Make / Change US Diversity Data Q1 2021 Update

Last year R/GA committed to sharing quarterly updates of our diversity data along with the initiatives we’ve adopted to improve upon it and become a permanently equitable workplace. We remain steadfast in this commitment and are excited to share updates since we last released our numbers in November.

The world is still battling Covid and our business is no exception. We consider ourselves lucky that through the uproar of the pandemic, we were still able to reward our talent for their hard work and commitment to R/GA. During our October promotion cycle, 37.3% (+8.7% pts YOY) of the total promotions were POC, and Black representation in Executive leadership has increased from 2.5% to 6.3% (+3.8% pts.). We’ve also seen the representation of women increase at every level of the organization. While this is good progress, we recognize we’re just beginning.

We recognize that we have the opportunity to continue increasing POC representation at R/GA. From 2018 to 2019 (we did not host an internship program in 2020) we increased our intern POC representation from 29% to 40% and this year we are committed to driving change forward with our 2021 Internship Program by ensuring it is 100% diverse. In order to achieve EDI goals and make our Make / Room strategy a reality, we need to be intentional with our recruiting efforts, which is why we are collaborating with key organizations such as the 4A’s MAIP program and AEF’s HBCU Campus Connect to source our 2021 Summer Intern Class.

Additionally, with Jai Tedeschi settled into her new role as VP, Global Executive Director, Culture & Operations, we are already starting to see the decentralization and democratization of EDI at R/GA. With the intent to make EDI everyone’s work, we’re happy to share that each of our offices around the network have taken the Make / Change playbook and designed dedicated initiatives that seek to lay the foundations for behavioral change inside R/GA.

Since our last release we’ve also rebooted and rebranded our Business Resource Groups (BRGs) as Culture Collectives, we’ve taken a more human and inclusive approach in how these affinity groups provide value to R/GA, our clients, and most importantly, our people.

Over the last year, we’ve really seen our Culture Collectives lead with empathy with the full support of our executive leadership team:

  • WomxnUp celebrated strength for Women’s history month by highlighting the strong, fearless women who lead, inspire, and uplift our global network by asking: What does strength mean to you? The network also hosted a series of physical strength building workshops with a slate of fitness coaches as part of the Stronger Together Challenge.

Make Good for Business, a program within Make / Work, is an initiative that will guide our pro bono, sustainability and social impact efforts. Moving forward, R/GA will contribute to closing the racial equity and wealth gaps by:

  • Providing Black, Indigenous and minority-owned businesses with our creative capital.

Now for the data:

Representation by Gender and Race/Ethnicity

  • Of our total US talent, representation of Womxn has remained relatively flat at 53.5% ( +0.6% pts). POC talent account for 36.0% of our total US talent, which is flat (0.0 pts.) over the same time period.

Representation by Seniority

  • POC promotions accounted for 37.3% (+8.7% pts. LY) of the total promotions this year.

Representation by Gender and Race/Ethnicity Variation

  • Even though we saw an increase in the representation of Black employees, it wasn’t enought to offset the total decline in the total POC population when accounting for the combined attrition rates.

Representation by Seniority Variation

  • We saw an increase in Black employee representation at Junior, Mid-level, and Executive ranks. As stated earlier, POC representation decreased at the Senior level. We’ve also made great strides over the last few months in increasing representation of women at every level.

Rolling 12 Month Attrition Index:



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