this year focus on podcasts and other digital audio (80%), building and improving newsletters (70%), and developing digital video formats (63%). Publishers are focusing on new audio formats such as audio articles, flash briefings, audio messages, and live formats such as social audio.
New audio initiatives (e.g., Clubhouse, Twitter Spaces, Facebook’s Live Audio Rooms, Reddit Talk) show audience interest in audio discussions. However, executives are unsure how engaged audiences are long-term in these pop-up, discussion-based experiences. More content also means more competition and a need for more content moderation.
Still, publishers see audio as strategically important. It can deliver reach, loyalty, and revenue. Some publishers want to own the audio experience to control the full customer experience. The New York Times purchased Audm, an audio narration app, and they plan to launch a listening product this year.
Publishers also want to engage with younger audiences. They have a renewed interest in short-form video and look to native video formats to attract Gen Z. They are also using third-party mobile-friendly online video platforms to target Gen Z. Executives report that more effort is going to visual distribution and engagement platforms like Instagram (net score of +54), TikTok (+44), and YouTube (+43), and less effort into general-purpose networks like Twitter (-5) and Facebook (-8). Even with a renewed video interest, many news publishers still question the monetization strategy of short-form social video.
News publishers need to develop deeper relationships with audiences. In particular, they must reengage the disaffected and target the young adults. This year, innovation is an important cornerstone to attract new readers, with publishers investing in new audio formats and short-form videos. Investment is essential to build the future Web 3.0 experience.
In May 1961, President John F Kennedy declared that America would put a man on the Moon and return him safely to the Earth and his vision took the world to new heights. Sixty thousand companies in 70 countries invented five million parts and 400,000 of the world’s greatest minds collaborated to achieve a giant leap for mankind. That’s what you call a moonshot.
There is a rising groundswell that the time is now right for a Media Moonshot: one that recasts the industry to blend trust with technology and a new commercial model that can last. The good news is that for those willing to embrace change, it’s not that hard.
A billion dollar opportunity
I have spent the past 15 years working in premium publisher video. I believe a relevant video in the right place in the right article lifts the quality of reporting, and improves the news experience for readers. This is now being recognized by ad agencies who are increasing spend in this sector.
To measure this, we at Oovvuu have been working with the Tribune Content Agency over the past year to match videos to articles from hundreds from America’s largest publishers. Those articles are read 93 billion times a month. Significantly, our data showed only 7% featured video, even when it was available.
Unfortunately, just 1% of the videos that were embedded were relevant. And, unfortunately, the least relevant videos of all were the most likely to be autoplay and contain low yielding bottom of the funnel programmatic advertising. However, our research showed that putting the contextual videos in priority positions, and making them click to play, was popular with news consumers and advertisers who would pay premium CPMs.
We used journalists, along with our own matching tech, with 100 global wires and broadcasters in the TCA project to ensure the highest levels of contextuality. The evidence was compelling according to Wayne Lown, Vice President of Tribune Content Agency, part of Tribune Publishing.
The Tribune News Service syndicates hundreds of daily articles read by millions and across the most trusted brands from Los Angeles Times, Dallas Morning News, Denver Post, St. Louis Post Dispatch, and Chicago Tribune.
“We were able to match 86% of articles in the Tribune News Service with relevant video across news, sport, lifestyle and multiple other genres,” Lown said. “It proved relevant video was there and could be simply matched, revealing a major new revenue stream for publishers who get it right.”
A timely solution
Display advertising is in freefall and subscriptions nearing saturation. The good news is that premium video – which fetches $40 CPMs – offers a way to capitalize on billions of page views and reset publishers’ earnings.
Last month, the world’s largest ad agency GroupM released a report that showed global ad spend was predicted to exceed $1 trillion in 2025. Of that, premium video will account for 19.6% of spend in 2022.
Mark Lollback who served GroupM CEO in Australia and New Zealand before joining Oovvuu believes that “Publishers are perfectly placed as they have massive engaged audiences. And the big global agency groups are openly talking about supporting publishing.”
At the same time, he pointed out that the biggest spending brands are looking for trusted locations for their messaging. Premium publisher video opens a whole new marketing channel for them, but it needs to be done right.
“Publisher video must be click to play, sound on, highly contextual and get premium positions in premium brands. When it does, it taps into users’ attention and delivers the high performance metrics that marketers are demanding,” according to Lollback.
He recently presented research to the IAB showing publisher video delivered double digit performance boosts compared to YouTube on viewability, completion rates and click throughs.
Publishers must act now
The benefits to publishers to grow revenue couldn’t be clearer. Unfortunately, 99% of US articles today feature machine-matched autoplay video with low relevance that attracts low yielding programmatic $7 CPMs. However, The TCA trial has proven that relevant video is available for 86% of articles and premium pre-rolls command $40 CPMs when they are click to play, sound on and highly contextual.
Autoplay should now be outmoded by the smart publishers so they can tap into the opportunity to shift ad spend from YouTube back to publishing. That is the Media Moonshot
Undoubtedly, the emergence of large video syndicators, powerful matching technologies and premium advertising support means it will play an increasingly important role in publisher earnings going forward. The good news is that publishers who do this will be poised to meet customer demand for video, increase engagement and performance metrics across their sites and open access to the largest premium advertising budgets on offer.
Trust is a crucial driver of consumer engagement, especially in news reporting. Ed Williams, the CEO, Edelman, UK, and Ireland, notes that trust closely correlates to our sense of happiness. “The amount of trust that people are able to place in the institutions that govern or inform their lives accords closely with their sense of happiness,” he elaborates. “So, in a broad, societal sense, it matters whether or not our media is trusted.”
Unfortunately, recent studies show trust in the news media continues to decline. Edelman’s Trust Barometer 2021 shows trust in all news sources is at a record low with social media (35%), owned media (41%), and traditional media (53%). Gallup research finds trust in the news media news at 36%, down four percentage points from 2020.
In a new report, The Reuters Institute’s lead researchers take a deeper dive into the questions of trust in the news media. Specifically, Reuters explores how the news media can build trust with its audience. The report showcases discussions with 54 individuals from a mix of small, local, and niche online publications to large, industry-leading brands in the US, UK, Brazil, and India.
Concerns in the newsroom
The report details journalists’ frustration with their newsrooms’ inabilities to build trust with the public. Smaller media organizations also spoke about their concerns and their lack of control over the way audiences interacted with their brands.
They also view Facebook, Twitter, Google, WhatsApp, and YouTube negatively and believe these platforms cause increasing distrust in the news media.
Breadth and depth face fierce competition
Journalists believe the quality and depth of their reporting are the main reasons audiences trust their news organization. However, many news media companies look to social platforms for scale. Doing so often adds attention-grabbing headlines and a disconnect with the content.
Rohan Venkat, Deputy Editor at Scroll (India) responds, ‘It’s something that we find quite hard, and we have to keep innovating in trying to convey that the format, the medium, is more complex than just what the headline contains.” Many journalists are less interested in chasing after reach and scale on platforms and want to build a strong relationship with their audience.
Finding your audience
Maintaining a strong connection with loyal readers is a priority for most newsrooms. However, publishers often disregard harder-to-reach and wary audiences. It doesn’t help that there are few incentives to build trust with an uninterested – and sometimes antagonistic – audience.
Many journalists feel it may be easier for publishers to change the minds of readers resembling their audience. However, if those most critical of the news media and its journalists are left untouched, they will continue to spread distrust in media news.
The research participants identified strategies to help build trust with audiences. The strategies include:
Maintaining a focus on accuracy. Differentiating fact from opinion is critical in building and keeping audience trust. News publishers should use fact-checking as a key differentiator.
Using editorial initiatives to cater to audiences who are underserved, overlooked, or criticized by the press.
Ensuring transparency about reporting practices, editorial stance, and journalists’ backgrounds. Disclosing the identities of those producing the news can also help.
Engaging in partnerships with other news or civic organizations. Offering practical advice to an audience centered around consumer products, recipes, and other information relevant to daily life.
Journalists and news publishers are finding ways to stand out and engage audiences. Creating, experimenting, and analyzing content in different formats, such as audio, visual, and text can offer insight into the impact on trust and distrust. Notably, the publishers need to incentivize the content most likely to build trust with audiences.
The steady decline of print and exponential growth of digital media has turned many industries on their heads. Few have been hit harder than traditional news media. The combined advertising revenues of U.S. newspapers peaked in 2006, at around $50 billion. Less than 15 years later, in 2020, they were estimated below $9 billion – an 80% drop. In that same period, the total number of newsroom employees more than halved from 75,000 to 30,000. And in 2020 something interesting happened: newspaper advertising revenue dipped below circulation revenue for the first time in recorded history.
The unavoidable takeaway is that newspapers are losing the battle for ad spend. The clear winners are big tech providers. From 2008 to 2018, Facebook’s ad revenue increased by 7000%—from $764 million to $55 billion. In other words, the ad revenue of a single company is now higher than the combined ad revenue of all U.S. newspapers at their historical peak. As one local journalist interviewed by The Tow Center for Digital Journalism put it, “The advertising dollars are going away and not coming back. Google and Facebook have just eviscerated the business.”
With these staggering numbers in mind, the prognosis for newspapers looks bleak. Can anything halt the attrition of ad spend?
Innovation hesitation
Arguably, one of the failures of traditional media has been their reticence towards adapting to new technologies. In a recent Tow Center study, researchers found a marked contrast between the way that editors and reporters use technology in their own lives and how they implement it in their work. Only a small minority of respondents (15%) had undertaken training in new tools or platforms paid for by their employers.
From the report: “half of respondents indicated low levels of interest in learning about chat apps such as WhatsApp or Facebook Messenger. Only a small minority (3.4%) are “very interested” in this technology. This comes at a surprise given that WhatsApp has two billion users around the world and Facebook Messenger reaches more than 133 million people in the U.S. and 1.3 billion globally.
Furthermore, more than four in ten respondents indicated a low level of interest for learning more about tools such as automation. This seems to be a particularly egregious oversight given that automation is one of the most powerful tools in big tech’s arsenal. Automation allows them to scale revenue-generating activities exponentially.
Automation education
This brings us to an age-old question: Does automation kill or create jobs? It might seem logical to assume that automating tasks removes the need for a human employee and thus contributes to a removal of jobs. In the short-term and in certain industries this may well be true.
In news media, however, it may be that the unwillingness to embrace automation has had the opposite effect. We see clearly that the number of newsroom employees has more than halved while the tech companies that have embraced automation keep growing.Editors and journalists may fear new technology. However, they should really be more concerned about the ongoing impact of relying on old technology.
One powerful way in which newspapers may find salvation in automation is in the sale of their ad inventory. Historically, newspapers established tight and long-lasting relationships with large, corporate advertisers. These relationships were maintained over lunches, cocktails, and many hours of manual work and negotiation. Think Mad Men. Of course, the Golden Age of Advertising has long since passed. Today, the name of the game is ease of access, efficiency, and iteration.
One of the reasons that companies like Facebook have been able to snatch ad revenue away from news media is that their main ad sales model is entirely automated. Although not the first to do so, Facebook set the standard for an e-commerce approach to selling advertising.
Self-service adoption
Today, most social platforms offer some type of campaign manager inspired by the Facebook for Business marketing platform. LinkedIn, Instagram, Google, TikTok, Snapchat, and Reddit are just some of the tech companies that have fully adopted self-serve advertising as their primary model. While the phrase is beyond cliched, self-serve platforms really do cut out the middleman.
That’s not to say that the news media has entirely missed the bus on self-serve. The Washington Post, Bloomberg, The Atlantic, News Corp, New York Post, and Mail Metro Media are some of the publishers that have built or are building their own self-serve ad platforms. At present, most of them channel only a very small proportion of their ad sales through their self-serve platforms.
As the benefits of scale, speed and automation become impossible to ignore, however, I predict a wholesale self-serve revolution in the newsrooms of the world. Perhaps the age of newspaper advertising isn’t over. Rather, it is entering a promising new phase.
The pandemic era has altered consumer behavior like never before. With lockdown restrictions mandating stay-at-home orders and closing physical stores, every company — big and small — had to rethink its customer engagement strategies. This digital transformation and the mobile shift were quicker than expected. But consumers’ expectations have also radically changed in that time frame.
In an instant, consumers wanted brands to offer an enhanced user experience, especially when it came to mobile usage and ecommerce. To meet this demand, they expect companies to know who they are, what they like, and everything in between, regardless of which channel they came from. This anticipation of a more value-added exchange will only continue to rise. It’s therefore paramount that brands are ready to deliver a more personalized experience — and that publishers are empowered to help them deliver.
Start with first-party data
With first-party data, a more personalized experience can become a reality. The average buyer is becoming increasingly aware of how companies collect and use their personal data. However, they’re also demanding the highest level of privacy and security. And this trust is crucial in maintaining customer loyalty and retention.
When deciding on which brand to choose, 55% of consumers say trustworthiness and transparency are the most critical factor. Finding the sweet spot between convenience and privacy is therefore important to nurturing that relationship for a long-term future. After all, 48% of consumers appreciate the convenience of personalization as long as their data isn’t compromised.
We know that third-party cookies and comprehensive third-party data collection will most likely become obsolete. As a result, the businesses that invest and implement first-party data strategies will stay ahead of the pack.
But this isn’t necessarily straightforward. The average person touches their smartphone 2,617 times a day. They switch between an average of three devices to finish a task. And, 86% of shoppers regularly hop between two channels. However, with data silos and poor infrastructure, the necessary context to bridge these channels and build a more complete picture is missing.
Personalization for omnichannel experiences
Fuelled by the pandemic, omnichannel shopping grew by 50% in 2020. This means that consumers have become more savvy about where and how they shop online than ever before.
Nielsen also found that consumers use online channels to purchase goods, research and identify physical stores. When examining levels of engagement across channels, 56% of online shoppers put careful consideration into each purchase at the point of sale in September 2020, compared with 51% of brick-and-mortar shoppers. In addition, the average buyer is now more used to going between the physical and digital world.
Consumers now expect a seamless transition across every touchpoint they have with a company. Therefore, prioritising creation of an omnichannel experience will help increase overall ROI. This is especially true when behavioral data is used. Behavioural data provides a more personalized experience online and offline, as well as giving a boost to brand loyalty and engagement. By tracking online data and leveraging it across all channels, a better user experience is entirely possible.
Enter data management platforms
In an increasingly privacy-driven and restrictive data collection environment, the proper data infrastructure can supercharge a company’s first-party data, all while staying privacy compliant.
This is where marketing needs to get deeper into single properties. For example, richer, more granular profiles for audience targeting allows for better personalization. So often, when we do a data interview with customers at 1plusX, we realize that typically they only have robust, deterministic data or attributes that are targetable for a fraction of their use. A data infrastructure with intelligent AI and predictive capabilities can enable brands to enrich and enhance their first-party data.
By expanding their dataset, companies can better personalize services and experiences. They can offer better advertising. They can understand which user might want a subscription or be more inclined to add a product to the cart. This behavior then feeds back to brands to better understand their customers. These data insights will prove valuable to optimize and enhance their marketing efforts.
Prioritizing personalization for the future
When companies use a data management platform that puts the control of user data in their own hands, they empower the consumer. This helps build the trust and transparency needed to maintain loyalty and engagement.
As a result, companies that can bring a more personalized experience to their customers without compromising privacy will thrive. Those that don’t will inevitably fall behind.
From the narrative-changing storytelling initiative, “Driving Change From the Inside“, a look at the DE+I movement in organizations across the country.
CHECK OUT THE FULL SERIES: Summaries, Key takeaways, and Video Highlights
One wish that I have for America is for more organizations to have the clarity of logic, depth of commitment, and force of execution happening at NPR as they address their businesses challenges and needs concerning Diversity, Equity, and Inclusion.
In January of 2020, NPR President and CEO John Lansing made audience diversity NPR’s number one priority. Since that time, the organization has shared its progress across workplace, content, and audiences. This includes a three-year strategic plan that opens with the words “NPR must change to survive.” To get a first hand view into this progressive change agenda, I had the privilege of sitting down with the Chief Marketing Officer of NPR, Michael. The conversation that unfolded might be considered a masterclass on establishing a long term DEI strategy.
According to Michael, the business imperative for DEI is simply “believing in the strategy that to serve a more diverse America, you need to have a team of people whose life experience is more in line with the customers that you’re serving.” That sentiment is shared from NPR CEO, John Lansing down through the organization.
“NPR came out of the Great Society program of the 1960s, where the government set up the Corporation for Public Broadcasting, which helped launch NPR and PBS. Their mission was to create media resources that weren’t being fed by the commercial media.”
Back in 1971 when NPR launched, their audience was in line with the United States. About 80% white and 20% diverse audience, similar to the country at the time. Today, their radio audience is still about 80-20, while the composition of the American population has shifted to 60-40. And, of course, the country has made a massive switch to digital in the intervening years as well. In order to get back in sync with America, NPR has been prioritizing efforts to make the network younger and more diverse.
Michael says that NPR has a fiercely loyal audience, because their values align with those of the audience. However, he says most Americans are not even aware of NPR. “We know from research data that only 30% of all Americans have actually even heard of NPR, which is maybe surprising to people who are big fans of the brand. There’s a huge swath of America that we need to make aware of the great work that we do, and a lot of that audience are younger and more diverse people.”
As impressive as NPR’s DEI strategy and tactics are, so too is Michael Smith. The second son of “immigrant strivers” from Jamaica as he describes, Michael was raised by a single mother, gained admission and scholarships to Stanford University. Now, he is living his childhood dream of being a leader in media and entertainment.
“I’ve always had this feeling of being the new kid and being outside, and I think there’s something actualizing about the power of being able to have your voice heard, even if it’s not being heard in your day-to-day life. You feel like if you’re making media content, you can be heard by the world. So I think that’s what drew me to it.”
The beneficiary of an 1980s minority-focused internship program at the San Francisco Chronicle Foundation, Michael, like myself, took advantage of internship opportunities designed to address diverse pipeline issues. I benefited from a program at Viacom that still exists, which recruits and trains underrepresented media talent. Throughout our conversation, Michael offers insights from his four decades of navigating the media industry, from an intern to founding the Cooking Channel to the CMO of NPR — as a Black man.
His story is inspiring to anyone who is interested in a career path, but lacks the immediate familial access to knowledge and mentorship in that industry. His combination of hard work, curiosity, creativity and agency provides a blueprint any individual can follow to manifest their professional dreams.
Here are a few highlights from our conversation, curated to help any individual or organization seeking to adapt to societal change and create a safe space for employees of all backgrounds, orientations, races, and beliefs.
This is NPR’s “number one priority. To really diversify our audience to better reflect and serve America. We’ve always been about making a more informed, and more culturally enriched population through our content, but we haven’t always done it. Our commitment right now is to very much reflect all of America, and put the public back into National Public Radio.”
“It’s really one big thing, which is just believing in the strategy to serve a more diverse America. You need to have a team of people whose life experience is more in line with the customers and service users that you’re serving.”
“If you think about when a brand like NPR started in the 1970s, the country was about 80-85% white. If you think about who the listeners were, most of whom were in colleges, who were in corporations, and all kinds of institutions, it was 80-90% white. We’re at a time now where it’s really changed. For the first time in some states like California, the majority of kids who are in elementary school are of color.”
Act:
Change or risk extinction. It appears NPR sees something that many organizations are failing to prioritize. If you cannot relate to your audience, then you will eventually lose them. Our nation has become more diverse and our nation’s media (and other organizations) need to adapt to meet their audiences’ expectations and sensibilities. Once you identify the core business case for diversity, it unlocks the license to infuse DE+I goals intrinsically into your business strategy, goals, and roadmap.
2. Get educated on the headwinds BIPOC employees face
Listen and learn:
“I know from my own career, when I got out of college and business school and was working on Madison Avenue back in the ’80s at Young & Rubicam, a popular and famous agency. There were only two African-Americans, me and one other gentleman, in the entire company – account management – and they had, I think, about 800 different people in account management.”
“One of the things that I had noticed when I was younger is that a lot of senior executives in media: If you looked at their family backgrounds, their fathers were also in media. Or they had brothers or cousins, or there were the people around the dinner table when they were 12 or 14. Their dad was reading The Wall Street Journal and talking about what was going on at work. They just had certain insights that people, especially BIPOC people, we just didn’t have.”
“In terms of discrimination, I think that the biggest thing that I’ve faced, and I think a lot of people of color have faced, is being underestimated, undervalued and marginalized in terms of what people think your potential could be.”
Act:
In today’s job market, if you wish to foster safety and retain high potential BIPOC employees, it is unwise to ignore the effects of race and privilege. Creating lasting inclusivity requires the hard work of building trust and connection for team members to explore privilege and bias. Peer to peer storytelling can be effective when appropriately moderated and as bonds of trust in organizations are strengthened. Ongoing people-manager training, community gathering, and proactive mentorship programs can help to close the trust gap, and reduce missed opportunities between employers and underrepresented talent.
3. Make long term investments in BIPOC pipeline
Listen and learn:
“When you think about diversity and inclusion across U.S. companies, there are two things going on, and they’re both related to this question of the pipeline. One is getting more people into the pipeline. Two is once they’re in the pipeline, making sure that they actually make it through and thrive.”
“You see, what C-Suite leaders need to do to really make diversity a reality is, first get true buy-in to why this matters. Not just the moral reason behind it, but the business imperative. Because your audience is changing and you’re gonna become a dinosaur if you don’t reflect the people you’re serving outside of your company. You gotta get buy-in at first, and then understand the nuances of the situation. It’s a combination of bringing people into your organization, but more importantly, what do you do once they’re in the organization.”
“I give a lot of credit to, as we talk about diversity, to the San Francisco Chronicle Foundation, which is a newspaper foundation that had created a minority internship program back in the 80s. The idea was to help kids of color get exposure to the business. If it wasn’t for that, I don’t think I would have gotten my foot in the door at the TV station that they owned. And then that led to other internships that I got in the industry and started my career.”
Act:
Content is king and content companies are the king makers. In the cases of media and advertising, as the cost of creating content falls and new platforms for brands and storytellers emerge, the competition for all talent is increasing. In order to create long term demographic shifts, investments need to be made that recruit and support the retention of candidates over an extended period. If you aren’t investing in BIPOC talent, stand back as players from all sectors win the love of the talent and audiences that you covet.
4. Measure the impact of investment in DE+I
Listen and learn:
“We measure our social impact on how many people we reach with our content, and how much of a change we make in our society through that content. When we look at NPR historically: We had about 80% white audience, 20% diverse audience, and that was similar to the country. But if you look at us today, our radio audience is still about 80-20, and the country has changed to digital. So we realize that we’ve gotten out of sync with America, and so we’ve been re-doubling our efforts to make the network younger and more diverse.”
“We’ve had great success in podcasting, because that’s the platform that younger people really resonate with. It’s on demand. They listen on their smartphones. We found that our podcast content, whether it’s shows like How I Built This or Planet Money or Code Switch, or It’s Been a Minute, those shows actually have about a 40% to 45% people of color audience.”
“So we see the path forward. Which is to make content and put it on the platforms where younger people are. We have another series on YouTube, which is another place where young people love to go. It’s called Tiny Desk Concerts, and it’s basically live concerts featuring a wide variety of diverse artists. And that series is bringing in young and very diverse people into the NPR fold. So we just feel like it’s about those series.”
Act:
Numbers don’t lie, unless you want them to. For NPR, by focusing on goals of attracting a younger and more diverse audience, they were able to implement strategies that are yielding the processes and connections necessary to produce the content that appeals to their desired audience. Whether your business goal is to appeal to more consumers, employees, clients or potential partnerships, identifying the business imperative for diversity, equity and inclusion and measuring it clearly, is the most effective tactic of assuring your moral goals remain linked to your business health regardless of leadership or cultural changes.
Watch or listen to highlights of Michael Tennant’s conversation with Michael Smith
About the author
Michael Tennant is a founder, writer, and movement-builder dedicated to spreading tools of empathy and helping people find their purpose. Before founding Curiosity Lab, Tennant spent 15-years becoming a media, advertising, and nonprofit executive, and delivering award-winning marketing strategies for companies like MTV, VICE, P&G, Coca-Cola, sweetgreen, and Oatly.
Tennant founded Curiosity Lab in 2017 and created the conversation card game Actually Curious. Actually Curious became a viral sensation in 2020 during Covid-19 and the rise of the racial justice movement for helping people build meaningful connections and to tackle the important topics facing our world.
He has channeled his business success and momentum into a sustained movement supporting BIPOC and other underrepresented communities through speaking, writing, leadership, mentorship, consulting, partnerships, and talent-pipeline programs.
/ An inside look at the business of digital content
Archive
