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Monday, April 30, 2007

Congratulations are in order.

When I first met Steve Johnstone, I couldn’t help but notice some of the very interesting photographs on his office wall. One showed some Brewers answering questions in the locker room after a game and if you looked hard enough, there was a young Steve Johnstone looking on.

And over there a picture of Jimmy Carter and with him – Steve Johnstone.

And over there was a wall full of Kentucky Derby photos – pictures of the winners’ circle and in all of them, a smiling Steve Johnstone.
Wait a minute. I didn’t know Steve owned horses. And that they all won the Kentucky Derby!

Little did I know that standing there in Steve’s office, I was standing in the shadow of greatness. No, Steve wasn’t a horse owner (who would be dumb enough to do that?).

Steve was a party crasher.

A four-star, big-time, your-face-goes-in-the-guest-photo-here uninvited interloper, able to appear and disappear at will. Never caught, never shown the door. And never having paid an entry fee. (Here he is pictured at the Blue Horse holiday party -- which he was invited to. He's second from the left.)

Steve was obviously a man of wit, charm and looks. And these talents serve him well in his current above-board occupation, that of Executive Vice President and Director of Public Relations here at Blue Horse. His job is to get his clients up front and he does an even better job with them than he has done with himself.

In fact, Steve’s done so well, there’s now a party being held that he won’t have to crash. Because he’s the guest of honor.

Steve has been named recipient of the 2007 Dorothy Thomas Black Award, sponsored by the Public Relations Society of America – Southeastern Wisconsin Chapter. This wonderful award will be presented during PRSA’s Paragon Awards dinner on May 17th.

The Dorothy Thomas Black Memorial Award is given to an individual who has demonstrated sustained superior performance in creating public relations understanding of issues through sound application of public relations.

In a career that spans more than 38 years, Steve has fostered exceptional PR practices on behalf of a wide variety of businesses, ranging from modest start-ups to the world’s largest corporations. He holds an APR from the Public Relations Society of America. He’s a member of the counselors Academy and has been a delegate to several national PRSA conventions. What’s more, Steve has been a founding member of the SE Wisconsin Cultural Diversity Committee, a program organized to help promote public relations careers for minorities.

Today, Steve serves as a director of the Black Public Relations Society of America’s local chapter. A fellow director, Jacqueline Crymes, said this about Steve: “…Steve has been quietly leading a diversity initiative for public relations as long as I have known him. He is genuine in his desire and concern to help young (and not so young) multi-cultural prospects pursue a career in public relations. The richness of talent our local public relations community enjoys today was made possible in part by leaders such as Steve.”

Kathy Gaillard of Mosaic Communications, Inc. puts it this way: “With Steve, diversity within the industry is not an afterthought; it’s good business and makes good business sense. I believe that Steve has undoubtedly had the most influence on the increased number of individuals of color who working within the PR industry in Milwaukee.”

Steve is much loved by his clients. He is also much loved here at Blue Horse. And not just for his snappy ties. For who he is, what he’s done and what he continues to do. We’re very proud of him and happy for him. He is smart, savvy, genuine and works his tail off.

And while it may sound strange for a party-crasher, he’s one of the most ethical people you’ll ever meet.

So please join us in offering him congratulations. Oh, and ask to see his latest Derby picture – the one from Sports Illustrated no less. Steve, being the mentor that he is, showed his niece how to crash the winner’s circle. That’s her just off to the left in her beautiful Derby bonnet.

Wednesday, April 11, 2007

So, how many minority employees are at your company?

If you’re in the ad industry, not enough. In New York, certainly not enough to avoid legal action.

Not that there haven’t been attempts. I can recall many years ago in Chicago when efforts were made to include minority-owned companies when bidding commercial shoots. The reluctance to hire such companies always came under the guise of “I’m all for it, but not on my job.” That was because every job was the one job that no one could afford to do less than his or her best on. So anything risky was unacceptable.

At least that was the party line.

Somewhere along the way however, the bigger risk began to be producing work that didn’t work with minorities. Customers began to take ownership of brands. And customers weren’t the same white, upper-middle class types who historically populated ad agencies.

So, it’s no surprise to see the pressure build (See Alfred Lawson’s principles of Pressure and Suction – they pretty much explain the universe).

Now one would think that given the need for minority talent and experience, agencies would throw the doors open. And some have. But many who have done so have witnessed a puzzling response.

Not too many minority employees are strolling through the open door. (That includes the door to the PR shop, too. Check out Tannette Johnson-Elie's column in the April 4, 2007 Milwaukee Journal Sentinel http://www.jsonline.com/story/index.aspx?id=586268

Yes, there are more Black and Hispanic radio stations, more publications, and more minority agencies. But attracting minorities to mainline agencies remains problematic. And while much of the blame falls on those who might not want to share the wealth (see New York, but also see right here), a great deal of the non-response comes from minorities themselves.

Last year, we visited with a dean at a local university to discuss minority talent recruitment. Surprisingly, we heard that even the university itself was having problems recruiting minorities into the journalism and marketing programs. “If you find a way to get the ‘help wanted’ message out," said the perplexed dean, “please let me know what it is.”

We knew that in advertising, as in journalism, changing economics (read “profit squeeze”) have left fewer dollars to spend on bench strength. Budgets for interns and learning programs have dropped. Clients don’t want to pay for “unnecessary” personnel. So, ironically, in the face of a greater need, there’s a smaller spend.

This, in turn, contributes to minorities not being able to see any role models in our industry. They simply don’t know that there are careers to be made and jobs to be had.
They see it in sports, sure. They see it in entertainment. But unless it’s demonstrated, shown and exhibited, how are they to know?

Clearly, this is a circle that needs to be broken. And there are people trying.

Case in point: Here in Milwaukee, Strive Media Institute is currently raising funds to build a new high school. Strive offers high school students the preparation needed to excel in media-based careers. After their high school day is over, Strive students come to “work” as editors, writers, producers and designers in print, video and broadcast. For more than 17 years, Strive has done an outstanding job in teaching and showing young people what our business is all about. It offers guidance and training before college - and that goes a long way toward enabling minorities and marketing to meet at the pass.

Or more specifically, at a job.

If you’d like to know more about Strive Media and hopefully help in their capital campaign to launch a high school focused on Communication Arts, contact Matthew Johnson, Executive Director at (414) 374-3511, or Strive’s Board President Susie Falk, a VP here at Blue Horse (414) 291-7620. Or visit Strive’s website at http://www.strivemedia.com/

And if you have even more ideas, let’s hear ‘em.