ESGBERT/base_data · Datasets at Hugging Face

sentence stringlengths 1 23.5k ⌀
• Supported the UN Sustainable Development Goals (SDGs) and our local communities through client and pro bono work, along with volunteer contributions from our agencies across the globe.
• Omnicom agencies quickly mobilized to source and send supplies to Ukraine.
More than Australia, Sweden, Dubai and Portugal) have been made available to employees from Ukraine.
Grew our OPEN Leadership Team to nearly leader for each network and practice area reporting directly to their CEO.
• Launched "Roleseeker" to expand career mobility for Omnicom employees.
• Strengthened our commitment to the disability community by signing on as one of the Iconic The Valuable 500.
Expanded parental leave, caregiver and family forming benefits to better support employees’ diverse family needs.
• Reduced energy use by 20% reduction by 2023.
• Increased use of electricity from renewable sources globally to exceeding our goal to reach 20% by 2023.
9 https://csr.omnicomgroup.com/ People Our people are fundamental to the impact we make at Omnicom due to their work with clients and efforts in communities around the world.
Their relentless creativity, integrity and determination define who we are as a company and set us apart from the competition.
During a time when the war for talent was fierce, we were more driven than ever to create industry-leading working environments that reinforce our people’s sense of belonging, growth, health and well-being.
, we’re relentlessly pursuing opportunities to strengthen diversity, equity and inclusion (DE&I) within our organization.
It guides our improvement efforts and helps us turn our words into meaningful actions.
Since the launch of OPEN clients and communities.
While we are proud of this progress, we know there is still much more work to be done.
Our 2021 DE&I Report: Responsibly Relentless: Equity for All.
https://csr.omnicomgroup.com/ https://csr.omnicomgroup.com/ In our 2021 DE&I Report, we announced publicly five key performance indicators (KPIs).
These KPIs measure our progress against the Four Tenets and Eight Actions of OPEN 2.0.
Every Omnicom agency is required to determine specific actions, with deadlines, to advance these KPIs.
Executive compensation at Omnicom and its agencies are determined, in part, by how well we fulfill them.
• Expanded the global reach of our existing ERGs, OPEN Pride and OPEN DisAbility.
Making authentic and enduring changes to our culture takes all of us, especially in an established company like Omnicom.
Strengthening our culture requires engagement, resolve and buy-in throughout the organization.
We have more than 40 leaders whose full-time job is to advance DE&I.
To foster an inclusive and engaging work environment, Omnicom also has six global employee resource groups (ERGs) designed to embrace intersectionality, cross-cultural dialogue and community support.
The ERGs are an environment for employee communities and allies to learn together, develop on-the-job skills, and engage in fellowship and candid dialogue.
To center DE&I throughout our business, we’ve developed a shared language through training initiatives.
Our executive and agency leadership teams have participated in live, facilitated conversations and trainings on inclusive leadership.
In asked to complete an online DE&I training course that addressed some of our society’s toughest challenges, such as unconscious bias and micro inequities.
As an organization, we’re deeply committed to attracting and recruiting the next generation of communicators and leaders.
Through our OPEN Exchange Program, we share recruiting initiatives and leverage DE&I efforts across the agency network.
We have also created a series of collaborative community partnerships with universities, multicultural student programs, nonprofit organizations and historically Black colleges and universities (HBCUs).
We see collaboration as a framework to advance our DE&I initiatives effectively and efficiently.
We know that we’re better when we work together.
Through proactive solutions, Omnicom agencies have pushed boundaries and broadened perspectives.
For example, our with Adobe challenged Omnicom agencies to design applications to drive DE&I efforts throughout the organization.
We also see our role as a connector to our clients.
We launched Omnicom’s Diverse Content Creators Network to build a pathway for clients to access diverse content from Asian, Black, LatinX and LGBTQIA+ creators with ease.
We know that in a diverse and multicultural world, companies that fail to fully embrace inclusion risk alienating key stakeholders and losing a business advantage.
To embed DE&I principles in the beginning of a client relationship, we created our Inclusion from the Start framework.
We built this initiative to elevate the right voices, provoke new thinking and challenge the status quo.
Omnicom also established a client DE&I Communications Program to regularly update clients by creating a library of OPEN clients detailing our progress against our DE&I goals.
Additionally, we identified global, specialized DE&I client counselors to advise clients on DE&I strategy.
This bespoke DE&I Council offers timely perspective and relevant approaches to apply DE&I to current client work.
Omnicom also launched our first OPEN DE&I Client Summit, where we highlighted our clients’ DE&I work and lessons learned during a two-day series of virtual panel discussions.
Across Omnicom, we are committed to creating, producing and launching initiatives where we can share insights, information and perspectives.
In Development Council (NMSDC) – America's most influential and successful minority business development organization.
To expand opportunities for creators of color and offer OMG clients a new channel for diverse investment, we established a grant program and will offer access to OMG’s comprehensive media and advertising education program in the NMSDC Academy.
Our partnerships with nonprofits committed to DE&I, such as GLAAD and ADCOLOR, help Omnicom affect farreaching change in new and exciting ways.
We can deepen our knowledge, as well as contribute to the collective good, through our work with these community-focused organizations.
For example, we strengthened our commitment to the disability community by signing on as one of the Iconic The Valuable 500.
We are currently collaborating with consumer goods giant P&G and The Valuable to audit their customer journeys, identify the barriers and optimize them to be more inclusive of people with disabilities.
We are also participating in Generation Valuable, a mentorship program by The Valuable employees with a C-suite level mentor within the organization.
The breadth and depth of Omnicom agencies and their respective expertise represents boundless opportunities for our people to grow, develop and thrive in their careers.
In efforts to provide both virtual and in-person opportunities for continued learning and development across our global network.
Training and Development Excellent, top-notch engagement across the board.
Feeling lucky to have received this time to reflect, learn and grow with the best.
OMNICOM UNIVERSITY Omnicom University is a preeminent management and leadership program, with curriculum based on the Harvard Business School case study method and led by professors from Harvard Business School and the IESE Business School in Spain.
In the across two continents with more than 3,500 global alumni.
Our commitment to providing development opportunities for rising leaders continued even as the COVID-19 pandemic adjusted in-person plans.
In first fully virtual Omnicom University programs with more than 300 participants from more than 20 countries.
Senior Management Undergraduate and Graduate Programs (SMP) – SMP is an invitation-only, two-year commitment for the most senior executives in the company.
Students attend a six-day Undergraduate Program focused on leading-edge management thinking, followed by a four-day Graduate Program one year later.
Senior Management Postgraduate Program – A four-day Postgraduate Program is offered to SMP graduates to reinforce concepts and build upon the enthusiasm experienced in the original SMP program.
Advanced Management Program (AMP) – AMP is a three-day immersive training experience for future leaders and rising stars throughout Omnicom that teaches the core principles of managing a professional service firm.
Three AMPs are taught each fall: two in the United States and one in Europe.
Agency Leadership Program (ALP) – ALP is a hands-on course designed for relatively new leaders running an office, a large account or team.
Every time I leave an Omnicom University program, I feel as though I've left behind an old bit of me, and found someone new.
I leave reignited, reenergized, ready to be better, do better as a leader.
In its inaugural year, OMG Accelerate brought together nearly over the course of six months.
Participants tackled organizational challenges with the help of their peers, senior mentors, and a variety of high caliber internal and external speakers.
With and 25 speakers, OMG Accelerate is uniquely designed to equip participants with the skills and network required to lead the agency of the future.
As a result, the engagement scores of OMG Accelerate participants, which includes their happiness at work and their willingness to recommend their agency as a great place to work, are over average OMG population.
Moving forward OMG Accelerate will be offered every other year, and the new OMG Ignite will be offered every year.
DDB: THE PHYLLIS INDIA PROJECT Named after the legendary Phyllis Robinson, DDB’s first copywriter and the first female copy chief in U.S. history, the Phyllis India Project is a training and mentorship program that drives professional growth and helps women thrive in leadership roles.
As a localized version of DDB’s global program, the Phyllis India Project was launched by DDB Mudra with the fundamental belief that real change requires consistent effort.
The program is built around four key pillars: personalized mentoring, professional training, inspiration and community building.
The program includes training modules and fireside chats on key topics such as balancing motherhood and a career, overcoming imposter syndrome, courage and self-belief and making your voice heard.
The Phyllis India Project kicked off in 2020 with 19 participants.
Since its launch, the project has hosted engagements and facilitated more than 120 mentoring conversations.
A long-standing priority at Omnicom has been to attract, retain and develop the best talent in the industry.
Part of our commitment to our people is to offer a work experience that supports the growth and expansion of their career.
With this in mind, we launched Roleseeker in 2021 in the United States.
This initiative provides employees access to information about open job opportunities across our network of agencies.
Employees may explore an opportunity at another Omnicom company without being required to inform their current agency or manager.
The search for a different opportunity within Omnicom will not negatively impact an employee’s current employment situation.
The process, including applications, interviews, reference checks and offers, will be managed in the same manner as with any job hire.
In users to self-identify the information about themselves they want to share, such as race, gender and ethnicity, to help them develop a personalized plan for their professional progress.
Cariloop is an online support platform designed to help our employees find the caregivers they need.
This care support benefit offers employees a dedicated partner in addressing the challenges of caregiving, whether it’s for themselves, their children or other loved ones.
We’ve also partnered with Carrot, an organization focused on making high-quality fertility care more accessible, to offer new family forming benefits for all U.S. employees.
These include assistance with fertility and infertility treatments, adoption, foster care, surrogacy and cryopreservation.
A dedicated care team to provide personalized guidance.
• Pregnancy and maternity services, including midwives and doulas.
• Unlimited, free virtual visits with Carrot’s family forming experts, including reproductive endocrinologists, urologists, adoption experts, LGBTQIA+ family forming experts and more.
We also added Health and Welfare Benefits that are responsive to our LGBTQIA+ community and expand on our existing comprehensive offerings, which include domestic partner coverage, health benefits, gender affirming benefits, emotional health, family support, family care and financial health. Health and Well-being The health and well-being of our people is always our top priority at Omnicom.
In focus on supporting employees’ healthcare, families and mental health.
To that end, Omnicom continues to expand our range of comprehensive and quality benefits to support our employees’ diverse and evolving wellness needs.
Effective Jan. providing employees who have been with Omnicom for at least one year the opportunity to enjoy 10 weeks of paid parental leave, in addition to applicable short-term disability benefits.

• Supported the UN Sustainable Development Goals (SDGs) and our local communities through client and pro bono work, along with volunteer contributions from our agencies across the globe.

• Omnicom agencies quickly mobilized to source and send supplies to Ukraine.

More than Australia, Sweden, Dubai and Portugal) have been made available to employees from Ukraine.

Grew our OPEN Leadership Team to nearly leader for each network and practice area reporting directly to their CEO.

• Launched "Roleseeker" to expand career mobility for Omnicom employees.

• Strengthened our commitment to the disability community by signing on as one of the Iconic The Valuable 500.

Expanded parental leave, caregiver and family forming benefits to better support employees’ diverse family needs.

• Reduced energy use by 20% reduction by 2023.

• Increased use of electricity from renewable sources globally to exceeding our goal to reach 20% by 2023.

9 https://csr.omnicomgroup.com/ People Our people are fundamental to the impact we make at Omnicom due to their work with clients and efforts in communities around the world.

Their relentless creativity, integrity and determination define who we are as a company and set us apart from the competition.

During a time when the war for talent was fierce, we were more driven than ever to create industry-leading working environments that reinforce our people’s sense of belonging, growth, health and well-being.

, we’re relentlessly pursuing opportunities to strengthen diversity, equity and inclusion (DE&I) within our organization.

It guides our improvement efforts and helps us turn our words into meaningful actions.

Since the launch of OPEN clients and communities.

While we are proud of this progress, we know there is still much more work to be done.

Our 2021 DE&I Report: Responsibly Relentless: Equity for All.

https://csr.omnicomgroup.com/ https://csr.omnicomgroup.com/ In our 2021 DE&I Report, we announced publicly five key performance indicators (KPIs).

These KPIs measure our progress against the Four Tenets and Eight Actions of OPEN 2.0.

Every Omnicom agency is required to determine specific actions, with deadlines, to advance these KPIs.

Executive compensation at Omnicom and its agencies are determined, in part, by how well we fulfill them.

• Expanded the global reach of our existing ERGs, OPEN Pride and OPEN DisAbility.

Making authentic and enduring changes to our culture takes all of us, especially in an established company like Omnicom.

Strengthening our culture requires engagement, resolve and buy-in throughout the organization.

We have more than 40 leaders whose full-time job is to advance DE&I.

To foster an inclusive and engaging work environment, Omnicom also has six global employee resource groups (ERGs) designed to embrace intersectionality, cross-cultural dialogue and community support.

The ERGs are an environment for employee communities and allies to learn together, develop on-the-job skills, and engage in fellowship and candid dialogue.

To center DE&I throughout our business, we’ve developed a shared language through training initiatives.

Our executive and agency leadership teams have participated in live, facilitated conversations and trainings on inclusive leadership.

In asked to complete an online DE&I training course that addressed some of our society’s toughest challenges, such as unconscious bias and micro inequities.

As an organization, we’re deeply committed to attracting and recruiting the next generation of communicators and leaders.

Through our OPEN Exchange Program, we share recruiting initiatives and leverage DE&I efforts across the agency network.

We have also created a series of collaborative community partnerships with universities, multicultural student programs, nonprofit organizations and historically Black colleges and universities (HBCUs).

We see collaboration as a framework to advance our DE&I initiatives effectively and efficiently.

We know that we’re better when we work together.

Through proactive solutions, Omnicom agencies have pushed boundaries and broadened perspectives.

For example, our with Adobe challenged Omnicom agencies to design applications to drive DE&I efforts throughout the organization.

We also see our role as a connector to our clients.

We launched Omnicom’s Diverse Content Creators Network to build a pathway for clients to access diverse content from Asian, Black, LatinX and LGBTQIA+ creators with ease.

We know that in a diverse and multicultural world, companies that fail to fully embrace inclusion risk alienating key stakeholders and losing a business advantage.

To embed DE&I principles in the beginning of a client relationship, we created our Inclusion from the Start framework.

We built this initiative to elevate the right voices, provoke new thinking and challenge the status quo.

Omnicom also established a client DE&I Communications Program to regularly update clients by creating a library of OPEN clients detailing our progress against our DE&I goals.

Additionally, we identified global, specialized DE&I client counselors to advise clients on DE&I strategy.

This bespoke DE&I Council offers timely perspective and relevant approaches to apply DE&I to current client work.

Omnicom also launched our first OPEN DE&I Client Summit, where we highlighted our clients’ DE&I work and lessons learned during a two-day series of virtual panel discussions.

Across Omnicom, we are committed to creating, producing and launching initiatives where we can share insights, information and perspectives.

In Development Council (NMSDC) – America's most influential and successful minority business development organization.

To expand opportunities for creators of color and offer OMG clients a new channel for diverse investment, we established a grant program and will offer access to OMG’s comprehensive media and advertising education program in the NMSDC Academy.

Our partnerships with nonprofits committed to DE&I, such as GLAAD and ADCOLOR, help Omnicom affect farreaching change in new and exciting ways.

We can deepen our knowledge, as well as contribute to the collective good, through our work with these community-focused organizations.

For example, we strengthened our commitment to the disability community by signing on as one of the Iconic The Valuable 500.

We are currently collaborating with consumer goods giant P&G and The Valuable to audit their customer journeys, identify the barriers and optimize them to be more inclusive of people with disabilities.

We are also participating in Generation Valuable, a mentorship program by The Valuable employees with a C-suite level mentor within the organization.

The breadth and depth of Omnicom agencies and their respective expertise represents boundless opportunities for our people to grow, develop and thrive in their careers.

In efforts to provide both virtual and in-person opportunities for continued learning and development across our global network.

Training and Development Excellent, top-notch engagement across the board.

Feeling lucky to have received this time to reflect, learn and grow with the best.

OMNICOM UNIVERSITY Omnicom University is a preeminent management and leadership program, with curriculum based on the Harvard Business School case study method and led by professors from Harvard Business School and the IESE Business School in Spain.

In the across two continents with more than 3,500 global alumni.

Our commitment to providing development opportunities for rising leaders continued even as the COVID-19 pandemic adjusted in-person plans.

In first fully virtual Omnicom University programs with more than 300 participants from more than 20 countries.

Senior Management Undergraduate and Graduate Programs (SMP) – SMP is an invitation-only, two-year commitment for the most senior executives in the company.

Students attend a six-day Undergraduate Program focused on leading-edge management thinking, followed by a four-day Graduate Program one year later.

Senior Management Postgraduate Program – A four-day Postgraduate Program is offered to SMP graduates to reinforce concepts and build upon the enthusiasm experienced in the original SMP program.

Advanced Management Program (AMP) – AMP is a three-day immersive training experience for future leaders and rising stars throughout Omnicom that teaches the core principles of managing a professional service firm.

Three AMPs are taught each fall: two in the United States and one in Europe.

Agency Leadership Program (ALP) – ALP is a hands-on course designed for relatively new leaders running an office, a large account or team.

Every time I leave an Omnicom University program, I feel as though I've left behind an old bit of me, and found someone new.

I leave reignited, reenergized, ready to be better, do better as a leader.

In its inaugural year, OMG Accelerate brought together nearly over the course of six months.

Participants tackled organizational challenges with the help of their peers, senior mentors, and a variety of high caliber internal and external speakers.

With and 25 speakers, OMG Accelerate is uniquely designed to equip participants with the skills and network required to lead the agency of the future.

As a result, the engagement scores of OMG Accelerate participants, which includes their happiness at work and their willingness to recommend their agency as a great place to work, are over average OMG population.

Moving forward OMG Accelerate will be offered every other year, and the new OMG Ignite will be offered every year.

DDB: THE PHYLLIS INDIA PROJECT Named after the legendary Phyllis Robinson, DDB’s first copywriter and the first female copy chief in U.S. history, the Phyllis India Project is a training and mentorship program that drives professional growth and helps women thrive in leadership roles.

As a localized version of DDB’s global program, the Phyllis India Project was launched by DDB Mudra with the fundamental belief that real change requires consistent effort.

The program is built around four key pillars: personalized mentoring, professional training, inspiration and community building.

The program includes training modules and fireside chats on key topics such as balancing motherhood and a career, overcoming imposter syndrome, courage and self-belief and making your voice heard.

The Phyllis India Project kicked off in 2020 with 19 participants.

Since its launch, the project has hosted engagements and facilitated more than 120 mentoring conversations.

A long-standing priority at Omnicom has been to attract, retain and develop the best talent in the industry.

Part of our commitment to our people is to offer a work experience that supports the growth and expansion of their career.

With this in mind, we launched Roleseeker in 2021 in the United States.

This initiative provides employees access to information about open job opportunities across our network of agencies.

Employees may explore an opportunity at another Omnicom company without being required to inform their current agency or manager.

The search for a different opportunity within Omnicom will not negatively impact an employee’s current employment situation.

The process, including applications, interviews, reference checks and offers, will be managed in the same manner as with any job hire.

In users to self-identify the information about themselves they want to share, such as race, gender and ethnicity, to help them develop a personalized plan for their professional progress.

Cariloop is an online support platform designed to help our employees find the caregivers they need.

This care support benefit offers employees a dedicated partner in addressing the challenges of caregiving, whether it’s for themselves, their children or other loved ones.

We’ve also partnered with Carrot, an organization focused on making high-quality fertility care more accessible, to offer new family forming benefits for all U.S. employees.

These include assistance with fertility and infertility treatments, adoption, foster care, surrogacy and cryopreservation.

A dedicated care team to provide personalized guidance.

• Pregnancy and maternity services, including midwives and doulas.

• Unlimited, free virtual visits with Carrot’s family forming experts, including reproductive endocrinologists, urologists, adoption experts, LGBTQIA+ family forming experts and more.

We also added Health and Welfare Benefits that are responsive to our LGBTQIA+ community and expand on our existing comprehensive offerings, which include domestic partner coverage, health benefits, gender affirming benefits, emotional health, family support, family care and financial health. Health and Well-being The health and well-being of our people is always our top priority at Omnicom.

In focus on supporting employees’ healthcare, families and mental health.

To that end, Omnicom continues to expand our range of comprehensive and quality benefits to support our employees’ diverse and evolving wellness needs.

Effective Jan. providing employees who have been with Omnicom for at least one year the opportunity to enjoy 10 weeks of paid parental leave, in addition to applicable short-term disability benefits.