DIVERSITY & INCLUSION AT IPG 

At IPG, we aim to create value for our clients, our talent, our communities and our shareholders by harnessing the power of diversity and inclusion. The value creators include fielding the best and most diverse talent, ensuring a climate for inclusion, and proactively leveraging diversity and inclusion to affect business results at our agencies and clients.”
– Michael I. Roth, Chairman and Chief Executive Officer, IPG

Diversity and Inclusion Is a Competitive Advantage

For many years now, diversity, equity and inclusion (DEI) have been important strategic differentiators for Interpublic Group (IPG) and our advertising, marketing services, digital and public relations subsidiaries. Like most companies, despite the milestones we have achieved, we still have far to go. Over the years, we have learned that pursuit of DEI truly is a journey across an ever-changing landscape and that it is important to ensure that a business-driven and systematic roadmap is in place. Our framework for progress is consistent with our business strategy and involves deep change.

A Vision and Mission Grounded in Business Goals

At IPG, we aim to create value for our clients, our talent, our communities and our shareholders by harnessing the power of diversity and inclusion. The value creators include fielding the best and most diverse talent, ensuring a climate for inclusion, and proactively leveraging diversity and inclusion to affect business results at our agencies and clients.

In every corner of the world, many dimensions of diversity are at play — these include race/ethnicity, nationality, religion, family caregiver status, disability, age and sexual orientation. All of these can affect employment and advancement opportunities as well as team interactions and work product. Identity-based nuances in this age of technology-driven personalization affect consumer perceptions, so the work we do for our clients must be sensitive to these realities. At the same time, these differences, when they are valued and managed effectively, can lead to increased creativity, better financial performance, more effective problem solving, innovation and a richer experience at work. The talent issue alone is enough to warrant focus. Our need at IPG to attract, retain and develop the best talent — talent that benefits from sharp cultural insights and creativity — means we must look at DEI as critical business issues.