When we include everyone, everyone wins.

For too long now, systemic racism has held back the work of so many in our field. This page is the homebase for everything we’re doing and will do to help change that.

We’re committed to creating a diverse and inclusive workplace. Today we’re sharing our 2022 Diversity and Inclusion data so you can see our progress.

We have worked hard to improve our BIPOC and female representation and will continue to do so. Here is a snapshot of where we are now.

46%

of our overall workspace are BIPOC

59%

of our creative team are BIPOC

55%

of our leadership positions are women

Two years ago, we made a promise to do better. To make a change. To be an agency where diverse talent thrives.

One year ago, we drafted an Inclusion Plan. One that prioritized inclusivity and diversity in every part of our business. From the people we employ to the productions we cast.

Today we’re sharing how far we’ve come — and our goals. Take a look below to see where we are currently and how we plan to continue to evolve, learn, and grow.

Race and Ethnicity Data

Almost half of our team is BIPOC, with representation in every single department. In fact, the majority of members of our creative team come from BIPOC backgrounds.

Additionally, we have Black teammates in 4 out of 5 Departments: Creative, People Ops, Client Services/Production, and Strategy.

Company Wide
Race and Ethnicity Data Company Wide Race and Ethnicity Data Company Wide
By Seniority
Race and Ethnicity Data By Seniority Race and Ethnicity Data By Seniority

These updated designations better reflect our company make up and are more in line with industry reporting.

By Department
Race and Ethnicity Data By Department Race and Ethnicity Data By Department

Gender Data

We have more women in positions of leadership than ever before (55%). That’s a 10% increase from two years ago.

In 2020, we had 0% female representation in Technology. Today, 15% of our Technology team identify as women.

Company Wide
Gender Data Company Wide Gender Data Company Wide
By Seniority
Gender Data By Seniority Gender Data By Seniority

These updated designations better reflect our company make up and are more in line with industry reporting.

By Department
Gender Data By Department Gender Data By Department

We’re kicking off new productions, and an Inclusion Plan to guide them.

We’ve developed a plan to ensure that we continue to tell stories that are diverse and inclusive. And that staffing and casting for our projects reflects our commitment to hiring talented professionals from underrepresented groups.

We see this as a living document, and a first draft that will continue to evolve as we learn and grow. And we invite any other company to borrow from it, or to ideate with us on how we can improve our efforts.

Download the Inclusion Plan PDF >

We want to be an agency where diverse talent thrives. We commit to change.

As part of our commitment to do better, we’re sharing our representation data. Because the only way to be accountable in the future is to be transparent about the present.

33%

of our overall workspace is BIPOC

45%

of our creative team is BIPOC

18%

of our director-level positions are BIPOC

BIPOC are where we plan to focus our inclusion efforts. We will be utilizing resourcing sites that give visibility to Black candidates, and implementing new workflows to ensure a diverse pool for each role.

Race and Ethnicity Data

Company Wide
Race and Ethnicity Data Company Wide
By Seniority
Race and Ethnicity Data By Seniority
By Department
Race and Ethnicity Data By Department

We’re proud to say that over half of our workforce and leadership team is woman‑identifying.

We’ve done the work and our team is better for it. We will continue to expand our efforts into other marginalized groups.

Gender Data

Company Wide
Gender Data Company Wide
By Seniority
Gender Data By Seniority
By Department
Gender Data By Department

We’ll be updating our progress as we continue to improve the way we hire, retain and promote. Stay tuned.

We unequivocally stand against racism.

And pledge to be steadfast allies that lead through action.

Here’s what we are doing now, and the first of our many long-term initiatives to come.

  • Free, confidential mental health support for our team.
  • Donating $2 for every $1 our employees give to nonprofits that are responding to the urgent needs of the Black community and the protest movement.
  • Overhauling our hiring methods to be more inclusive and supportive to the Black community. A few initiatives on our list: unconscious bias training, blind résumé reviews, standardized interviewing, and sharing our hiring and retention data.
  • Adopting inclusion riders that make hiring members of the Black community and other minorities mandatory for our photo and video shoots.
  • Refocusing our internship program around students from under-served communities.

And we won't stop here.

Equality is an opportunity, not a burden. And we cannot rest, until a truly egalitarian system replaces the current one.

— Your Friends at Kettle