We’re making a pledge to use our creative platform, expertise, and skills to help fight racism and improve equity in America.

We know that there are many groups that are affected by racial inequity in America. Yet, with increasing disparities against Black Americans, we also know that in this moment it is important for us to call out and challenge ourselves to improve the conditions of our Black colleagues and team members. We believe that the lessons and growth from today’s focus on a single group can positively impact our efforts around Diversity for all underrepresented communities.

WONGDOODY & Black Representation

For many, recent events have become a national catalyst to end racial discrimination. At WONGDOODY, we are accelerating our ongoing work. Since 2017, we have worked to increase African-American representation within the company. Still, there is a glaring lack of diversity in advertising and at WONGDOODY. Similar to throughout the industry, Black employees represent 7 percent of our workforce. We have work to do. We will get better.

We know there are talented Black professionals in our field who face barriers that others with similar experience do not. And, with input from Black employees and a strategic advisor, we have updated our Diversity, Equity & Inclusion (DEI) plan to increase Black recruitment, retention, and career advancement for equitable treatment. We have created similar plans for gender equity in the past, and recognize the urgency of addressing Black employees at this time.

Updated Diversity, Equity & Inclusion Plan

By 2022, our goal is to become known for attracting, nurturing and promoting Black talent. The updated WONGDOODY DEI plan will focus on this commitment and will include, but is not limited to:

  • Ensuring fair and equitable recruitment processes for a deep and diverse pool of gifted professionals.
  • Recruiting from this pool we will hire more Black talent, with a focus on creatives and executives. Our goal is to reach Black WONGDOODY employee representation within the United States of 13% by the end of 2024 to better match the racial demographics of the U.S.
  • Company-wide anti-racism and implicit bias training by the end of 2020.
  • Training for managers focused on leading through the lens of race to better understand and help navigate and support the unique challenges Black employees face because of unconscious bias.
  • A pro bono project to advance race equity in the U.S.
  • Launching the 2020 Creative Black Womxn to Watch Scholarship for experience design, marketing, and advertising.
  • Creating Employee Resource Groups, prioritizing the experiences of Black employees, and using the lessons we learn to create a model for other underrepresented groups.
  • Social media and PR activities to amplify the diverse voices of Black employees, experts, and influencers.
  • Publicly releasing our diversity numbers as a commitment to be accountable for change.

We understand that with better representation across our agency, we can be a better ally and help shape more equitable depictions of African-Americans in advertising, while advancing the numbers of Black industry professionals.