People come first at PMG, which is why Digital Made for Humans™ has long been our guiding principle. Our teams consist of individuals with unique perspectives and passions that help shape the vision and values of our organization, which include “always change for the better,” “do the right thing” and “be inclusive.”
In 2020, our people helped us confront an uncomfortable — yet necessary — reality about our company: We can do more to fully live out PMG’s values and encourage diversity within our organization, our communities, and our industry.
We’re committed to bringing forth meaningful and lasting change, and we are holding ourselves publicly accountable to creating a culture that is inclusive and welcoming of everyone.
Change Our Work Environment & Culture
Our cross-disciplinary DE&I leadership team empowers diversity, fosters inclusion, and holds PMG accountable for our goals. We also empower our Employee Resource Groups by being open to feedback and encouraging these teams to actively shape policies, processes, and to monitor the progress of the company. In doing this, we are committing to:
- Increasing our investment in Diversity & Inclusion both monetarily and through more than 25,000 employee hours to further the impact of these causes both internally and externally.
- Continuously auditing and adjusting agency policies and processes to be more inclusive.
- Fully integrating and supporting nine Employee Resource Groups.
- Dedicated CEO and leadership level commitment to Diversity & Inclusion.
- Prioritizing learning and education as a catalyst for change by requiring unconscious bias, active allyship and inclusive leadership training for every PMG employee.
- Implementing mandatory annual Diversity & Inclusion learning commitments for all employees and achieving 100% participation.
Change Our Talent Practices
Democratize our diversity data by tracking and publicly reporting PMG’s internal diversity data on an annual basis.
Evolve recruiting practices to attract more diverse talent and optimize PMG’s candidate selection process to reduce bias. This includes:
- Complete a full analysis of our recruiting, interviewing and hiring practices to identify areas of opportunity to remove bias, and create an action plan for further accelerating the diversity of new hires by 2022.
- Expanding our ongoing relationships with HBCUs and/or HSIs to continue to diversify our Graduate Leadership Program applicants.
We continue to evolve our recruiting and hiring practices toward our goal of increasing the number of BIPOC candidates interviewed for open roles by 50% within the next three years.
PMG will work to increase representation of diverse employees at PMG, at all levels of the company, including leadership and senior leadership positions. This means continuing to work on increasing diversity at the highest level of the organization by adding more diverse executives to our leadership team.
Our goal is to set in motion action plans today to move the needle on the following by 2023:
- Ensure our hires are more reflective of the diversity of our markets.
- To address our current underrepresentation of Black employees, create industry partnerships and actively recruit more diverse talent at all levels.
- Aim to increase representation in leadership roles across the business by 13 percent.
PMG is dedicated to continuous improvement to make our company as diverse as possible. The above goals represent aspirational goals of a path forward to make PMG more reflective of our communities. PMG is dedicated to merit-based, equal opportunity employment. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
Make Diversity & Inclusion a core competency for the organization, and tie participation to performance and rewards. More specifically, we plan to:
- Recognize and reward employees consistently and fairly by continuing regular pay equity audits and introduce updated performance, promotion, and rewards practices.
- Integrate new Diversity & Inclusion competencies into PMG’s performance and rewards system by 2022.
- Work to achieve parity of retention rates between white and BIPOC employees.
Change Our Community & Industry
Demonstrate the importance of Diversity & Inclusion at PMG by:
- Championing diversity across everything that we do internally and externally.
- Evolving the PMG brand and mission statement to reflect the importance of Diversity & Inclusion.
- Establishing inclusive marketing best practices and a process for accountability to ensure we are championing diversity across all of our work.
Increase involvement in our local communities by dedicating resources, time, and talent to BIPOC organizations and initiatives. This includes:
- Engaging our global workforce in diversity-focused community outreach initiatives at least two times per year.
- Increasing our PMG Gives Back budget by 50% YOY, and committing at least half of that into organizations led by or representing BIPOC individuals.
- Partnering with at least five local diversity-focused organizations across our core markets.
- Leveraging our skill sets at PMG to provide support, education, and training to local community colleges and diverse students.
Use our agency voice and platform to influence the state of the advertising industry in hiring, culture, and transparency as it relates to Diversity & Inclusion.
- Expand our participation in industry events, forums and partnerships that promote the importance of Diversity & Inclusion in our industry and communities.
Without great resolve, there cannot be change. But we cannot do it alone. Together we built this agency into what it is, and together we can work to change the world around us. We work hard for our clients, but we also work hard for our fellow humans. Alongside other agencies and organizations, we commit to fighting for a cause that is bigger than all of us…We can always change for the better, and right now, we are committed to doing just that.