Volinbham Talks Marketing and Bud Light

#151
#151
StarRaider said:
we design and build water and wastewater plants for cities (NYC, SF, LA, Nash, Tampa, Fulton Co, Gwinnett Co., Seattle, DC Water, Cleveland are some of the larger cities) and industries (refineries, pharma, food production, semiconductors, data centers, etc.). Also doing some green energy plants for huge cattle farms, like 20,000 head, to convert the cow patties into natural gas that is put into the pipelines.
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Green%20house%20emissions%20from%20beef%20cattle.png
 
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#152
#152
StarRaider said:
we design and build water and wastewater plants for cities (NYC, SF, LA, Nash, Tampa, Fulton Co, Gwinnett Co., Seattle, DC Water, Cleveland are some of the larger cities) and industries (refineries, pharma, food production, semiconductors, data centers, etc.). Also doing some green energy plants for huge cattle farms, like 20,000 head, to convert the cow patties into natural gas that is put into the pipelines.
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Engineering Firm?
 
#162
#162
evillawyer said:
What I don't get is the cost/benefit here. There would be such a miniscule gain, even from a "successful" marketing campaign involving a trans person. There just aren't that many of them and they're probably not buying a cheap beer associated with middle America. Was the thinking that pro-trans rights people who are not themselves trans would be motivated to buy Bud light because they're "inclusive"? I get you don't want to appear bigoted, but I'm not sure appearing forcefully non-bigoted gets you much.
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Hence the 25% decline in sales the last 6 weeks
 
#175
#175
Carl Pickens said:
I’d like to hear some takes on this one….
FOUND FOOTAGE: Bud Light Parent AB InBev Commits to Purging White, Male Employees.
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This would not be shocking. Brown Forman on their website clearly states a goal of increasing LGBT employees from 2% to 6% by 2030.

Why?

First, I don’t think they make up 6% of the population, so why are you trying to shoot for a number that over represents them?

Second, how do you even know if someone is LGBT? You can’t ask it in an interview.

Your new employee hiring is going to have to have a crazy high percentage of LGBT hires. If you currently had 2,000 LGBT employees among 100,000 employees and you projected to be at 110,000 employees by 2030, more than 40% of those new hires need to be LGBT. That is insane.
 
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