A blueprint to achieving a culture of systemic equity – that our agencies embody the requisite values and understanding to achieve equity for all our professionals.

Authentic and Enduring Culture Change

OPEN 2.0 has spurred action in three critical areas:
DE&I Leadership, Employee Resource Groups and Training.


Hours of DE&I training completed by Omnicom employees.


Views of BlackTogether's Moments that Matter video


Global employee resource groups (ERGs) to embrace intersectionality, cross-cultural dialogue and community support


Network and agency DE&I, HR and Talent Acquisition leaders guiding our DE&I efforts



in development to promote talent advancement

Case Studies


Centering DE&I


Project Open Door launched to bring DE&I to the center of the talent recruitment process. The initiative strengthens how the agency attracts and evaluates candidates while bringing greater consistency and inclusivity into its hiring process. The initiative combines a series of commitments for FleishmanHillard’s talent acquisition teams, focusing on intentional and inclusive sourcing and forming stronger partnerships between recruiters and hiring teams.


Providing a Platform


Diversifying Speaker Perspectives

Amid social unrest throughout the U.S., TracyLocke launched a speaker series called “Do Not Disturb” to amplify the voices of employees of color through candid conversations with real-time responses to cultural events. These raw, unfiltered chats created a space for employees to share their perspectives. The program has since expanded to advance overall inclusion efforts. Released throughout the year, “Do Not Disturb” episodes include “Black Did That,” a celebration of Black culture; “PRIDE: An Open Conversation,” a live event with a panel of advocates and members of a local LGBTQ+ organization; and “Conversation to Create Change,” on how to become allies for people with disabilities.


Retaining the Best

Omnicom Media Group (OMG)

OMG Mentor Circles helps diverse employees build connections, gain deeper insights into the organization and refine their skills. Mentor Circles assigns a senior leader to two to five mentees for career coaching. These small groups meet regularly for three months, giving mentees access to C-suite leaders across the network. The mentees also have an opportunity to build camaraderie in their cohort. Mentor Circles has received overwhelmingly positive feedback and is a critical component of OMG’s efforts to support a thriving, diverse workforce.