As an organization, we influence behavior, control millions of impressions, and define the voice of brands. We have recognized the need to honor this immense responsibility with a renewed understanding.

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We have always been, and will continue to be, an agency that puts our people first. Our people are our greatest asset, and it’s important they feel safe, feel like they belong, and their differences are supported and celebrated. We have made a commitment to transparency and accountability and are on a path of continuously working towards making change. Below, we’ve outlined the changes we’ve implemented and are continuing to build upon.

• Reprioritized our charitable giving to support organizations that are fighting for justice against racial, gender, and social inequalities, and are constantly expanding who we donate to depending on relevant needs and causes.
• Committed to an employee match contribution of 100% up to $5,000 per employee under the Project Pledge program, for all eligible donations to organizations that our employees choose to donate to.
• Invested in company-wide DE&I educational programming that explores the importance of understanding and overcoming unconscious bias, strengthening inclusive leadership, and practicing allyship in the workplace.
• Invested in partnerships that fight systemic racism and social injustice by creating professional opportunities for marginalized communities within the creative and technical industries.
• Improved our employee performance review process with an emphasis on reducing subjectivity and decreasing unnecessary biases.

• We are focused on hiring talent from diverse backgrounds, and regularly re-evaluate how and where we source our talent.
• Re-envisioning our interview processes to ensure that we are evaluating potential candidates with a renewed awareness of our unconscious biases and habits, and will be training our employees on this process.
• Encouraging the creation of employee resource groups to bring together team members with similar backgrounds and interests for the purpose of community and support.
• Every quarter, we strive to host learning opportunities for our employees that support our broader DE&I goals, with the intention of educating our staff more consistently.
• Creating a shared calendar of annual team celebrations and events focused on awareness and education of all of our diverse backgrounds and cultures.
• Instituting a semiannual employee survey with the goal of maintaining a pulse on how our employees are feeling as it relates to diversity, belonging, and inclusion.

Here are our numbers across our 4 offices (NYC, Columbus, LA, and Costa Rica) collected voluntarily by our employees.

**Last Updated August 2022.

• Gender
  
  Male - 51%; Female - 49%: Non-binary or third gender - 0% (this data set reflects 97% of our staff)
• Race or Ethnicity
  
  American Indian or Alaska Native - 0%, Asian - 14.6%, Black - 1.7%, Hispanic or Latinx - 32%, Native Hawaiian or Pacific Islander - 0%, Middle Eastern or North African - 0%, White - 50%, Two or more races - 1.7% (this data set reflects 81% of our staff).