At Serino Coyne, we believe that diversity, equity and inclusion should take center stage.
We value a more inclusive and welcoming workplace. We have always strived — but not always succeeded — to put that passion into action.
Now we are amplifying and focusing our efforts anew. Our priority is to ensure our plans are sustainable and truly equitable. We are taking action today, while also ensuring that we create internal structures to hold ourselves to account for long-term, institutional change.
The singular greatest asset of Serino Coyne is our staff, and our colleagues deserve and will thrive in a more inclusive and equitable culture. Our efforts will further serve to amplify and reflect the work that many on our team are already doing in their own communities. Achieving our DE&I goals also has a significant positive impact on the work we do. Our work becomes more authentic, which makes it more trustworthy — and that makes it more successful for our clients and partners. We are a better agency in every way when we make progress in the areas of Diversity, Equity and Inclusion.
We've organized our efforts under the purview of three committees responsible for: Recruitment & Retention, Internal Environment, and Community Outreach. Each committee has created goals and metrics by which we can measure our work and progress in each area. Committee chairs, along with an agencywide DE&I lead, and executive management form a steering committee that oversees the work happening across all three focus areas. We believe this is a structure that will help to foster long-term and lasting change.
Some goals already established within our three focus areas include:
Broaden talent networks to recruit from a more diverse employee pool. That means expanding the outlets where we post job openings; partnering with local and national groups that support underrepresented professionals; participating in more job fairs; and defining clear numerical goals toward talent diversification.
Reimagine our recruitment materials so they welcome everyone, without biased language or visuals.
Refine and formalize hiring practices to create an experience that objectively evaluates each candidate against job criteria and does so in a way that's consistent for all prospective employees. Interviewers and others who consider resumes will be trained on best practices regarding unconscious bias in the hiring process.
Provide employees with meaningful opportunities for career and personal growth, including industry training and educational courses.
We will establish an internal mentorship program for junior staff and will outline a clearer understanding for various paths of growth. Our employee review process will be updated to include more clearly defined goals, including meaningful involvement in the agency’s DE&I initiatives.
Engage with local BIPOC youth to provide early education and exposure to advertising and the arts. We will create an education program with local schools that concentrate on marketing and the arts, and host workshops for students interested in careers in the fields.
Create and cultivate industry relationships/mentorships. Expanding upon our past work like the NYU Tisch Women’s Mentorship Program in partnership with Serino Coyne, develop programs catering to BIPOC undergraduates, including an internship program for undergraduates at HBCUs.
Amplify stories of our employees and the arts and marketing industries through our communications channels during moments that celebrate culture, identity, and heritage.
Develop industry-wide initiatives that connect arts communities and their employees, such as a working moms resource group being created in partnership with The Broadway's Women's Alliance. We will also partner with other Omnicom agencies to launch a mentorship program for BIPOC entry/mid-level professionals new to advertising.
Expanding upon our past work with organizations such as the Broadway Inspirational Voices or for the promotion of community health resources provided by The Actors Fund, we will provide pro bono access to our services to BIPOC and underserved theater artists and organizations.
Foster a company culture where every voice is welcomed, respected and celebrated. That includes a plan to celebrate cultural and historical moments for employees and creating culture guidelines that foster respect in the workplace.
Make sure every voice is heard by holding quarterly discussion groups and an online forum where employees can share articles and other findings about practices and policies regarding DE&I.
Educate and train employees on how to foster an inclusive and equitable workplace by implementing required training programs for all employees.
Provide organized spaces for employees to connect and share with colleagues, including employee resource groups, a multimedia club and a peer-to-peer get-to-know-you coffee club.
Provide a working space that is accessible and inclusive, with an eye toward seating for all body types, gender-neutral bathrooms, lactation rooms for moms and other infrastructure needs.
Regularly survey our staff to gather candid feedback related to issues relating to DE&I.
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