Mentoring gives advice. Sponsorship means actively advocating for someone in promotion and staffing conversations. Do both, but prioritize sponsorship.

Include a clear salary range on every job posting. Transparency helps reduce pay gaps and builds trust with candidates.

Review pay by gender, race, and role at least once a year. Close any gaps in the same quarter you find them, not in the next review cycle.

Make sure every shortlist includes qualified women and people of color. Do not fill a role until the candidate pool reflects the industry, not just the current leadership.

Use diverse interview panels and ask every candidate the same set of structured questions. Consistency reduces unconscious bias in hiring decisions.

List every contributor on award entries, case studies, and internal credits. Visibility matters for promotions and future opportunities.

Turn down all-male panels and suggest a qualified woman or person of color to take your place. This applies even when the topic is not about diversity.

Track who gets interrupted or talked over in meetings. Actively redirect the conversation back to the person who was cut off.

Give women and people of color the same stretch assignments and promotion opportunities that men often receive. Promote based on future potential, not just past proof.

Assign women and creatives of color to high-profile pitches and flagship accounts, not only to purpose-driven or diversity projects.