From equalising parental leave to recognising the trauma of pregnancy loss, a growing number of brands are putting policies in place that not only support employees but respect their role as parents.
The dramatic shift to remote working has opened our homes up to colleagues in ways we would never have imagined even a year ago.
From leading with empathy to giving mothers the space to adjust to life working from home, brands must support marketers returning from maternity leave during the pandemic, or risk losing talent forever.
Brands have made great strides when it comes to diversity and inclusion, but why has business – and wider culture – had such a blind spot when it comes to equalising parental leave?
If companies want to create inclusive and gender diverse workforces, the first step is extending and equalising their parental leave policies.
Former P&G, Heineken, Converse and now Philips marketer Claudia Calori believes using the creative and analytical parts of marketing is key to success, regardless of category or sector.
The Body Shop pioneered ethical beauty, but that positioning is no longer unique and its owners need to inject life into the brand to arrest its decline.
Motor retailer Halfords has introduced dynamic pricing in its services business to drive profitability by directing demand to its under-utilised autocentres.
The Competition and Markets Authority will probe the extent price promotions are only available to people who sign up for loyalty cards.
