Systemic racism continues to suppress the rights, dignity and prosperity of our Black communities. As an agency and as individuals, we are against all forms of bias and discrimination, regardless of gender, sexual orientation, or the color of one’s skin. We are committed to taking the meaningful action needed to impact lasting change, within our business and our culture. And we know there is more work to be done. We are starting by looking inward, focusing on ourselves as an agency family, and acknowledging where we are now – and where the opportunities are to grow.


While our composite representation for People of Color and Gender is on par with the US population, Black talent is underrepresented across all levels and roles, and we are actively working to further diversify our workforce through the re-evaluation of our hiring, retention, and promotion practices.


We have devoted ourselves to an actionable plan, by:

Supporting Allyship&Action with a donation of $100,000 to further its cause.

Pledging to 600&Rising and participating in the #CommitToChange campaign.


Honoring Juneteenth as an annual company holiday dedicated in service of Black communities.


Establishing the Braver Together Culture Team, a diverse group of employees acting as the dedicated task force and stewards of diversity, equity, empathy and inclusion at the agency.


Expanding our partnerships with Year Up!, Light Bringer Project, Film2Future, Dynamic Girls, AEF Made, and 4A’s MAIP and securing internships and full time positions for candidates from these programs.


Hiring our dedicated director of empathy and accelerating our recruiting efforts to increase Black talent at every level and also creating an environment of recognition, growth and retention of our existing BIPOC employees. 


Partnering with the DE&I expert consultant, TOSHA, and have instituted an unlearning and learning process, in which everyone in the company, from the top down, will participate in through an ongoing education program.


Developing data equality by expanding our data practices to be inclusive of our current and future employees gender identification data, including transgender and non-binary to go beyond EEO (Equal Employment Opportunity) categories as reported.


We will be holding ourselves and each other accountable along the way by publicly sharing a quarterly update on our progress including our agency’s composite data of staff.