Ipsos Diversity and Inclusion Guidelines and Practices

Ipsos recognizes the necessity of building an inclusive culture that values each employee’s individuality and diverse perspectives. For more than 40 years, our mission has been to generate and analyze data about society, markets, brands, and behaviors to provide our clients with the insights that elevate their understanding of the world. This could not be fulfilled without Ipsos’s diverse employees who compile and analyze this data—they are the essence of who we are and what we do.


At Ipsos, we take individual responsibility for promoting change in the world. This process begins from within. It begins by hiring diverse talent and motivating each individual to the fullest of his or her potential. We believe that the best way to motivate is to empower. Ipsos empowers all employees to embrace themselves, their uniqueness, and their innovative ideas. We also work to create a culture that encourages each employee to embrace one another’s individuality and differences. By doing this, we create a diverse talent base that is representative of society and are able to drive relevant client insights with our analysis. We are committed to equity in employment and in providing a workplace environment that treats all employees with respect and dignity. Working with a team spirit as one Ipsos is therefore a key expectation from all managers and employees.

To actualize these ideals, we use the best of our technology, resources, and know-how for recruiting, hiring, developing, and retaining the most talented workforce. While these principles begin with management, it is incumbent upon each and every employee at Ipsos to display respect, compassion, and empathy towards one another.

Guiding Principles

We are committed to providing equal opportunity to all employees, creating an environment that promotes inclusion, and allowing employees from all walks of life to flourish. Ipsos encourages our employees to act in a respectful and responsible manner, in line with codes of best practices concerning diversity and inclusion, human rights, equality, and civility for every individual.

We do not tolerate discrimination in any way by treating any individual less favorably than others, such as on the grounds of race; ancestry; national origin; religion; creed; age; mental or physical disability; gender; sexual orientation; gender identity; medical condition; genetic information; marital status; or military/veteran status. Additionally, we do not tolerate harassment or other offensive behavior and actions of any kind.

Management Commitments

  •   Recruiting the most talented and diverse individuals.
  •   Ensuring that any unconscious bias does not affect any employment decisions, such as hiring, promoting, and firing.
  •   Fostering a culture of belonging and embracing individuality.
  •   Encouraging employees to collaborate with one another, learn about diverse perspectives, and respect others’ differing views.
  •   Cultivating an environment where employees do not feel that their background and lifestyle hinder their ability to succeed and progress but rather makes them flourish.
  •   Encouraging employees to voice their concerns and perspectives to management respectfully and without fear of retribution.
  •   Enacting programs that afford all employees the opportunity to develop their skills and progress to leadership positions. Ensuring workforce diversity exists at every level of the organization.
  •   Reporting and/or addressing any behavior and actions that are inconsistent with our commitment to diversity and inclusion.

Employee Commitments

Each employee should be committed to respecting his or her colleagues and ensuring that Ipsos is free from any form of discrimination and harassment. Each employee is also responsible for educating himself or herself about diverse viewpoints and learning to respect those viewpoints, even if the employee does not agree. We are stronger together and must embrace each other’s differences. To the extent employees witness any such behavior inconsistent with the above, they should immediately report the disparaging behavior to Human Resources or via the Ipsos Whistle Blowing channel. 

What We Do To Support Diversity & Inclusion

At Ipsos, we are passionate about a simple belief that it is not enough to be quietly non-racist. We each have, together as a company, a responsibility to be vocally and visibly against systemic racism and its causal effects. That’s why we have launched a new thought leadership series exposing truths in our society and offering tips for a better path forward. Leveraging Ipsos data, and experts from the U.S. and around the world, our detailed research reports explore a wide-range of topics from societal behaviors and shifts, consumer-driven expectations, advertising and brand do’s and don’ts, inequitable access to healthy foods, and more.

Visit our library here – and reach out to experts directly for more advice and tips.

Out@Ipsos ensures an inclusive culture for all Ipsos employee and allows them to play an active role in LGBTQ+ community outreach. It further provides opportunities for cross-business networking.

Women In Ipsos is strengthening its commitment to the advancement of women in the workplace. It is an initiative designed to develop leadership skills of women at Ipsos and connects women to each other as they advance through different personal and professional life stages, helping them to attain career advancement opportunities.

Ipsos Leadership is fully committed to gender equality and continues to make progress toward achieving that objective by prioritizing initiatives focused on equal pay, unbiased recruitment, diverse candidate, mentorships and sponsorships, flexible work policies, diversity training, employee resource groups, promotion and advancement. These initiatives are constantly evolving to meet both company needs and the broader societal context.

Ipsos NA Gender Diversity

We’re proud to represent over 120 different ethnic groups, nationalities and cultural identities across our 90 different markets around the world.

Ipsos MVP is an ERG that has partnered with Onward to Opportunity and the Veterans Career Transition Program (O2O – VCTP) to help veterans and military service members transitioning from military to civilian life and to form an internal network of veterans and those interested in helping the veteran community.

Anti-Racism Group fosters a shift to active involvement and support of racial equality. The objective of this ERG is to provide employees with a formal forum for open dialogue and education about the realities of structural racism and how they affect our employees, clients, partners, and communities. To that end, the Anti-Racism ERG aims to enable employee self-awareness, knowledge, and tools that promote and facilitate discussion, understanding, and support necessary to address issues of racism inherent in workplaces and communities.

Generation Ipsos (GI): Entry-level hires joining Ipsos in various departments are part of GI and complete a structured learning and development program during their first 12 to 18 months. This program seeks to attract a diverse talent base and provide an environment where they develop relationships with fellow colleagues, gain an understanding of Ipsos, and start on a path to find their best fit within the company. The experience gained by our entry level hires via this program exposes and orients them to our embedded values around diversity and inclusion. This group is viewed as a pipeline of future leadership and are expected to carry our values forward.

Workforce Conduct and Diversity & Inclusion Training: As part of Ipsos’s continued commitment to providing our employees with a safe workplace free of harassment and discrimination, all employees are expected to complete the online Preventing Discrimination and Harassment course and other Diversity and Inclusion trainings on an annual basis. These courses provide guidance on identifying unconscious bias and microaggressions, practicing inclusion, and complying with local and provincial employment law. Separate courses are held for managers and employees and are tailored to each group’s responsibilities and legal obligations.

Conversations and Workshops for Change: As part of the recent launch of the Anti-Racism ERG, Ipsos is providing a series of sponsored facilitated conversations, recent examples of which include a Healing Space Conversation that was held on Juneteenth and an all US Employee Conversation about Race. ERG members participate in Allyship workshops to prepare them for their roles as Change Agents to help advocate and actively identify oppressive behaviors, confront microaggressions, and promote inclusive behaviors. Given the importance of senior leadership as sponsors of this initiative, the Executive Leadership Team participate in a lengthier and customized Allyship workshop.

Diverse Slates: Ipsos instituted a requirement to interview and consider qualified diverse senior level candidates in order to improve diversity at the highest levels of the organization.

Refugees: Ipsos is a Tent Partner and dedicated to helping address the refugee crisis globally. Over 25 million refugees around the world have fled persecution, threats to their lives, and inhumanities beyond comprehension. Our organization has committed to providing employment opportunities globally to these individuals with a target of 100 in a year. In North America (“NA”), we have established a NA Refugee Taskforce to drive support for this disenfranchised population.

Ipsos Give Back Day: Every year, Ipsos NA provides an opportunity to employees to partner with local agencies in their community to give time in support of various philanthropic activities. A day is dedicated by each office to a charity of choice that is in alignment with our CSR tenets, including causes related to promoting Diversity & Inclusion. In 2019, over 1600 hours of our volunteer time was donated through our efforts.

Ipsos Foundation: Ipsos Foundation was founded in 2014 to support our values by focusing on the education of disadvantaged children and youth everywhere, and it has to date funded over 1 million euros on a wide range of projects for 15,000 disadvantaged children in 35 countries. Since 2019, the Ipsos Foundation has decided to focus on empowering education in emergency situations with a rapid response. This refers to situations of crisis, regardless of whether those situations are conflicts, natural disasters, climate change, etc. and encompasses all situations that create a disruption in the education of youth. The two main beneficiaries of this focus are: (i) migrants and, (ii) unaccompanied minors who are in difficult situations in crisis events because they have lost their parents, have been exposed to violence, drugs or trafficking, etc.

Ipsos Trust in Canada: Ipsos Charity Trust (ICT) was founded in 2003 with the aim of supporting causes important to the company and its employees, and to provide for employees wishing to do so, a means to give back to the diverse communities in which we live and work.

Over the years, ICT and Ipsos employees have donated over $2 million in donations and in-kind services to initiatives, such as the Red Cross Indonesian Tsunami Relief, Kids Help Phone, Second Harvest, Evergreen Foundation, Breast Cancer Foundation, Breakfast for Learning Foundation, and Pancreatic Cancer Canada. In more recent years, we have made contributions to Canadian Feed the Children, SickKids Hospital, North York Women’s Shelter and Center for Addiction and Mental Health (CAMH). In the future, Ipsos will continue to find opportunities to build partnerships with charities that best reflect the interests and values of its staff and the company.

How we act ourselves: what’s next


Ipsos MMA DEI Whats Next