DEIA - TBWA\Chiat\Day LA

\ DEIA

AT CHIAT\DAY LA, WE ARE COMMITTED TO THE UNENDING WORK OF REAL CHANGE AND THIS COMMITMENT IS NON-NEGOTIABLE.

In 2020, we committed internally and externally to the unending work of real change. In the years since, we’ve created and grown a strategic framework based on our agency’s self-examination of where we needed to emphasize our efforts to end racial inequity within our company, as well as contribute to meaningful systemic change in our industry.

There is a lifetime of work to do, but we’re making progress and taking full accountability for the commitments we set in place toward building a diverse, equitable, and inclusive company, where Black and other people of color can thrive.

DEIA still matters and will remain vital to us. As part of our commitment to diversity, equity, inclusion, and accessibility, we maintain these pledges with a focus on where we can most affect change including training, hiring, inclusion through culture, community impact, and our creative outputs.

COMMITMENT 1 — EDUCATION & TRAINING

We continue to educate ourselves and our employees on issues of discrimination, inequalities, biases, and systemic racism through trainings, workshops, and resources.

We require anti-racism, bias, courage, and respect training, and facilitate ongoing 'Culture of Candor' sessions with bespoke content tailored to key groups: Leadership, Managers, HR/Recruitment, and General employees. We’ve introduced a variety of training resources designed to eliminate bias from the hiring process, as well as BiasSync, a science-based program to help us identify unconscious bias and learn to mitigate it. Application of training principles will be built into performance evaluations.

COMMITMENT 2 — INCLUSIVE WORK ENVIRONMENT

We ensure that our policies and practices continue to promote diversity, equity, inclusion, and accessibility, including but not limited to recruitment and retention of a diverse workforce, equitable pay and benefits, and creating a safe and inclusive work environment for all.

This commitment goes beyond just diversity and inclusion and includes taking steps to ensure that all employees, regardless of their abilities, have equal access to opportunities and resources.

Our seven employee-led affinity groups (Black at Chiat, Asian Affinity Group, Pride Group, LATINe Group, Jewish Affinity Group, Women’s Initiative and People with Disabilities Group) were established to ensure an inclusive and safe environment where all are heard, seen, supported and empowered to succeed. With support of our affinity groups, we continue to host cultural events and celebrations including our Intermission and Disruptor Series that aim to educate and raise awareness of diverse backgrounds. Chiat leadership participates in each affinity group - working alongside employees, and also lending support and serving as advocates. We’ve scaled our mentorship, coaching and education programs to nurture, retain, and develop our Black and POC talent.

COMMITMENT 3 — IMPACT THE WORK

We remain committed to the Multicultural Practice and DEI Advisory Committee -- a thorough review of the work through the lens of DEI, providing a service to our clients that is culturally responsive and effective.

We solidified the agency’s Multicultural Practice to ensure our creative output is representative and culturally relevant. We codified and scaled our DEI Advisory process to consult on briefs, ideas, and productions. We will continue to educate and inspire our creators with insight and identity-driven programming that centers diverse voices. We’ve done the due diligence to confirm that our intelligence tools are inclusive of diverse data/perspectives that are accurately representative of our increasingly multicultural nation. We’re also continuing to tap into resources including Free the Work to ensure diverse creators are represented throughout production.

COMMITMENT 4 — COMMUNITY IMPACT

We continue using our platform and resources to advocate for change, and support organizations that are working towards community, racial justice, and equity.

We will continue to give to organizations that advance the safety, opportunity, equality, and prosperity of Black and other people of color. We will strive to have at least one pro bono client each year that works toward the advancement of marginalized communities. We will continue to support Black and POC prosperity by working with Black and minority-owned vendors and creators. And, we match employee donations to organizations that are LA local and promote education and creativity within marginalized communities.

COMMITMENT 5 — ACCOUNTABILITY

We continue holding ourselves accountable by regularly reviewing and assessing our progress towards these commitments and making necessary adjustments to ensure we are meeting our goals.

For real and measurable change, we worked with a third-party consultant to help us objectively assess our agency’s race dynamic. We used that diagnosis and honest assessment of ourselves to inform, guide, and build upon all of our actions and investments towards Diversity, Equity and Inclusion. We forensically examined the experience of our present and past employees with a focus on Black and POC experiences and will continue to review our own data on an annual basis to assess experience and ensure pay equity across the organization.