Human Rights Policy

At Interpublic Group (IPG), all of our companies take pride in our high ethical
standards. We have built this culture by adhering to a set of values centered around
respect for every individual and appreciation for universal principles of human rights.

As a company responsible for creating some of the world’s most iconic marketing
campaigns, we have a special obligation to ensure that the work we do and how we
deliver it supports the long-term well-being of our communities.

This Policy serves as a statement of our commitment to the highest ethical standards
and fulfillment of our social responsibilities. It applies to all companies in the IPG
network around the world, to our employees and to our suppliers.

IPG will take appropriate corrective action (up to and including termination) in the
event of any violation of this Policy.

GOVERNANCE & OVERSIGHT COMMITMENT

Oversight and enforcement of the Human Rights Policy As a company built on values, IPG continuously
are the responsibility of IPG senior management. implements a purpose-driven strategy. This aligns with
our role as a member of the Business Roundtable and
The IPG Board of Directors reviews and considers the as a signatory to its 2019 Statement on the Purpose
implications of social responsibility issues that affect of a Corporation, which commits CEOs to lead
the Company, including human rights. More specifically, their companies for the benefit of all stakeholders –
the Board’s Corporate Governance and Social customers, employees, suppliers, communities and
Responsibility Committee oversees issues of global shareholders.
corporate citizenship and social responsibility, including
human rights, and makes recommendations to the full IPG takes these principles further through various global
Board regarding the Company’s policies and practices initiatives. IPG’s approach to human rights is guided
on these issues. by international standards and principles including the
United Nations (UN) Guiding Principles on Business
Other company policies related to human rights include and Human Rights; the UN Universal Declaration
IPG’s Code of Conduct, Supplier Code of Conduct of Human Rights; the UN International Covenant
(SP&P 382), Sustainability Policy (SP&P 121) and Anti- on Civil and Political Rights; the UN International
Harassment and Equal Opportunity Policy (SP&P 400). Covenant on Economic, Social and Cultural Rights;
and various International Labour Organization (ILO)
conventions.

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Additionally, in October 2015, IPG became a participant IPG respects the relevant ILO conventions and principles
in the UN Global Compact. IPG is committed to the on Minimum Age (C138) and Worst Forms of Child
Compact’s Ten Principles on human rights, labor, Labour (C182).
environment, and anti-corruption, and we agree to
Providing fair and humane working conditions: IPG is
uphold these principles. The initiative encourages
committed to labor practices that ensure respectful and
companies to align strategies and operations with
ethical treatment of workers and promote conditions
these universal principles, and to report annually on the
through which workers can earn fair wages in safe and
actions the company takes to advance these societal
healthy workplaces with humane conditions. Employees
goals. IPG completes this reporting on an annual
and suppliers must comply with the relevant laws where
basis. IPG has also adopted the UN Global Compact’s
they operate.
Women’s Empowerment Principles (WEPs).
Preventing cruel, inhuman, or degrading treatment
IPG also engages in work that supports the UN
and harassment: To promote a safe workplace, we
Sustainable Development Goals (SDGs). These
must never tolerate or engage in any form of violence.
17 global goals are part of the 2030 Agenda for
“Violence” includes threats or acts of violence,
Sustainable Development, which is grounded in
intimidation or attempts to instill fear in others. Physical,
international human rights law and advances various
verbal or psychological abuse or discipline and the
aspects of human rights for all people around the world.
threat of physical abuse, sexual, other harassment and
Guided by the human rights principles and frameworks forms of intimidation are prohibited.
mentioned above, IPG makes specific commitments in
Ensuring health and safety: We are committed to
the following areas:
providing high standards of safety and protection for
Modern slavery and forced labor: IPG strictly commits workers. All entities providing work on behalf of IPG
to using voluntary labor only. The use of forced labor, must fully comply with all applicable laws, regulations,
whether in the form of indentured labor, bonded labor, practices and procedures designed to promote
prison labor or any other behavior constituting modern workplace health safety and report unsafe working
slavery or servitude, is prohibited. Engaging in human conditions immediately. Adequate steps shall be taken
trafficking is prohibited in any part of our business to minimize the causes of hazards inherent in the
or supply chain. Workers should not be required to working environment.
lodge “deposits” or their identity papers with their
Working hours and overtime: IPG does not require
employer, and they are free to leave their employer after
employees to work more than the maximum hours
reasonable notice without penalty.
of daily labor set by applicable local laws or policy.
IPG respects the relevant principles of the ILO’s Overtime work is compensated in accordance with local
Forced Labour Convention and its 2014 Protocol on laws and regulations. Additionally, IPG’s Supplier Code
the effective and sustained suppression of forced or of Conduct prohibits suppliers from requiring workers
compulsory labor (P029). to work more than the maximum hours of daily labor
set by local laws, and it requires suppliers to ensure
Child labor: To ensure we do not use any form of that overtime is paid in accordance with local laws and
child labor, IPG strictly complies with all local minimum regulations.
working age laws and requirements, and requires
that employees shall not be younger than 16 years IPG respects the relevant principles of the ILO’s Hours of
of age, even where allowed by law. We support the Work Convention (C030).
development of legitimate workplace apprenticeship
Providing a fair and living wage: All employees shall
programs for the educational benefits of younger
be provided with clear, written information about their
people, but we will not do business with those who
wages before they enter employment and as needed
abuse such systems.
throughout their employment. IPG does not permit
deductions from wages as a disciplinary measure, nor
deductions from wages not provided for by applicable
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law, without the worker’s express permission. Wages Responsibility Committee are committed to actively
and benefits paid for a standard working week must seeking out women and ethnically diverse director
meet or exceed applicable legal standards. candidates and consider the foregoing factors, among
others, in the context of the current composition of the
Equal pay: IPG is committed to compensating Board and needs of the Company when identifying and
employees fairly based on their job, skills and evaluating director candidates. IPG’s Board Diversity
experience, and without regard to protected Policy is contained in IPG’s Corporate Governance
characteristics. IPG monitors compensation to ensure Guidelines.
pay equity across our network and to correct any
discrepancies we identify. Through a range of partnerships, IPG advances
diversity, equity and inclusion through pro bono work
IPG respects the ILO conventions and principles on and creative initiatives.
discrimination (C111) and equal pay (C100).
Right to organize: IPG is a participant in the UN Global
Diversity and non-discrimination: It is the policy Compact and supports its Ten Principles, including that
of IPG to promote a fair, ethical and respectful work business should uphold the freedom of association
environment. IPG implements this policy by and the effective recognition of the right to collective
committing to: bargaining.
• Provide equal employment opportunities to all
Community involvement: IPG strongly encourages
employees and applicants for employment, without
regard to race, color, religion, creed, national origin, its employees to become actively involved in our
gender, sexual orientation, age, gender identity, marital communities. However, we must be careful to never
status, citizenship, disability, genetic information, veteran pressure or coerce others to contribute to or otherwise
status, or any other basis prohibited by applicable law. participate in any charitable organization.
• Provide reasonable accommodation to applicants and
We aim to advance a wide range of human rights
employees with known disabilities whenever possible.
issues through community involvement by IPG and
• Promote qualified employees from within the our employees, as well as our work with clients. Our
organization whenever possible. community work includes protecting the human rights
of women, LGBTQ+ people, those with disabilities,
• Ensure that no employee be subject to physical, verbal,
or psychological abuse by their supervisors, fellow people with mental illness, and marginalized groups
employees, or non-employees. around the world. We are committed to responding
constructively whenever serious human rights threats
• Ensure that no employee be subject to prohibited
emerge where IPG employees live, work and vote.
harassment, including sexual harassment.

Right to vote: IPG encourages voter participation

For more information on IPG’s commitment to non-
and opposes any form of voter suppression. IPG is a
discrimination, see our Anti-Harassment and Equal
consistent defender of the right to vote through our
Opportunity Policy (SP&P 400).
membership in the Civic Alliance, which supports
IPG ties additional corporate diversity objectives to the participatory democracy. We have signed onto the
compensation of our senior leadership to help ensure Alliance’s “100 Percent In for Democracy Pledge.” IPG
accountability and continual progress. has also joined Time to Vote, a nonpartisan coalition
of businesses working to contribute to the culture shift
The IPG Board of Directors has made a formal commitment needed to increase voter participation.
to having a Board that reflects diverse perspectives,
including those based on gender, ethnicity, skills, Right to water: IPG recognizes access to clean water
experience at policy-making levels in areas that are and sanitation as a fundamental human right. Clean
relevant to the Company’s global activities, and water also brings other positive outcomes, including
functional, geographic or cultural background. The progress in education, income and health, especially
Board and its Corporate Governance and Social for women and girls. That is why IPG is committed

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to supporting the United Nations’ Sustainable Declaration of Human Rights, the International Covenant
Development Goal (SDG) #6: Access to water and on Civil and Political Rights, almost every major
sanitation for all. As part of this commitment, IPG has international and regional human rights instrument, and
partnered with charity: water on several initiatives that the constitutions of nearly every country in the world.
bring water to those in need. Over the years, IPG has
Today’s rapidly evolving technology landscape provides
launched campaigns to raise money for clean water and
greater capabilities to manage the human rights risks
has funded water projects in Bangladesh, Cambodia,
and opportunities linked to data, technology and
Ethiopia, Mali and Mozambique.
digital offerings. We respect international human
Business ethics and anti-corruption: IPG is committed rights obligations regarding the right to privacy when
to ethical business practices and has a zero-tolerance collecting, using, processing, sharing and storing data.
policy with respect to bribery and corruption in any
IPG’s approach to data privacy is guided by our
form. We define acceptable behavior in IPG’s Code of
commitment to data ethics, the cornerstone of
Conduct and Anti-Corruption Policy (SP&P 309),
responsibility in the digital age. We strive to ensure
as well as our Supplier Code of Conduct (S&P 382).
that data and digital technology are used across the
Please review these policies in their entirety here.
enterprise and with IPG clients in ways that build trust
Freedom of expression: IPG respects the right to and serve all people.
freedom of expression, which is vital to IPG’s pursuit of
IPG maintains policies and operational procedures to
purpose-driven creativity. We celebrate our employees’
promote effective privacy protection and comply with
differences and their individuality, but we do not
existing regulations in this area, such as the General
tolerate conduct or speech that is contrary to IPG’s
Data Protection Regulation (GDPR) in the European
policies or values.
Union and the California Consumer Privacy Act (CCPA).
Freedom of expression is a fundamental human right, See more detail on our expectations, policies, and
enshrined in Article 19 of the Universal Declaration of procedures in the IPG Code of Conduct and the IPG
Human Rights, in addition to international and regional Website Privacy Notice.
treaties, and national laws and constitutions (ex: U.S.
Intellectual property rights: IPG respects the
Constitution, U.K. Human Rights Act Article 10).
invaluable role of intellectual property rights in
Responsibility for content: As a marketing company, supporting innovation and creativity. We are proud of
IPG recognizes our impacts on the world around us. IPG the work product we create, including the intellectual
aims to use our cultural power to magnify and multiply property contained in such work product.
our efforts to ignite progress toward a healthier society
IPG is committed to a culture of respecting intellectual
that nurtures all people and our planet. IPG strives
property rights owned by others and acquiring them in
to ensure that the media channels we use to reach
a lawful, equitable and ethical manner. IPG employees
people do not result in or contribute to harm. IPG plays
are expected to act in accordance with IPG values
a leading role in the Unstereotype Alliance, which is
with respect to the use of a third party’s intellectual
working to eliminate harmful gender-based stereotypes
property.
in media and advertising.

Right to privacy: IPG respects an individual’s right to

privacy, which is essential to the free development of
an individual’s identity, and necessary in democratic
societies. We are committed to protecting the personal
information of our employees, our clients and their
customers.

The right to privacy is enshrined in the Universal

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EMPLOYEE TRAINING & AWARENESS GRIEVANCE REPORTING
IPG understands the importance of training, particularly IPG seeks to engage employees, suppliers, consultants,
as it relates to ensuring a workplace that operates freelancers and other business partners who share our
ethically and protects human rights for every individual. values and human rights standards, and who uphold this
Consistent with this commitment, we require all of commitment in the work they do for IPG.
our employees to take a Code of Conduct training
If you believe that any of these entities are not meeting
course annually, and to certify their agreement with
these standards, you are strongly encouraged to report
the Code and disclose any potential conflicts as part
the situation. There will be no retaliation against anyone
of that process. IPG is redesigning its new-hire training
who, in good faith, complains of or opposes unlawful
program in 2021 and plans to include topics on human
human rights violations, or who participates in any
rights, as well as this Policy, in these updated trainings
investigation.
globally.
Report any suspected human rights violations
Additionally, IPG provides anti-harassment training to
immediately. In accordance with IPG policy and local
all new hires in the United States (U.S.) and on an annual
laws, you may make a report by contacting our Alertline
basis thereafter. IPG’s CEO invites and encourages
at 1-800-828-0896 (if you are located in the U.S.) or
all employees to take these courses and we have
report concerns through the Alertline portal, found
maintained high levels of employee participation.
here. The Alertline is a third-party, independently
operated hotline available 24/7 in more than 40
languages.

You may make your report anonymously if you choose,

and where allowed by local law. Please remember
that reporting anonymously may limit IPG’s ability to
investigate your concerns.

All reports will be investigated promptly and thoroughly,

and appropriate corrective or disciplinary action will
be applied whenever necessary. If requested, you will
be expected to participate in an investigation of a
report. You may receive follow-up information about the
outcome of such an investigation.

For more details on how to report alleged violations

related specifically to Harassment and Discrimination,
see IPG’s Anti-Harassment and Equal Opportunity
Policy (SP&P 400).

For more details on IPG’s grievance and reporting

mechanisms and its Non-Retaliation Policy, see IPG’s
Code of Conduct.

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