91传媒

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Everyone

means everyone

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Change doesn鈥檛 happen overnight, but we know from experience it鈥檚 a journey worth taking. Building a more equitable and inclusive organization is an ongoing process, and we鈥檙e committed to getting it right.

To have progress and innovation in a company, employees must feel psychologically safe to share their ideas and bring their authentic self to work.

Yulinda Ma,听Principal Counsel and Asian Employee Resource Group Founder

95/100

2023-2024 CORPORATE EQUALITY INDEX

As measured by the Human Rights Campaign Foundation

Investing in inclusion

Visibility is accountability. We are committed to growing representation at all levels.

Global

40% Female
4% Identify as having a disability
2% are veterans
2% LGBTQ+

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Executive leadership

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22.7% Female

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77.2% Male

Senior management

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39.7% Female

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60.3% Male

Other employees

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40.9% Female

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58.2% Male

Global

69% White

14% Asian
5% Black/African American
7% Hispanic or Latino
3% Other1
2%听Not Specified

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Executive Leadership

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Executive leadership: 86.4% White, 4.6% Hispanic/Latino, 4.6% Other

Senior Management

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Senior Management: 72.6% White, 21.6% Asian, 4.2% Hispanic/Latino, 2.8% Black/African America, 3.5% Not Specified

Other Employees

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Other Employees: 66.5% White, 12% Asian, 7.1% Hispanic/Latino, 5.6% Black/African America, 2.9% Other, 5.9% Not Specified

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鈥 White

鈥 Black/African
American

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鈥 Asian

鈥 Hispanic/Latino

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鈥 Other1

鈥 Unspecified Ethnicity

鈥 Unspecified Gender

1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.

2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.

3 This data is based on the voluntary self-identification of 91传媒 Engines employees.

Global

41% Female
3% Identify as having a disability
2% are veterans
2% LGBTQ+

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Executive Leadership

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23.8% Female

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76.2% Male

Senior Management

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38.4% Female

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61.6% Male

Other Employees

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41.2% Female

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58.8% Male

Global

14% Asian
5% Black/African American
7% Hispanic or Latino
1% Other1

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Executive Leadership

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Executive leadership: 90.5% White, 4.7% Hispanic/Latino, 5.8% Other

Senior Management

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Senior Management: 72.6% White, 16.8% Asian, 5.2% Hispanic/Latino, 2.6% Black/African America, 2.6% Not Specified

Other Employees

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Other Employees: 66.4% White, 13.5% Asian, 6.9% Hispanic/Latino, 5.4% Black/African America, 2.3% Other, 5.3% Not Specified

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鈥 White

鈥 Black/African
American

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鈥 Asian

鈥 Hispanic/Latino

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鈥 Other1

鈥 Not Specified

1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.

2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.

3 This data is based on the voluntary self-identification of 91传媒 Engines employees.

Global

42% Female
3% Identify as having a disability
2% are veterans
1% LGBTQ+

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Executive Leadership

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33.3% Female

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66.7% Male

Senior Management

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35.0% Female

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65.0% Male

Other Employees

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43.6% Female

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56.4% Male

Global

12% Asian
5% Black/African American
7% Hispanic or Latino
2% Other1

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Executive Leadership

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Executive leadership: 90.5% White, 4.8% Hispanic/Latino, 5.8% Other

Senior Management

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Senior Management: 74.9% White, 13.3% Asian, 4.4% Hispanic/Latino, 3.9% Black/African America, 1.5% Other

Other Employees

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Other Employees: 68.6% White, 12.4% Asian, 7.3% Hispanic/Latino, 5.5% Black/African America, 2.3% Other

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鈥 White

鈥 Black/African
American

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鈥 Asian

鈥 Hispanic/Latino

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鈥 Other1

鈥 Not Specified

1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.

2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.

3 This data is based on the voluntary self-identification of 91传媒 Engines employees.

Global

43% Female
2% Identify as having a disability
1% are veterans
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Executive Leadership

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17.6% Female

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82.4% Male

Senior Management

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36.2% Female

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63.8% Male

Other Employees

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45.2% Female

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54.8% Male

Global

14% Asian
6% Black/African American
6% Hispanic or Latino
2% Other1

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Executive Leadership

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Executive leadership: 94.1% White, 5.8% Other

Senior Management

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Senior Management: 74.8% White, 15.8% Asian, 3.9% Hispanic/Latino, 3.9% Black/African America, 1.2% Other

Other Employees

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Other Employees: 70.8% White, 13.5% Asian, 7.1% Hispanic/Latino, 5.9% Black/African America, 1.9% Other, .8% Not Specified

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鈥 White

鈥 Black / African
American

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鈥 Asian

鈥 Hispanic or Latino

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鈥 Other1

鈥 Not Specified

1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.

2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.

3 This data is based on the voluntary self-identification of 91传媒 Engines employees.

Want to join our team? Browse a list of current openings.

Our work changes the very direction of our clients鈥 lives 鈥 and that of generations that follow. This is a powerful moral imperative to accelerate the evolution to a more equitable society by making intentional interventions to mitigate systemic biases wherever we can.

Pammi Bhullar, Director of Diversity, Equity and Inclusion

Disability: IN

80/100

2024 DISABILITY EQUALITY INDEX
Best Place to Work for People with Disabilities Top Scorer

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Moving society forward

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We understand that change is a gradual journey shaped by continuous dialogue, transparency about our results and course corrections when necessary, and we are committed to the process. To the extent that our organization is a microcosm of the larger world, we believe that by fostering a culture that values diversity in all its forms, we can do our part to create a more just and equitable society 鈥 one employee, one client, one person at a time.

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