To begin, we took stock of the situation at our company and in the industry at large, working with HR to determine how many male vs. female creatives we had at every level from juniors all the way up to ECDs. We looked at what they were making, what the percentage of promotions had been and more

Once we had the facts, we brought in our CCO who was onboard to make a change. We hosted an all female town hall to share what we’d learned and created a survey to find out more about prevalent issues for the females at our company. Then, we went to HR with a list and a commitment to do better.

The press took note of our efforts and published an article about some of the ways Publicis was working to establish a more equitable approach to creativity.

But it didn’t stop there. We worked with HR to create unconscious bias training, career mapping and to revise the maternity (and paternity) policies. We even launched a mentorship program because we heard that women weren’t getting the guidance they needed.

I was also given the opportunity to write an agency wide open brief for International Women’s Day and we created work to honor unsung female heroes.

We even got to represent the company at the annual Paley Honors and Women in Television dinner (and create an ad for the company, too).

But this was just the work we were doing internally. I also helped bring in a pro bono client, GEMS, an organization working to eradicate commercial sexual exploitation of children. Check out the work we did.