Interpublic of : FY23 Gender Equality Disclosure
IPG
Interpublic
Gender Equality Disclosure
Interpublic Group of Companies
The metrics/information below are as of the end of FY23 and reflect at least 80% of our global workforce unless otherwise specified. Some metrics may differ slightly from other IPG disclosures/ reports based on the dates the data was pulled.
KPI
Leadership
Percentage of women on company board
Board chairperson is a woman
Percentage of various committees of the board of directors chaired/co-chaired by a woman
Chief Executive Officer (CEO) is a woman
Percentage of women executive officers
Chief Diversity Officer (CDO) appointed Talent Pipeline
Percentage of women in total management
Percentage of women in senior management
Percentage of women in middle or lower management
Percentage of women in non-managerial positions
Percentage of women in total workforce
Percentage of women total promotions
Percentage of women new hires
Percentage of total separations that are women
Disclosure
40%
No
67%
No
25%
Yes
59%
Total management includes all managers with senior-, middle- and lower-level supervisory responsibilities.
55%
Senior management includes managers within two levels of executive management.
63%
Middle or lower management includes managers that are three or more levels from executive management.
60%
60%
63%
60%
58%
IPG Gender Equality Disclosure
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KPI
Public, quantitative time-bound action plan with targets to increase the representation of women in leadership positions
Public, quantitative time-bound action plan with targets to increase the representation of women in the company
Pay
Adjusted mean gender pay gap
Global mean (average) raw gender pay gap
Public, quantitative time-bound action plan to close gender pay gap
Disclosure
Gender equity is a major component of our commitment to diversity, equity and inclusion. Although we do not currently have a time-bound action plan, we understand the need to continually work toward increasing the representation of women in leadership positions and
in the company overall. We have a variety of global programs and incentives in place that focus on the hiring, retention and promotion of women across the company. As a result of these programs, we have achieved gender parity at all levels (junior, mid and senior) both in the U.S. and globally. The Women's Leadership Network is one of our most active Business Resource Groups and continually works to advance the role of women in leadership in our company.
At the Board level, our Policy on Board Diversity reflects our commitment to actively seek out women and ethnically diverse candidates when identifying and evaluating director candidates.
We comply with all country-specific pay gap disclosure requirements, but do not currently publish our global pay gap figures. We are committed to pay equity across our network, and to increasing representation of women in senior roles.
Although we do not currently have a time-bound action plan, we annually conduct pay equity reviews in conjunction with an external consultant to compare compensation on the basis of gender and race between employees who are similarly situated with respect to factors such as job function, experience and geography. Our analysis covers the U.S. and many international markets, representing more than 90% of our global workforce. We are gradually expanding to cover our full population. Based on analyses to date, there are no findings of widespread pay inequalities. We take steps to correct any individual anomalies that have been identified.
IPG Gender Equality Disclosure
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KPI
Inclusive Culture
Number of weeks of fully paid primary parental leave offered
Number of weeks of fully paid secondary parental leave offered
Percentage of women employees that remained employed by the company 12 months after their return from parental leave
Percentage of all employees that remained employed by the company 12 months after their return from parental leave
Back-up family care services or subsidies through the company
Flexible working policy (company offers option to control start or end times and/or location where employees work)
Employee resource groups for women
Unconscious bias training offered to all employees
Annual anti-sexual harassment training offered to all employees
Disclosure
Although we do not track our parental leave policies for 80% or more of our global workforce, IPG offers a minimum of 12 weeks family leave at 100% pay to all U.S. employees, regardless of whether they are primary or secondary caregivers. This benefit is fully inclusive of adoptive and surrogate parents, and can also be applied to care of a spouse or parent. Many employees will receive additional paid time off depending on duration of need, tenure with the company and local paid leave provisions.
77%
77%
We offer backup family care services/subsidies through the company for a subset of our employees, representing less than 80% of our global workforce.
Yes
When possible, we encourage flexible working models for all employees.
Yes
Our Business Resource Group, the Women's Leadership Network (WLN), leverages new findings on gender equality to advocate for every colleague to contribute to creating a more inclusive workplace that recruits, retains, and advances women at all levels throughout Interpublic.
IPG's corporate organizations and many agencies offer various types of content and learning opportunities aimed at anti-discrimination, biases, allyship and other topics including unconscious bias training; however, this is not tracked globally at this time.
Yes
IPG Gender Equality Disclosure
4
Disclaimer
Interpublic Group of Companies Inc. published this content on January 17, 2025, and is solely responsible for the information contained herein. Distributed by Public, unedited and unaltered, on January 17, 2025 at 14:50:03.786.