Name: Effects of the pandemic on talent management
Uploaded: 2022-02-25T15:17:57.639Z
Description: Some organisations will lead the way in embracing their talent as a sustainable source after the pandemic, while others will be hesitant about change. Amelia Strobel discusses how to get your company on the right side of the equation based on her own experiences.

Jennifer Davies - Effects of pandemic on talent management_TRAILER_V2.mp4

Effects of pandemic on talent management.vtt

English

{{00:00:27}}
When we were starting to see that
we might be coming out of COVID, the

{{00:00:33}}
company did a really great job of
doing these mini workshops across all

{{00:00:38}}
functions around the globe to say,
what is the future of work at Mars?

{{00:00:43}}
How do you want to work within Mars?

{{00:00:46}}
And so the outcome was basically
almost, I don't wanna say unanimously,

{{00:00:51}}
but a strong desire for most
associates to do a hybrid work.

{{00:00:56}}
And so it's up to each of the
functions in each of the various

{{00:01:01}}
markets, et cetera, to determine
what does that look like?

{{00:01:05}}
So is that three days in
the office, two days out?

{{00:01:08}}
Is it one day in the office,
but everybody's in the

{{00:01:10}}
office at the same time?

{{00:01:12}}
Is it a one week?

{{00:01:13}}
We're all, in the next week we're not?

{{00:01:15}}
And again, it's really the decisions
pushed down to each team to decide

{{00:01:21}}
how they best want to do that.

{{00:01:23}}
The other thing with Mars, again,
from a mutuality perspective, with

{{00:01:26}}
diversity and inclusion, there's
been a lot of effort over the

{{00:01:30}}
last, I would say 18 months, of the
organisation to provide training.

{{00:01:38}}
We've been doing a lot with Harvard
in some of the implicit bias work.

{{00:01:43}}
Pretty much everyone in the
leadership has been trained on

{{00:01:47}}
implicit bias and what that means
and how to not necessarily look

{{00:01:52}}
at it, that's bad you have it, but
more along the lines to recognise

{{00:01:56}}
when you may have preconceived
notions of a person or ethnicity or

{{00:02:05}}
religion or whatever it might be.

{{00:02:07}}
And so that's been I think really
transformational for our company

{{00:02:11}}
to look at people as they are.

{{00:02:13}}
So I would say you've got
the implicit bias training.

{{00:02:17}}
You've got the kind of typical
diversity and inclusion things,

{{00:02:20}}
and that's not to downplay that.

{{00:02:22}}
But the company has, I think,
done a really great job at

{{00:02:25}}
bringing the emotion to it by
exposing us to lots of different

{{00:02:29}}
ethnicities, and diverse cultures.

{{00:02:34}}
Diversity and inclusion is a critical
driver of corporate success and

{{00:02:37}}
innovation, enabling brands to
communicate with all customers,

{{00:02:41}}
regardless of their demographic.

{{00:02:43}}
Businesses really need to
start prioritising D and I

{{00:02:46}}
within their market research.

{{00:02:48}}
That way customers can be
confident that their brands

{{00:02:51}}
are equally representative of
people of different ages, gender,

{{00:02:55}}
sexualities, nations, and religions.

{{00:03:00}}
So a couple of ways.

{{00:03:01}}
One is just basically the
research we do is usually

{{00:03:05}}
representative of the market in
which the research is being held.

{{00:03:10}}
So that's one way you can ensure at
least from a population perspective

{{00:03:14}}
that you're getting the right reach.

{{00:03:17}}
The other is, depending upon what
the product is or the service that

{{00:03:22}}
we're looking at, we might skew
more toward a younger demographic

{{00:03:26}}
or to an older demographic,
regardless of race or ethnicity.

{{00:03:31}}
And the third way is that from
a Mars marketing perspective

{{00:03:38}}
globally, we have been participants
of the Gina Davis Institute.

{{00:03:46}}
And so Gina Davis, the actress,
she created this Institute to look

{{00:03:49}}
at bias in media, advertising,
and other arts such as that.

{{00:03:57}}
And so over the last two or
three years, Mars marketing

{{00:04:01}}
globally has been part of that.

{{00:04:02}}
And so we've gotten feedback on
areas where we're doing really well.

{{00:04:07}}
We have strength in certain
demographics, certain ethnicities this.

{{00:04:13}}
Even goes down to from a
disabled disability perspective,

{{00:04:18}}
how are we showing up?

{{00:04:20}}
Are we showing people who are disabled?

{{00:04:22}}
Are we showing LGBTQ people?

{{00:04:25}}
Black people, Asian people,
Hispanic, et cetera?

{{00:04:29}}
And it's been a great way for us and
for our agency partners to start to

{{00:04:33}}
say, hey, if this represents the United
States or UK or Japan or whatever

{{00:04:43}}
it might be, we need to make sure
that we're truly representing the

{{00:04:48}}
different pieces of the population
within a given marketplace.

When we were starting to see that
we might be coming out of COVID, the

company did a really great job of
doing these mini workshops across all

functions around the globe to say,
what is the future of work at Mars?

And so the outcome was basically
almost, I don't wanna say unanimously,

but a strong desire for most
associates to do a hybrid work.

And so it's up to each of the
functions in each of the various

markets, et cetera, to determine
what does that look like?

So is that three days in
the office, two days out?

Is it one day in the office,
but everybody's in the

And again, it's really the decisions
pushed down to each team to decide

The other thing with Mars, again,
from a mutuality perspective, with

diversity and inclusion, there's
been a lot of effort over the

last, I would say 18 months, of the
organisation to provide training.

We've been doing a lot with Harvard
in some of the implicit bias work.

Pretty much everyone in the
leadership has been trained on

implicit bias and what that means
and how to not necessarily look

at it, that's bad you have it, but
more along the lines to recognise

when you may have preconceived
notions of a person or ethnicity or

And so that's been I think really
transformational for our company

So I would say you've got
the implicit bias training.

You've got the kind of typical
diversity and inclusion things,

But the company has, I think,
done a really great job at

bringing the emotion to it by
exposing us to lots of different

Diversity and inclusion is a critical
driver of corporate success and

innovation, enabling brands to
communicate with all customers,

Businesses really need to
start prioritising D and I

That way customers can be
confident that their brands

are equally representative of
people of different ages, gender,

One is just basically the
research we do is usually

representative of the market in
which the research is being held.

So that's one way you can ensure at
least from a population perspective

The other is, depending upon what
the product is or the service that

we're looking at, we might skew
more toward a younger demographic

or to an older demographic,
regardless of race or ethnicity.

And the third way is that from
a Mars marketing perspective

globally, we have been participants
of the Gina Davis Institute.

And so Gina Davis, the actress,
she created this Institute to look

at bias in media, advertising,
and other arts such as that.

And so over the last two or
three years, Mars marketing

And so we've gotten feedback on
areas where we're doing really well.

We have strength in certain
demographics, certain ethnicities this.

Even goes down to from a
disabled disability perspective,

Black people, Asian people,
Hispanic, et cetera?

And it's been a great way for us and
for our agency partners to start to

say, hey, if this represents the United
States or UK or Japan or whatever

it might be, we need to make sure
that we're truly representing the

different pieces of the population
within a given marketplace.

Expert Insight

Some organisations will lead the way in embracing their talent as a sustainable source after the pandemic, while others will be hesitant about change. Amelia Strobel discusses how to get your company on the right side of the equation based on her own experiences.

Market research

Innovation

Talent management

Implicit bias

Human resources

small_Strobel_Amelia_MarsPetcare.jpg

thumbnail_Strobel_Amelia_MarsPetcare.jpg

xsmall_Strobel_Amelia_MarsPetcare.jpg

Strobel_Amelia_MarsPetcare.jpg

Amelia Strobel

Global Strategic Innovation & Insights

Retaining talent was challenging during the pandemic. Strobel takes us on a tour of the talent management strategies that they use at Mars Petcare.

Talent management through pandemic

Because the population is so diverse, it's more crucial than ever in today's world to ensure that your brand's ads resonate with everyone in your client base. Mars Petcare strives to portray a more diverse and inclusive image in its marketing initiatives. Strobel discusses the benefits of their collaboration with the Geena Davis Foundation.