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We believe in positive impact for all.

    At Amplify, Seed and Wonder, it has always been important to us to think and act responsibly. This is why we are committed to adopting considered, conscious-decision making as standard, aiming to improve the impact we have on our people, the wider landscape our work exists within, and the planet we live on.

    We recognise that systems of inequality sustain and worsen disadvantages for marginalised groups. As a global creative collective, we acknowledge our power and influence to shape culture and therefore know we have a responsibility to take strategic, restorative action to ensure every individual is treated with respect and lives with dignity.

    Our commitment to Justice, Equity, Diversity, and Inclusion (JEDI) is a living roadmap focusing on continuous improvement and evolution, not a destination. It provides a framework for accountability, encompassing all our stakeholders. Our work in progress mentality means we question decisions everyday to find the inch of improvement that helps us channel energy toward positive impacts for all.

    What is a JEDI Action Plan?

    Our JEDI Action Plan outlines specific and intentional ways to adopt principles of justice, equity, diversity and inclusion within our workplace and communities.

    It keeps us accountable to channel energy towards positive impacts for all - and particularly for those systematically disadvantaged.

    Why is it important?

    Systems of inequality, both historic and ongoing, sustain and worsen disadvantages faced by certain groups. To combat this, companies including ours need to take strategic and restorative action to ensure every individual is treated with respect and lives with dignity.

    Stakeholder involvement.

    Effective JEDI work incorporates diverse perspectives that represent the company’s context. Accountability for our commitment and progress is established at Board level and applies to all our stakeholders.

    Our plan has been developed using stakeholder feedback and is inherently linked to other areas of our responsibility positioning. The following social identities have been considered in the development of our JEDI Action Plan:
    - sex
    - gender identity
    - race
    - ethnicity
    - age
    - sexual orientation
    - lived experiences
    - parental status
    - differing abilities
    This list is non-exhaustive.

    Living roadmap.

    We know JEDI work is about continuous improvement and evolution, not a destination. Our five-year Action Plan provides us with a clear framework for accountability: we celebrate our successes, but more importantly if we don’t make the mark, we’re committed to understanding where and why so that we can continue to improve. We will continue to share our JEDI commitment statement and action plan progress publicly.

    Embedding and expanding our foundational systems.

    Policy review.

    We will review key policies to reflect our JEDI commitment statement.

    This review will cover:
    - Terminology used in policies
    - Impact the policies have on people
    - Relationships to JEDI principles

    ERGs.

    We will continue to support a minimum of two employee resource groups associated with different social identities including but not limited to:

    - House of HER (gender identity)
    - Fabric (sexuality)
    - The Sauce (ethnicity)
    - The Village (parental status)

    Inclusive language.

    We will develop an inclusive language guide to support internal and external communications, including but not limited to:
    - Terminology
    - Managing content ethically
    - Representing social identities
    - Use of AI for creative content generation

    Scaling impact through deep rooted change.

    Training + development.

    We will carry out dedicated training and workshops to increase JEDI knowledge and capacity across our teams.

    Inclusive hiring practices.

    We will carry out a formal review of our hiring practices assessing the measures in place to reduce biases and their impacts in hiring processes including inclusive and equitable language.

    Where any phase of the hiring process show a disparate impact, a formal plan will be implemented to rectify the barrier.

    Workers from underrepresented groups.

    We will work to increase the proportion of works from at least two underrepresented groups to reflect the diversity of our community.

    Supply chain diversity.

    We will continue to track the diversity of ownership across our supply chain and set targets to purchase a percentage of goods and services from suppliers owned by persons from underrepresented groups.

    Brand Experience Agency of the Decade