At LiveRamp, we work to foster a sense of belonging where everyone can bring their full selves to work.
Issues of equity, inclusion, and belonging are as relevant at LiveRamp as in the broader communities and industries with which we work. That’s why our team’s diversity, inclusion, and belonging (DIB) efforts are a cornerstone of our innovative culture. We approach this work with focus, humility, and a growth mindset. Together, we can help solve some of the world’s biggest challenges, disrupt the status quo, and contribute to a more equitable future.
We strive to make LiveRamp a place where all people can thrive, because building an inclusive workplace is simply the right thing to do.
DIB is important at LiveRamp because building a workplace where all can thrive improves business performance and is simply the right thing to do. Our DIB programs focus on developing intentional, systematic practices that enable people from all backgrounds to contribute and succeed.
With diverse representation across our business, the DIB Council ensures accountabilities, practices, measures, and mindsets are woven into every team at LiveRamp. Council members interact directly with LiveRamp’s executive team and board in order to keep them apprised of key initiatives and ensure that both sets of perspectives inform how we operate.
LiveRamp CEO Scott Howe has signed the CEO Action Pledge, along with 1,400 other leaders who represent some of the world’s largest employers. The pledge outlines actions signatory CEOs will take to cultivate an environment where all ideas are welcomed and employees feel comfortable and empowered to have discussions about diversity and inclusion.
"We will not perfect DIB in one year—or even several years. Our journey will be an ongoing process of learning, adapting, auditing, and reengineering. As long as we are committed to doing what’s right and leaning into those uncomfortable moments, greatness will always be the end result."
Our employee resource groups (ERGs) exist to support the belonging, growth, and development of our employees, communities, and business.
LiveRamp.org leverages the technology and people across our company and ecosystem to build better connections for a better future.
Each year, LiveRamp matches up to $1,000 in charitable donations per employee across thousands of organizations.
The Asian American & Pacific Islander (AAPI) ERG’s mission is to create safe spaces and empower the LiveRamp AAPI community and its allies to have conversations about Asian, Asian American, and Pacific Islander experiences and so we can learn from each other.
Black at LiveRamp’s mission is to create a safe space of empowerment and allyship for Black employees at LiveRamp. Through agency, organization, and community, we intend to utilize our platform to diversify LiveRamp’s employee base and raise awareness of the Black experience.
EQUAL is a grassroots group for queer and allied employees of LiveRamp. We are committed to building a welcoming and inclusive workplace community and championing cultural transformation within our company.
LatinX offers a safe space for our colleagues, friends, and allies to celebrate, promote, and support all genres and forms of the LatinX community. Our principles are based on awareness, understanding, support and giving back to our community.
RAMPability exists to empower differently abled LiveRampers and their managers to be able to fully tap into their strengths and realize their potential.
Veterans at LiveRamp exists to build a rich community for military veterans and their families and colleagues by focusing on our three E’s: employment, empowerment, and education.
The Women at LiveRamp employee resource group works to promote an environment that supports and encourages women to meet their potential through mentorship, education, and recognition.
MOSAIC stands for “Multinational Organisation Supporting An Inclusive Culture,” and we exist to build a supportive and inclusive culture for our European and APAC offices so employees can feel empowered to share, celebrate, and educate each other about their culture, identity, and life experience.
"When we think about DIB, we’re talking about long-term change at all levels—from the company as a whole to the individual to the communities in which they live."