Dubai’s new volunteering law – the basics and what it means for you

Volunteering in the UAE has become more common, but it’s not clear what impact the law will have on volunteer numbers (image: Time Out Abu Dhabi)

Last month Dubai introduced for the first time legislation covering volunteering in the Emirate. The new law, which was passed a week ago, will impact both the public and organizations who want to donate their time and skills for free to local charities.

I’ll share information on the new law below from Gulf News, as well as analysis on the law at the bottom. As the law is now in effect, if you want the most up to date advice you will need to reach out to Dubai’s Community Development Authority (CDA) which is charged with its implementation.

Competencies 

The law grants the CDA a number of specialisations and jurisdictions regarding voluntary work, which include drawing up plans and public policies for voluntary work in Dubai and supervising their implementation, as well as encouraging public and private bodies and enterprises to launch voluntary work initiatives in Dubai.

The authority will also be responsible for approving the template for voluntary work agreements in coordination with bodies accepting volunteers, in addition to setting up a database to register volunteers in the emirate. (my emphasis here)

Analysis – All volunteering must be part of a wider agreement, and all volunteers must be logged into a database by the CDA.

Specialised volunteer work 

The law specifies that certain qualifications, expertise and conditions are required when it comes to specialised volunteer work, and specialised volunteers will need to have a license and the necessary permits from relevant bodies.

The CDA will issue licenses for specialised volunteer work when it ascertains that all conditions listed in this law have been met.

Analysis: If you’re a specialist (say a lawyer, or an accountant) then you’ll need to get permissions from the CDA (and other bodies) before volunteering. It’s not clear what other bodies the law is referring to here.

Volunteering teams 

Volunteers can set up teams, according to the law, on the condition that the team is registered in the official CDA database, and the nature of these teams, as well as terms and conditions that they should meet, will be set through a resolution issued by CDA’s Director-General.

Volunteers or volunteer teams are not allowed to collect donations or announce that donation will be collected until they have notified the CDA and have received the approval of concerned bodies.

As per the law, specific hours can be allocated during the official working hours of public and private employees in Dubai to participate in various volunteering activities, as long as it does not infringe on their vocational rights. The employers of the volunteering employees will have to coordinate with the bodies who are accepting the voluntary work prior to nominating any of its employees for carrying out institutional voluntary work. The public and private bodies will bear the responsibility for any consequences resulting from the voluntary work of the volunteers.

Analysis: If you’re a corporate or public sector body and you have a team donating their time, the full details will need to be logged by the CDA. No donation-collecting will be allowed (that’s already in practice at the moment). Plus, it looks as if the CDA is requesting corporates for employee volunteering to only happen during office hours. Any work done will be the responsibility of the organization which the volunteer employees work for.

Obligations of bodies accepting volunteers 

The law obliges government and private entities, including civil establishments licensed to work in Dubai, to set their voluntary standards and regulations and provide the Community Development Authority with these standards and controls, as well as to identify categories of volunteers and the nature of the work that each category can perform provided that the volunteer work shall be compatible with the volunteer’s qualifications and intellectual and physical abilities. 

The entities shall be obliged with training volunteers to carry out the tasks entrusted to them and helping them to highlight and foster their talents and ensure that their abilities are used properly.

The entities obligations include recording the volunteers’ data, the nature of voluntary work entrusted to them and the number of hours they volunteered in the database approved by the Community Development Authority, providing volunteers with necessary equipment, tools and information, and with insurance against injuries, infections and civil liability for harming others. 

Entities accepting volunteers shall be thereby responsible for all voluntary work expenses, including that of for the treatment of volunteers of any damage sustained while performing volunteer work, provided that such damage is caused due to the fault of the bodies in which they are volunteering with.

The entities obligations also include ensuring the safety of volunteers and beneficiaries of voluntary work against any damage that they may suffer from in the course of doing voluntary work, developing a preventive and safety system in coordination with the competent authorities, not to assign volunteer with more than (420) voluntary hours within one year, overseeing volunteers to verify that they are doing voluntary work as required, awarding the volunteers appreciation certificates once they complete the voluntary work perfectly.

Analysis: This seems to set out the need for all those entities involved in volunteering to have minimum written standards on the type of volunteering they’re offering/engaged in, who volunteers and whether the two are suited to each other. All volunteering needs to be logged and that information provided to the CDA. Charities will be liable for ensuring that volunteers are treated well (would this require insurance, I wonder?).

Voluntary work agreement

According to the law, the bodies accepting volunteers may seek help from volunteers as per the voluntary work agreement prepared by the CDA. The agreement shall contain all details regulating the relationship between the volunteer and the body they are volunteering in.

The law stipulates that the volunteers must not be less than 18 years old, otherwise, they need to get the approval of their guardians. Volunteers must be of good conduct and physically capable of undertaking voluntary work.

Analysis: The CDA will begin issuing voluntary work agreements to codify and professionalize volunteering. Volunteers will need to have clean records in order to be able to volunteer.

Rights and duties of volunteers 

The law stipulates that volunteers must abide by the voluntary work agreement and complete the voluntary work perfectly within the pre-determined time. Volunteers must respect the principles, goals and regulations of voluntary work set by bodies accepting volunteers. They also must respect the confidential information that they come across while carrying out voluntary work.

Volunteers must commit to the limits of the voluntary work, its goal and not to delve into the affairs of the bodies they are volunteering in. They must maintain the equipment and devices that they are given for voluntary work and to give it back to the bodies once the voluntary work is done.

Analysis: I’m not sure if any is needed here!

In conclusion, the law seeks to codify, measure and professionalize volunteering. However, there’s lots of questions still to be asked. How complex will volunteering become, and what other legislation or activities will the Government of Dubai undertake to promote volunteering. As the law has now been published, it’s already in effect. Charities, individuals and organizations involved in volunteering will have six months to ensure their full compliance.

You can download the full law here (in Arabic) – Dubai volunteering law

The Global Capability Framework and how it will raise awareness of our roles as communicators among our HR colleagues

The World Public Relations Forum took place last month in Oslo. The event, probably the world’s biggest gathering of international PR professionals, included an announcement by the University of Huddersfield and the Global Alliance on the launch of the Global Capability Framework (GCF).

I’m more than just excited about the GCF. This project, which took two years to complete, defines the capabilities of PR professionals globally (there are country frameworks too for Argentina, Australia, Canada, Singapore, South Africa, Spain, Sweden, United Kingdom and United States). It’s a design that we can all use to better career plan, manage our teams and their development, recruit for the right skills and develop curricula that will help those practicing PR.

The 11 key capabilities identified by the GCF are of universal value to everyone in the profession (image source: Huddersfield Business School)

What’s more exciting is how the team behind the GCF are bringing this framework to life. They’re working with a team of software engineers to create a tool that’ll enable us to assess both individual and collective capabilities and set developmental goals. A sample visual is below.

I’ll admit that a shot of how the tool works doesn’t do it justice. I’ve seen the tool in action, and the possibilities it provides in terms of not only mapping skills and future development, but also transforming development goals into a training plan are inspiring.

What the Global Capability Framework and the tool also provide is an ability to engage with and educate our friends in HR what communications is. To paraphrase Dr Anne Gregory, Professor of Corporate Communication at the University of Huddersfield and director of the project, we have a capability framework that can be applied globally; reflects cultural and regional variations in public relations as a profession; and is forward looking in its approach which can be used by both global academic and practitioner communities.

What this means is that for the first time, our colleagues in HR have a resource that maps out everything they need to hire communicators, to train communicators, and to develop them over the long term. They also have a tool which will measure progress.

Why does this matter? I’ve often found that the functions we work with, such as Human Resources, don’t know what we do well enough. And yet they’re defining our function for us, they’re writing our job descriptions, they’re involved in hiring, and they’re measuring our success. We’re now talking their language, with a framework which has been developed both both academics and practitioners. The GCF will also help to standardize teaching for future generations of PR professionals.

It’s always been a tragic irony that the world’s community of communicators have struggled to explain exactly what they do and how they do it to their colleagues, particularly in HR and also in management. We now have the means to educate the people we work alongside in Human Resources. Our next challenge is how to educate those above us on our contributions to the organizations we work for.

Thank you to Professor Anne Gregory, Dr Johanna Fawkes, Dr Elizabeth Montoya-Martinez and Dr Royce Turner at the University of Huddersfield in the UK, to Argentina’s Professor Gabriel Sadi, Australia’s Dr Marianne Sison and Dr Katharina Wolf, Canada’s Dr Amy Thurlow and Dr Alex Sevigny, Singapore’s Professor Gregor Half, Spain’s Professor Elena Gutierrez-Garcia, South Africa’s Professor Ronel Rensburg, Sweden’s Professor Jesper Falkheimer and America’s Professor Katerina Tsetsura for all the work and time you’ve put into this. I believe the impact that this work will have on the industry is immense. I’m looking forward to using the GCF tool and helping others better understand what we do.

For more information on the GCF, you can download the complete capability framework and individual frameworks from the University of Huddersfield here.

Creatives, PR and Media – Where are the Gulf’s Faces to Watch?

There’s many young faces to watch in the Gulf’s creative, public relations and media industries, but if you’re looking for Gulf nationals on the agency side you’ll be sorely disappointed. The industry must find ways to solve this issue of diversity and inclusion.

I’ve enjoyed reading about the future of the region’s marcomms sector over the past couple of weeks in Campaign Middle East. The publication has listed the ‘ones to watch’ in the creative, public relations and media sectors. The people featured are an impressive bunch, and just reading about their abilities, potential and experiences at such a young age (they’re all 30 or under) is inspiring.

I was struck, however, by one detail. I didn’t see anyone I recognized as a Gulf national. There was so much talent from countries such as Egypt and Lebanon, but no one from Saudi or the UAE.

For anyone based over here, it’s probably not a surprise that there’s not enough diversity and inclusion in the marcomms industry/function, especially on the Agency side (this listing was Agency-focused). While there are Gulf nationals working agency-side, especially in Bahrain and Saudi, there’s certainly not enough.

How Can We Attract More Nationals?

The marcomms industry isn’t alone in struggling to attract enough young national talent – only one percent of the Emirati labor force is employed in the private sector, compared to 60 percent in government. But the landscape across the Gulf has shifted in a number of countries. Governments in Bahrain, Oman and Saudi Arabia are heavily promoting the idea of nationals applying to the private sector. More nationals are also eager to try new fields, particularly in the creative space. Here’s my suggestions on what each party must do to change perceptions and encourage diversity and inclusion.

The Industry and National Misconceptions

Let’s begin with the agencies and private sector firms who hire (the client side). We’ve got to break down the misconceptions and stereotypes around nationals, focusing on two key points. First, there’s the issue of work ethic; for far too long, there’s been a view that Gulf nationals don’t want to and won’t work the longer hours that the private sector asks of them (governments traditionally worked from 7 or 8am to early afternoon). Second, there’s compensation; Gulf nationals have often earned more working for the public sector.

I’m not going to be naive and pretend that these issues don’t exist. In Kuwait, Qatar and the UAE there’s a high differential between private and public sector pay for nationals, as well as additional benefits such as longer vacations.

However, we’ve already seen a shift in Bahrain, Oman and Saudi, where it’s common to find a national working in marketing or comms on the client side. To their credit, some agencies such as Gulf Hill and Knowlton have always looked to hire local in these markets (they had a large roster of Saudis some years back, and they’ve also hired a number of Bahrainis). In these markets governments are both telling their nationals to look towards the private sector and reducing the compensation differential.

For many in the private sector, they’ve not even put in the effort to test if the old stereotypes are true. There’s nowhere near enough engagement with universities across the region, not enough internships for nationals, and little in the way of mentoring. These are low-cost activities, which both agencies and clients should be undertaking. At the very least, they need to look for local talent, so they can benefit from insights that only nationals can bring to the table.

Governments and Talent Development

The private sector is only one half of the challenge. The other is governments.  Understandably, the region has long sought to develop its own talent. The number of nationals working in the marcomms function has risen rapidly, at least on the government side. It’s understandable that many nationals, particularly in Qatar and the UAE, would want to work in the public sector – pay in these two countries is, generally speaking, much higher. Plus, there’s a preference for locals, meaning there’s less competition for positions.This has become a double-edged sword. There’s more marketing and communications jobs in government, pay is better, and there’s less competition for these roles. What this has led to is young nationals being advanced into senior roles, often when they’re not yet ready or experienced enough.

If governments are serious about developing local talent, they’ve got to change this approach to public sector hiring and instead focus on long-term development, in partnership with private sector firms. This could include funded internships, either at home or abroad, as well as engagement with industry associations such as the IABC to promote certifications and long-term career mapping (I’ll share more about this soon). What’s clear is that national communicators who have worked only in one sector are missing out on all the potential learnings and development the other can offer, including the ability to work with and learn from other nationalities and culture (diversity and inclusion is also an issue on the government side).

Advice for Young Gulf Nationals

My advice for any young Gulf national is simple. Go and explore the private sector, understand the training and development it can offer you, and ensure you’ve tried every single option before you go into the public sector. If you’re after a challenge and you’re passionate about what you do, the money and position will follow. But if you want to be the very best you can be, and learn from a wider group of people from around the world, then moving into the private sector will be the best thing that you can do.

Likewise, we need you. We need the industry to be more diverse and inclusive (this equally applies to the public sector, where there aren’t enough expats working today), we need your insights and knowledge, and we need your understanding of the local culture, behavioral psychology, and awareness of how the Gulf’s local communities are changing. Today, we don’t have enough of this on the agency or client side. And it’s our loss. This scenario needs to change.

If you want to talk more, message me. I’m always giving my time to universities, to talk about the profession and help you understand your options. I’m happy to answer any question you may have, and point you in the right direction.

Shock and Awe: What is happening to the Gulf’s Media?

The Gulf is known for many things, but a controversial media isn’t one of them. The region’s media are known for not causing a stir, and for generally towing the line. There are exceptions – some local, Arabic-language radio stations in the Gulf host phone-in shows. One of them didn’t go so well. Here’s the story from The National newspaper.

It was a call for help from a man who couldn’t afford to provide for his family that was cruelly batted down by a prominent radio host.

But in the 24-hours that followed, Ali Al Mazrouei witnessed a justice of sorts when the radio jockey was suspended and his plight was heard in person by the leaders of the country.

The 56-year-old, a father of nine, spoke of his struggle to get by on a relatively low salary and a large family.

When he phoned Ajman Radio’s morning talk show Al Rabia Wal Nas on Thursday, he tried to highlight what rising living costs meant for families like his.

“The expensive prices are a big problem; everything is too expensive, including fuel, and the income is low,” he said.

“We want to provide for our children but we can’t buy anything; when one cannot make his children happy what is the point of living?”

When he spoke of inflation and the cost of basic goods, the show’s co-host Yaqoub Al Awadhi interrupted him to say there “there are retired people whose salaries are Dh10,000 and even used to be Dh7,000″ before the government raised payments.

The anchor went on to suggest that someone who could not live on that amount must have poor skills in managing finances and does not appreciate what he has.

Mr Al Mazrouei responded to say he does not spend money on anything other than his basic needs…

“We want to do good, when we see someone like us, we pray for him and we try to help when we find someone poor like us,” he said.

The radio host replied: “Don’t give anyone anything, just hold your tongue.”

“I don’t accept that you defame my country and say the people are all suffering.

“The salary you receive is from where? Where do you feed your children from? This all doesn’t deserve gratitude?”.

Mr Al Mazrouei responded that “I am an original national of this country, I am a Mazrouei,” as the host started to mumble, “where did you appear in front of me now from?” an expression in Arabic indicating an unpleasant encounter with someone.

The ill-tempered exchange continued for some time.

When news of the argument reached Sheikh Ammar bin Humaid Al Nuaimi, Crown Prince of Ajman, he ordered the suspension of host Yaqoub Al Awadhi.

On Tuesday, Mr Al Mazrouei was received by the Crown Prince and the Ruler of Ajman, Sheikh Humaid bin Rashid Al Nuaimi, while Sheikh Mohammed bin Rashid, Vice President and Ruler of Dubai, ordered that his situation be looked at immediately and his family helped.

Speaking to The National, the father-of-nine said: “This was the first time that I decided to raise this issue, because life was starting to close its doors in our faces. Instead of just worrying in vain every day I decided to take a proactive step.”

He said he does not want the host to lose his job.

“He jumped from topic to topic [when attacking me], it was so strange, but I say, may Allah guide him.

The second incident comes from Saudi, where a presenter on Bidaya TV told one of his guests live on air that his father had died (the video is below). The reaction was universal condemnation online, with a campaign that criticized the station for manipulating emotions for ratings. BBC Arabic has a full report on the story (it’s in Arabic, of course). A number of the station’s employees were suspended.

There’s been a great deal of change in the Gulf’s media over the past year. Is this an example of the change in sentiment which readers may feel on political issues seeping into other parts of the media? I’m not sure. But it cannot be coincidence for two events to happen in such a short space of time in a region which rarely sees such incidents.

As always, I welcome your thoughts.

Why I decided to #deletefacebook and why you need to think twice too

I’ve had enough of being the product for an unethical company. Hence I have decided to #deletefacebook (image source: http://www.beebom.com)

Like many of you, I’ve been reading the unraveling story of how Cambridge Analytica harvested and manipulated the data of 50 million Facebook users to build a system to predict and influence choices during the US Election in 2016. If you haven’t read about this yet, please watch the video below from the Guardian and The Observer media teams led by the remarkable Carole Cadwalladr.

This story is so remarkable that it seems more at home in Hollywood than in reality. But it is important to us all. Over 2.2 billion people use Facebook; that’s just under a third of the world’s population.

We are the Product

I’m not naive, I understand the trade-off when using any social site. To quote media theorist and writer Douglas Rushkoff, companies like Facebook sell us and our data to advertisers: “Ask yourself who is paying for Facebook. Usually the people who are paying are the customers. Advertisers are the ones who are paying. If you don’t know who the customer of the product you are using is, you don’t know what the product is for. We are not the customers of Facebook, we are the product. Facebook is selling us to advertisers.”

I’ve always been ok with that, and it was a trade-off that I’ve been willing to make. But the reporting around Cambridge Analytica and Facebook’s inaction concern me. As far as I’m concerned, Cambridge Analytica basically stole, with Facebook’s consent, 50 million user profiles. Facebook’s system gave Cambridge Analytica the ability to take from the 320,000 people or so who used it all of their friend contacts on the site. The 49 million people whose data was taken and then misused had no idea about what was happening and how their information was used to manipulate American voters in 2016. And I assume most of them still have no idea, because Facebook didn’t tell them.

Does Facebook care about us?

I have no intention of being manipulated online by firms like Cambridge Analytica, and I don’t want them to access data without my permission to reach my friends and family. Unfortunately, the best way for me to ensure this doesn’t happen is to not be on Facebook. I know many people who work at the firm, and they’re good individuals. But there’s something wrong at the top of the organization. Facebook knew about the Cambridge Analytica issue as far back as 2015. It took them three years to go public on this. Why?

 

Mark Zuckerberg may talk about connecting the world, but let’s be honest here. Facebook is a business, not an altruistic charity. It cares about revenues. And, sadly, that is leading Facebook’s leadership down a dark path with no care about me or my rights as a user. To quote the firm’s privacy policy on its collection of data, “We receive data whenever you visit a game, application, or website that uses Facebook Platform or visit a site with a Facebook feature … sometimes through cookies.”

What does Facebook care about more? Is it revenues or users? To me, the answer is obvious.

Facebook’s Lack of Ethical Leadership

Balancing what is profitable with what is right has never been easy, especially for publicly-listed companies. The expectation is that revenues will grow, quarter over quarter. While Facebook’s revenues may have grown, I’ve yet to see any ethical leadership from the company on pretty much anything. Facebook staggers from scandal to scandal. Take for example the story about how advertisers could target audiences by ethnicity, leading to the revelation that a brand could focus on users interested in antisemitic topics. Facebook’s leadership promised action, and little was taken.

And then there’s the story of how fake news producers have manipulated the site, most extensively during the US Presidential elections. What was Zuckerberg’s response (which has since come back to haunt Facebook)?

“Personally I think the idea that fake news on Facebook, which is a very small amount of the content, influenced the election in any way — I think is a pretty crazy idea. Voters make decisions based on their lived experience.”

The behavioral pattern hasn’t changed with Cambridge Analytica. Facebook’s executives remained silent for a week. Zuckerberg pledged that 2018 would be the year that he “fixed Facebook.” Maybe a more pertinent suggestion would be for him to finally admit that he’s out of his depth and that he hands over to a leader who can balance both ethics and business.

 

I’m no longer the Product

There are other reasons why I don’t love Facebook like I used to. It’s impact on the media industry, a profession that I started out in at the beginning of my career, has been disastrous. For all the above, I’ve decided that enough is enough. I don’t want to be the product any more. What I do want to do is share a message with Facebook that the company has to change. And as I’m the product, it won’t be able to sell my data, including all my likes and my posts, to advertisers. I’m still thinking over what this means for my presence on other sites such as Twitter and Instagram (which is owned by Facebook). But my taking a stand with others who have stepped away from the site, I hope that we’ll force the company to change for the better. There needs to be respect  and protection for us as users, which the company’s leadership has never shown through its actions. I’ve taken the decision to #deletefacebook. Maybe you should too.

Competing Media Motivations in the UAE’s Press (and what this means for communicators)

Communicators need to understand the competing agendas in the UAE’s press scene (image source: freepress.net)

I was once told, “to really understand a thing, you must know the reason for its purpose.” I don’t usually begin my posts so philosophically, but this quote seemed a fitting place to start when writing about the media in the United Arab Emirates.

An event caught my eye last month. The UAE’s National Media Council held a one day seminar, primarily for Emirati media professionals and communicators in the government sector. The event was entitled “The Future of Emirati Media”, and the below tweet from the National Media Council’s Chairman summarized a distinctly national view of the UAE media.

I’ve paraphrased below the key points from the above Arabic-language tweets and other material shared on the day:

  1. Work through the media to promote the national agenda.
  2. The media has a shared responsibility to work alongside state institutions and those present on social media to develop the sector.
  3. The media will contribute to the strengthening of the State’s leadership of the regional and global information sector.

The Foreign Perspective

In much of the West and East, the media is called the “fourth estate”, a group that is independent from government and which wields influence over society. Media seeks to report on issues of interest to its stakeholders (readers as well as owners), and will hold individuals, organizations and governments to account.

Essentially, the media has a number of roles, including to inform and by extension educate citizens on issues of importance, to act as a platform for different viewpoints and societal groups to share their own viewpoints and narratives, and to hold those in power to account.

In a country like the UAE, much of the English-language media consists of foreigners who have worked in other countries. Their view-point on what constitutes the media is often different to the national perspective.

What this means for Communicators

It goes without saying that for those working in communications, understanding both perspectives is vital for us to be able to engage effectively with different stakeholders. Media which are aligned with the first viewpoint are focused on the national perspective, especially as it relates to development and leadership. The media which is aligned to the second perspective is focused on sharing news that seeks to inform without the national development frame of reference.

These two viewpoints are also influencing where people work; many UAE nationals will explain that they’ve chosen to work in government communications as they believe it’s part of their contribution to the country’s development. Many foreigners in the media, particularly foreign outlets based in the UAE, will argue that sharing an independent perspective is important to truly understand what is happening in the country (and the wider region).

As always, context is key. Communicators and media need to understand each other’s motivations if we are to be in a position to engage and inform. Communicators and media need to understand these two basic perspectives and what it means for our work, be it talking within a national framework or sharing unique insights that are set within a governmental context. What’s essential here is that communicators appreciate both motivations, and they’re able to adapt as necessary to be able to interact with both media groups (and their respective audiences).

As always, I love to hear your inputs. Please do share!

Breaking Taboos – the issue of Sexual Discrimination in the Middle East’s Marcomms Industry

The #MeToo movement has rarely been discussed in the Middle East. It’s time we start talking seriously about sexual harassment in the region, especially in the marcomms industry (image source: http://www.alaraby.co.uk)

For all the impact that the online social movement #MeToo has brought to much of the world, there’s been little public talk of the challenges that women in the Middle East face when it comes to sexual discrimination. That changed this month, when ArabAd’s Iain Akerman published a piece detailing a recent case of allegations of sexual harassment at one global agency in the UAE.

The article is a must-read for all of us who work in marketing and communications (I was dismayed by a point of view shared by Ricarda Ruecker, vice-president of leadership and organisation development at MCN, that women could be to blame for any harassment they suffer due to their dress or behavior).

I want to applaud Iain and ArabAd for taking on this issue. The allegations are well known in Dubai, but they haven’t been published till now due to the nature of local defamation laws and the understandable reluctance of those women involved to talk about their ordeal publicly. Iain and ArabAd have taken a risk in publishing this piece.

Sadly, there’s so little straight talk on what women here have to deal with in the workplace. There’s lots of PR from certain quarters about the importance placed on women’s rights in certain parts of the region. And yet, I can’t help but ask one question; how does all the talk translate into action? Are companies asked, for example, to published pay scales for their male and female staff, as is now the case in Europe. The answer is no. Do we have enough female management in the industry? My answer would be not enough. And do women in the industry feel that they’re protected from harassment? I don’t feel that they do.

Small steps are being made when it comes to gender parity in the region’s marketing and communications industry. A group that I’m part of, the Advertising Business Group, is pushing to tackle gender stereotypes in the region’s advertising space. But it’s obvious that we need to do more. I’d argue that industry associations should play a larger role in talking about the issue and affording support to female members and organizations on both listening to their concerns in the case of the former, and helping put in place zero-tolerance policies for all types of harassment.

Ultimately, each and every one of us should not only pledge to fight discrimination and harassment, but we should also support anyone who feels that they have been wronged. Nothing justifies discrimination and harassment, and it’s time we started talking more about the issue openly and honestly.