At HUNTER, we believe in creating a culture of belonging where everyone can thrive. We are a community energized by the hunt for opportunities that allow us to evolve, grow and be better together. This progress often takes us out of our comfort zone – provoking thought, encouraging discussion, sharing beliefs, disagreeing, and agreeing. Empowering our staff and celebrating their differences helps power our work that matters, whether that is work for our clients or for our agency.

The public relations field started as a rather homogenous industry which has had long-lasting implications on both agency life and the work. As we continue our DEI journey, we are committed to diversifying our agency racially, ethnically, and culturally to influence our creativity and innovation. We embrace our employees’ differences in age, race, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, religion, sexual orientation, socio-economic status, and other characteristics that make us unique.

Diversify the agency’s recruitment practices to expand the talent that serves HUNTER and our partners every day

• Create a pipeline for diverse talent including 4As MAIP, Diversity Action Alliance and minority-serving higher education institutions.
• Optimize recruitment practices to ensure an equitable interview, hiring, and onboarding experience for all new hires and communicate agency positions to diverse applicants.

Educate, train, and provide professional and personal development opportunities for our staff in IDEA (Inclusion, Diversity, Equality & Accessibility)

• Provide ongoing professional development and training on topics such as microaggressions, unconscious bias, and inclusive leadership.
• Leverage our IDEA Action Group who are dedicated to engaging staff in courageous conversations, advocacy, allyship and community building.
• Publish an agency-wide monthly Diversity in Action Newsletter that covers a wide range of DEI topics and highlights the cultural moments important to our staff.
• Institute mentoring circles for staff members at all levels to participate in and grow professionally.
• Establish Employee Resource Groups to create community through personal and professional interactions based on identity (HUNTER Pride, HUNTER Parents, BIPOC HUNTERs)

Establish internal metrics to create shared goals and measure DEI progress while providing regular progress reports to staff, leadership, and stakeholders

• Administer yearly DEI Survey to assess program efficacy and staff engagement.
• Collaborate with organizations such as the Diversity in Action Alliance to contribute data for the continuous improvement for people of color in the Public Relations and Communications industry.

Institute partnerships and support local community organizations

• Work with organizations that aim to end food inequality for historically marginalized communities.
• Establish a volunteer program to work with local high school students to engage them in media education and professional development, creating a pipeline for talent into the industry.
• Review supplier diversity for vendors and businesses we source goods from, particularly to increase suppliers from women owned, BIPOC owned, and locally owned businesses in New York City, Los Angeles, and London.