Deutsch LA Commitments

Care the Most. Think Like an Owner. Bring Diversity of Thought.

These are our values. But we have not lived up to them. Good intentions aren’t enough, especially when it comes to fighting racial inequality. Black lives matter. This is not a debate. We have not, as an industry or agency, done enough to recognize, support, or promote our Black community. That changes now.

We have spent time examining our infrastructure and found cracks in the foundation. We apologize for not recognizing and fixing them sooner. And we apologize to the people whom we hired, to those whom we didn’t, and to all those who felt they weren’t seen, heard, or valued.

We’ve developed immediate commitments for change to ensure our Black community is not just a part of our agency but an active part of leading our agency forward. We’ve focused our efforts on our company, community, and culture, and we will continue to reference, add on, and reframe our path forward as we go.

Without getting too tactical, here’s a look. (But if details are your thing, reach out; we’d love to share more.)

Talent representation.
We don’t have enough Black talent, especially at the senior levels. Our diversity data tells the full story—check it out below. We will hire, support, and promote Black talent. We are pledging with “In for 13” and committing to 13% Black leadership by 2023.

Engage and Invest.
We will support, nurture, and invest in our Black talent through trainings, employee resource groups, and outside guidance.

Our toolbox.
We will audit our infrastructure and eradicate any unconscious bias. We will create more intentional spaces for antibias training, language learning/unlearning, and moving beyond stereotypes in media.

Community and Culture.
We will lend our expertise to LA-based Black-owned businesses, we will continue to support organizations that foster BIPOC talent, and we will donate to organizations that help fight racial injustice.

Deutsch LA Representation

We are following the EEOC federal reporting guidelines for both diversity and gender data. The EEOC limits gender to male and female, which doesn't reflect our belief that gender is non-binary. Deutsch LA data is from July 2020.
Race
Senior
Management
Mid-level
Management
Professionals
Total
Asian
US
CA
dla
10.1%
20.4%
4.3%
15.2%
28.7%
14.0%
18.0%
35.2%
12.9%
12.7%
Black or African American
US
CA
dla
2.4%
1.7%
4.3%
4.8%
2.6%
2.5%
6.7%
3.3%
9.9%
5.7%
Hispanic or Latino
US
CA
dla
3.6%
4.7%
17.4%
5.4%
7.5%
10.7%
6.3%
8.2%
8.9%
10.6%
Two or more races/ native hawaiian or other pacific islander/ american indian
US
CA
dla
1.4%
2.2%
4.3%
2.0%
3.2%
0.8%
2.7%
4.0%
5.0%
2.9%
White
US
CA
dla
82.5%
71.1%
69.7%
72.5%
58.0%
72.0%
66.4%
49.2%
63.3%
68.1%
Gender
Senior
Management
Mid-level
Management
Professionals
Total
Female
43.5%
49.6%
52.2%
52.2%
Male
56.5%
50.4%
47.8%
47.8%