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pubmatic case study
PubMatic Advanced Its Diversity and Inclusion Efforts Globally By Partnering With Unsiloed
“I feel very comfortable as a senior member of this organization handing the reins over to Love because I trust her with our employee experience, with our culture, and with our company.”
Lorrie Dougherty, SVP Human Resources
PubMatic is a technology company that powers digital advertising transactions. It has 548 employees spanning 14 global offices. As Chief Marketing Officer Johanna Bauman explained, ad tech is a “fast-paced, ever-changing” industry.
To thrive in that type of environment, innovation is a must. “Enabling and welcoming diversity of thought, diversity of experience, and different perspectives will really allow us to be a much more innovative company,” Johanna said. “
That will be a major competitive advantage for PubMatic.” But like many other ad tech companies, PubMatic faced a daunting challenge.
“The Ad Tech Industry is Very Homogeneous.”
The technology sector—and ad tech in particular—has beencalled out over the years as being homogenous. “Not only is the ad tech sector heavily Asian and heavily white, but it’s alsoheavily male,” said Lorrie Dougherty, Senior Vice President ofGlobal Human Resources.
Having a homogenous workforce has presented challenges for PubMatic. It has affected the company’s ability to acquire top talent and make the most of its current talent.
In 2017, PubMatic committed to creating a workforce that isdiverse, inclusive, and equal. One piece of that commitment was inclusive hiring.
“We are very prescriptive about creating a diverse candidate pool and sourcing diverse candidates,” Lorrie said.
“We train managers and teams how to facilitate unbiased,inclusive interviews.” On the back of those efforts, racial diversity has grown, and more women have joined the company.
A data-driven company through and through, numbers informPubMatic’s approach to everything. Diversity and inclusion is no exception.
“We’ve analyzed and reported on our D+I efforts and metricssince 2017,” Johanna said. Reports highlight racial and gender representation plus programs implemented to improve representation.
“We noticed there were still some apparent gaps in representation.”
While keeping a close eye on its global D+I statistics, PubMatic unearthed a problem.
“We’ve noticed that there are still some apparent gaps inrepresentation among our workforce,” Johanna said, “including the need for greater representation of minority identities and females atall levels, including in senior leadership.”
2020’s difficult sociopolitical climate made taking swift action a must.
“The violent acts of systemic racism that happened last year with the death of George Floyd, Brianna Taylor, and everything that we were seeing, our employees were reacting to that,” Lorrie explained.
“We felt the need to do more than we already were.”
Ivanna Herbert, Associate Manager of Human Resources, notedthat employees wanted to see PubMatic take more action:“
When it comes to diversity and inclusion, they wanted a space where they could feel safe and speak about any issues that theywere having.”
“The Ad Tech Industry is Very Homogeneous.”
The technology sector—and ad tech in particular—has beencalled out over the years as being homogenous. “Not only is the ad tech sector heavily Asian and heavily white, but it’s alsoheavily male,” said Lorrie Dougherty, Senior Vice President ofGlobal Human Resources.
Having a homogenous workforce has presented challenges for PubMatic. It has affected the company’s ability to acquire top talent and make the most of its current talent.
In 2017, PubMatic committed to creating a workforce that isdiverse, inclusive, and equal. One piece of that commitment was inclusive hiring.
“We are very prescriptive about creating a diverse candidate pool and sourcing diverse candidates,” Lorrie said.
“We train managers and teams how to facilitate unbiased,inclusive interviews.” On the back of those efforts, racial diversity has grown, and more women have joined the company.
A data-driven company through and through, numbers informPubMatic’s approach to everything. Diversity and inclusion is no exception.
“We’ve analyzed and reported on our D+I efforts and metricssince 2017,” Johanna said. Reports highlight racial and gender representation plus programs implemented to improve representation.
“We noticed there were still some apparent gaps in representation.”
While keeping a close eye on its global D+I statistics, PubMatic unearthed a problem.
“We’ve noticed that there are still some apparent gaps inrepresentation among our workforce,” Johanna said, “including the need for greater representation of minority identities and females atall levels, including in senior leadership.”
2020’s difficult sociopolitical climate made taking swift action a must.
“The violent acts of systemic racism that happened last year with the death of George Floyd, Brianna Taylor, and everything that we were seeing, our employees were reacting to that,” Lorrie explained.
“We felt the need to do more than we already were.”
Ivanna Herbert, Associate Manager of Human Resources, notedthat employees wanted to see PubMatic take more action:“
When it comes to diversity and inclusion, they wanted a space where they could feel safe and speak about any issues that theywere having.”
Innovation needs unsiloed communication and collaboration
When you nurture psychological safety for all, ideas and engagement abound and everyone wins.Discover how our 5D Unsiloed approach makes it easier to do just that.
