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 2022, IPG was named to the Bloomberg Gender Equality Index for fourth 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. 2022 marks the 13th 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.
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 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
The IPG CEO Diversity Council 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.
An Inclusive Board of Directors
IPG’s Board Diversity Policy formalizes our longstanding commitment to maintaining a gender and ethnically inclusive board that reflects diverse perspectives, skills, geographic and cultural backgrounds, and as well as experiences in areas relevant to our global operations. IPG’s Board of Directors is 40 percent female. 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 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.
PLUS is centered on making IPG and its operating companies an employer of choice for the LGBTQ+ population. We work to ensure that IPG policies and practices are inclusive of our LGBTQ+ employees. We also aim to provide our teams with the resources to attract and retain LGBTQ+ talent, while championing the power of our work to accurately reflect the needs and interests of LGBTQ+ consumers.
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.
Business diversity is a strategic corporate initiative at IPG and a core element of our overall commitment to diversity. IPG is committed to working with suppliers and partners who reflect the diversity of our world, our stakeholders and our clients’ customers. A diverse supplier base gives IPG a competitive advantage and helps to improve lives in our communities and around the world. To that end, we actively seek out and provide opportunities for companies owned by women, racial and ethnic minorities, veterans, LGBTQ+ people and people with disabilities.
In 2022, the certified diverse third-party vendor spend in the U.S. was $200 million representing over 7% of our total third-party vendor spend. Since launching our new supplier management platform in 2021, 305 certified diverse vendors have been onboarded with their supporting certification documentation. We actively seek out and provide opportunities for qualified, reliable, diverse businesses. To learn more about diverse certification and becoming an IPG supplier, visit our Supplier Management website.
Should you have questions about our program or the material found on this site, please contact Marisol Ramirez, our Senior Manager, Supplier Diversity and Sustainability, firstname.lastname@example.org or (212) 704-1301.
Reach out to us today.
For more information about diversity and inclusion at IPG, please contact our Diversity and Inclusion group.