Diversity and Inclusion

IPG Is First Ad Holding Company to Release Race and Gender Composition of Its Leadership

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Diversity and Inclusion Results

Since we began our formal mission in the U.S. in 2005, IPG’s workforce demographics in the United States have changed dramatically. We have achieved representation of 22 percent in People of Color in total management. IPG’s African American employees’ representation in (1) Senior & Executive management, (2) First and Mid-level Management and (3) Professionals categories is 2.6%, 4.3% and 7.2% respectively. The EEOC’s sector data for African Americans are 2.4%, 4.8% and 6.7%, in the same respective categories.

In 2021, IPG was named to the Bloomberg Gender Equality Index for second year in a row. The Bloomberg Gender-Equality Index brings transparency to gender-related practices and policies at publicly listed companies, increasing the breadth of environmental, social, governance (ESG) data available to investors.

IPG earned a 100 percent rating on Corporate Equality Index. 2021 marks the 12th year that IPG earned a 100 percent rating on the Corporate Equality Index, an annual survey published by the Human Rights Campaign (HRC) ranking companies based on their policies and practices relating to gay, lesbian, bisexual and transgender employees. In 2010, based on its perfect score, IPG became the first global marketing services holding company to be included on the HRC’s list of ‘Best Places to Work’ for LGBTQ+ people.

Our Approach

CEO Compensation

As we do with other business objectives for our company, we have tied our diversity goals to the compensation of our senior leadership.

A portion of each of our major companies’ CEOs’ performance objectives is tied directly to diversity. If a given company’s diversity goals are not met, that CEO’s incentive pay is adversely affected.

IPG Annual Inclusion Awards

Established in 2009, the annual IPG Inclusion Awards formally recognize and celebrate our companies and our people who bring aspirations of progress for diversity and inclusion to life in their offices, in their work, in their business practices and in their impact on communities.

IPG CEO Diversity Council

Convened by Michael Roth, Executive Chairman of IPG, this committee is composed of CEOs from IPG companies and serves as a forum where leaders can review metrics, learn from leading experts on critical topics, share best practices and prioritize the resources required for further progress. Beginning in 2019, the Council will oversee the activities of new Regional Executive Diversity Councils.

An Inclusive Board of Directors

IPG’s Board of Directors is 40 percent female, making us a standout among Fortune 500 companies. This level of gender diversity is an important component of our overall program to ensure equity and inclusion at our company.

Programs with Purpose

U.S. Climate for Inclusion Survey

Our U.S. Climate for Inclusion survey is designed as a diagnostic tool to determine the effectiveness of diversity and inclusion work at the office level and to understand how employees of various backgrounds are experiencing performance management, psychological safety, responsiveness to differences and other important levers for innovation, growth and belonging.


Our carefully curated events feature experts, scholars, media influencers and think tank researchers to provide in-depth opportunities for learning and informed dialogues aimed at concrete solutions.

Learning Experiences and Critical Conversations

We bring our people together via webcasts and conference calls for opportunities to acquire mentoring skills, to discuss concerns about events happening in the world, to get mental health and parenting guidance in tough times, to learn how to support our colleagues with disabilities and even to provide updates on matters such as immigration policies.

The Unstereotype Alliance

The Unstereotype Alliance, convened by UN Women and launched at Cannes in 2017, is an important effort we are bringing to life within IPG. By helping the industry and implementing best practices across our network, we are focused on having the diversity of talent and the Diversity IQ to produce client work that is effective from a business standpoint, and, just as as importantly, replaces harmful gender-based stereotypes through an intersectional lens.

IPG Business Resource Groups

Our business resource groups bring our talent across geographies and agencies together to support their respective constituencies and collaborate with one another under the MERGE umbrella to cultivate allies and foster Diversity IQ for the workplace and marketplace.

Asian Heritage Group

The Asian Heritage Group (AHG) promotes the professional and personal development of IPG’s Asian employees. We accomplish this, in part, by building connections to link Asian employees with each other, by presenting programs that enhance careers and by increasing awareness of issues and opportunities related to cultural, social and economic diversity.

Black Employee Network

The Black Employee Network (BEN) strives to facilitate the success of IPG’s Black employees by enriching their professional lives, creating connections, promoting environments that welcome, value and leverage diversity and by contributing to our communities. Our activities seek to drive results and contribute to the business success of our companies.


IPGLBT is centered on making IPG and its operating companies an employer of choice for the LGBTQ+ population. We work to ensure that our policies and practices are inclusive of the LGBTQ+ community, assist our agencies in helping their clients develop loyal LGBTQ+ consumers and help connect and support our LGBTQ+ employees and their allies.

SOMOS: Hispanic/Latino Heritage Group

SOMOS is a dedicated group of Hispanic and Latino leaders within the Interpublic Group of Companies. The purpose is to establish an enduring business resource group for IPG employees at all levels who are interested in Hispanic/Latino culture to help them access programs that provide skills development, networking opportunities, mentoring and career enrichment.

Women’s Leadership Network (WLN)

The Women’s Leadership Network aims to be the force for gender equality and opportunity for women within IPG. The WLN’s mission is to champion IPG women by working to understand the gender-equality challenges they may be facing and then leverage those learnings to tirelessly advocate for every colleague to contribute to creating a more inclusive workplace where IPG women can thrive.

Interpublic Group is supporting diverse businesses.

At Interpublic, Supplier Diversity is a strategic corporate initiative and a core element of our overall commitment to diversity. An important part of that commitment is establishing a supplier diversity program that allows us to work closely with firms that reflect the consumers we must reach on behalf of our clients.

To that end, we actively seek out and provide opportunities for qualified, reliable, diverse businesses. To learn more, visit our Supplier Diversity website.

Should you have questions about our program or the material found on this site, please contact Floyd Conway, our Supplier Diversity Director, at (312) 425-6065.

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For more information about diversity and inclusion at IPG, please contact our Diversity and Inclusion group.