The Employee Assistance Program (EAP) The EAP provides you and eligible family members with free and confidential counselling and support through counselling that is offered virtually or in-person. In addition, educational resources and referrals are available for many topics, including:

• Managing stress and life changes

• Surviving the loss of a loved one

• Managing workplace pressure

• Improving esteem and confidence

• Career success

• Referrals to local financial or legal resources

• Parenting

• Improving relationships and couples support

• Maintaining physical health

• Pursuing personal interests

We have incorporated the use of pronouns within our workstreams. The PRIDE community is planning to host a seminar on the value and importance of the use of pronouns. As for the daily life of trans people, we want to be respectful of each individual’s lived experience. We have already and are continuing to put measures in place to foster a safe environment for all, including the following:

• Focusing on the use of correct pronouns for each individual

• Moving to nonbinary bathrooms (on our official return to the office full time)

• Hosting safe spaces and town halls for communities to speak their truths

• Publishing a newsletter that elevates the voices of our communities

Ogilvy offers a holiday calendar of days observed across our organization. In addition, we offer every employee three extra personal days that can be used to celebrate holidays of their choice.

As a global network, Ogilvy values the diverse thinking and countless contributions that immigrants offer. In some cases, we may be able to support efforts to obtain a work vias or permit, depending upon location and role. We offer an entry-level Associates program, which we are proud to say in 2021 was our most diverse ever, with immigrants constituting 50 percent of the candidates. Also, our Imagine community has groups dedicated to supporting our immigrant employees—get the full list[CS1] .

First, know that we take these violations seriously. As stated in our Right To Speak [CS1] policy, Ogilvy does not tolerate any form of harassment, racism, or discrimination by our employees, clients, or partners. This includes, but is not limited to, use of racist language, slurs, displays of offensive material, bullying, discriminatory acts of exclusion, or microaggressions. 

All reports of unjust behavior will be investigated and dealt with accordingly, with potential results up to and including terminating employment and ending client/partner engagements. Additionally, we’re committing to continuous education and training, especially around understanding about race and inequality. We aim to de-bias our company culture and re-prioritize empathy through ongoing anti-racism and unconscious bias training, as well as through implementing an insightful microaggressions training program for our employees and clients. Ogilvy employees also have access to our strong communities[CS2] , where they can find a mentor to serve as a sounding board and champion beyond their own manager.

We encourage a culture of integrity and transparency, where our people, partners, and stakeholders can feel confident in having somewhere to raise concerns. We operate a zero-tolerance policy for retaliatory behavior against individuals reporting concerns.

If you experience or hear about any behavior which goes against our company culture or Codes of Conduct, please call our Right To Speak helpline, a free, confidential support line that allows employees, freelancers, suppliers, consultants and other third parties to raise their concerns anonymously and confidentially.

Right to Speak is operated independently by NAVEX Global, a trusted third-party provider unrelated to Ogilvy or our parent company, WPP, and it allows you to either report concerns anonymously, or to provide whatever details you are comfortable offering.