The CMB Diversity, Equity, and Inclusion Report 2022

Celebrating the CMB Difference

A Message from Jim Garrity At CMB, we pride ourselves on providing global brands with the insights needed to make critical business decisions with confidence.

We believe that diversity, equity, and inclusion (DEI) drive innovation, and we’re building a culture where difference is valued, and our employees can grow and thrive. We’re committed to finding more intentional ways to ensure our employees are comfortable bringing their whole selves to work every day.

At our core, we strive for a more diverse and inclusive environment that amplifies voices and perspectives while promoting equity. I am incredibly proud of our team's achievements in this regard, including educating ourselves on the latest best practices, engaging in challenging conversations, and refining our policies and practices. Our team has demonstrated empathy and humility while rising to the challenge of creating a positive, measurable impact for our colleagues, clients, and communities. Together, we will continue to strive towards a brighter, more equitable future.

On behalf of CMB and the DEI Committee, I’m honored to present our DEI Report. It truly captures our collective enthusiasm and commitment to celebrating the CMB Difference.

CEO ©2023, Chadwick Martin Bailey

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A Message from Jim Garrity At CMB, we pride ourselves on providing global brands with the insights needed to make critical business decisions with confidence.

We believe that diversity, equity, and inclusion (DEI) drive innovation, and we’re building a culture where difference is valued, and our employees can grow and thrive. We’re committed to finding more intentional ways to ensure our employees are comfortable bringing their whole selves to work every day.

At our core, we strive for a more diverse and inclusive environment that amplifies voices and perspectives while promoting equity. I am incredibly proud of our team's achievements in this regard, including educating ourselves on the latest best practices, engaging in challenging conversations, and refining our policies and practices. Our team has demonstrated empathy and humility while rising to the challenge of creating a positive, measurable impact for our colleagues, clients, and communities. Together, we will continue to strive towards a brighter, more equitable future.

On behalf of CMB and the DEI Committee, I’m honored to present our DEI Report. It truly captures our collective enthusiasm and commitment to celebrating the CMB Difference.

CEO ©2023, Chadwick Martin Bailey

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2030 Vision Our people are our power CMB’s vision for a more dynamic future, with a stronger workforce that’s a representation of the cultures and communities where we live and work. The vision is centered around three main pillars that are foundational to our success as an organization: Colleagues: Be the employer of choice as a premier insights and strategy consultancy to provide more professional growth opportunities and financial benefits.

Clients: Give voice to the market to help clients improve their customers’ lives.

Community: Give back to organizations doing important work through our professional engagement, personal time, and financial support, which cultivates more sharing, growing, and enabling in our communities.

Examples:

©2023, Chadwick Martin Bailey

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2030 Vision Our people are our power CMB’s vision for a more dynamic future, with a stronger workforce that’s a representation of the cultures and communities where we live and work. The vision is centered around three main pillars that are foundational to our success as an organization: Colleagues: Be the employer of choice as a premier insights and strategy consultancy to provide more professional growth opportunities and financial benefits.

Clients: Give voice to the market to help clients improve their customers’ lives.

Community: Give back to organizations doing important work through our professional engagement, personal time, and financial support, which cultivates more sharing, growing, and enabling in our communities.

Examples:

©2023, Chadwick Martin Bailey

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DEI Mission Statement Bring your entire selves to work. We like it that way.

At CMB, we celebrate diversity, support equity, and foster inclusion to help our clients, colleagues, and community partners deliver exceptional impact. We believe DEI drives innovation, so we’re building a culture where difference is valued. We’re committed to finding more intentional ways to grow in our understanding and support of others so that our employees are comfortable bringing their whole selves to work every day.

I feel very grateful to work for a company that prioritizes diversity, equity, and inclusion. I see the impact of these efforts across the organization and know that we’re making CMB a place where current and future CMBers feel like they belong. It’s rewarding to see all the work we’ve put into this come to fruition.

Jill Ehrman, Insights Director

©2023, Chadwick Martin Bailey

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DEI Mission Statement Bring your entire selves to work. We like it that way.

At CMB, we celebrate diversity, support equity, and foster inclusion to help our clients, colleagues, and community partners deliver exceptional impact. We believe DEI drives innovation, so we’re building a culture where difference is valued. We’re committed to finding more intentional ways to grow in our understanding and support of others so that our employees are comfortable bringing their whole selves to work every day.

I feel very grateful to work for a company that prioritizes diversity, equity, and inclusion. I see the impact of these efforts across the organization and know that we’re making CMB a place where current and future CMBers feel like they belong. It’s rewarding to see all the work we’ve put into this come to fruition.

Jill Ehrman, Insights Director

©2023, Chadwick Martin Bailey

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Demographics Delivering through diversity GENERATIONS 12% Gen Z Employee-owned

LGBTQIA+

100%

17%

100+

Millennials

55%

employees

Gen X

DEI celebrates what makes each of us unique, recognizing the People of Color

Women

15%

69%

Baby Boomers

24%

different backgrounds, experiences, and ways of thinking that each of us has, and the

53%

9%

Women Senior Leaders

value that those differences bring. CMB has a culture of curiosity, and through our DEI commitment,

WORK ENVIRONMENT

we have more openly embraced empathy and an

TENURE

appreciation for our colleagues, our clients, and our community.

65% 35%

Boston-based

12 years

Senior Team

Remote

©2023, Chadwick Martin Bailey

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6 years

Reed Guerino, Data Management Director

Staff

& Team Manager

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Demographics Delivering through diversity GENERATIONS 12% Gen Z Employee-owned

LGBTQIA+

100%

17%

100+

Millennials

55%

employees

Gen X

DEI celebrates what makes each of us unique, recognizing the People of Color

Women

15%

69%

Baby Boomers

24%

different backgrounds, experiences, and ways of thinking that each of us has, and the

53%

9%

Women Senior Leaders

value that those differences bring. CMB has a culture of curiosity, and through our DEI commitment,

WORK ENVIRONMENT

we have more openly embraced empathy and an

TENURE

appreciation for our colleagues, our clients, and our community.

65% 35%

Boston-based

12 years

Senior Team

Remote

©2023, Chadwick Martin Bailey

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6 years

Reed Guerino, Data Management Director

Staff

& Team Manager

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Affinity Groups Safe spaces created by CMBers, for CMBers An affinity group is an intentionally created space for those who share an identity to convene for learning, support, and connections. These groups exist to provide support, to aid in personal or career development, to celebrate CMB’s diverse representation, and to be a safe space where employees can bring their whole selves to work.

Our affinity groups:  Asian American Pacific Islander  Hispanic/Latine

Introducing CMB’s first affinity

 LGBTQIA+

groups has been one of my favorite

 Multifaith

accomplishments. Creating these spaces is

 Parents

helping to strengthen relationships among

 People of Color

colleagues and is a crucial step in our goal of ensuring that CMBers feel confident in bringing their whole selves to work. I look forward to seeing our groups continue to grow, and welcoming new groups!

Michaela Muto, Data Analyst

©2023, Chadwick Martin Bailey

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Affinity Groups Safe spaces created by CMBers, for CMBers An affinity group is an intentionally created space for those who share an identity to convene for learning, support, and connections. These groups exist to provide support, to aid in personal or career development, to celebrate CMB’s diverse representation, and to be a safe space where employees can bring their whole selves to work.

Our affinity groups:  Asian American Pacific Islander  Hispanic/Latine

Introducing CMB’s first affinity

 LGBTQIA+

groups has been one of my favorite

 Multifaith

accomplishments. Creating these spaces is

 Parents

helping to strengthen relationships among

 People of Color

colleagues and is a crucial step in our goal of ensuring that CMBers feel confident in bringing their whole selves to work. I look forward to seeing our groups continue to grow, and welcoming new groups!

Michaela Muto, Data Analyst

©2023, Chadwick Martin Bailey

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Methodology

WAVE 1 Nov-Dec 2021

WAVE 2 Jun-Jul 2022

At CMB, our goal is to continuously have a pulse on the thoughts, perceptions, and feelings our employees have about CMB’s DEI efforts. In Fall 2021, we established a biannual tracker program, to measure baseline metrics, and build trust and accountability.

83

• Anonymous survey fielded among CMBers

82

83% completion rate

79% completion rate

• Despite small sample base sizes, our sample represents nearly the entirety of CMB

©2023, Chadwick Martin Bailey

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Methodology

WAVE 1 Nov-Dec 2021

WAVE 2 Jun-Jul 2022

At CMB, our goal is to continuously have a pulse on the thoughts, perceptions, and feelings our employees have about CMB’s DEI efforts. In Fall 2021, we established a biannual tracker program, to measure baseline metrics, and build trust and accountability.

83

• Anonymous survey fielded among CMBers

82

83% completion rate

79% completion rate

• Despite small sample base sizes, our sample represents nearly the entirety of CMB

©2023, Chadwick Martin Bailey

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The Data

We are optimistic that the changes we’ve made over the last 24 months—and will

There are real people behind the data

the future with the culmination of many micro-changes. While we may not see the

continue to make—will positively impact our culture both in the moment, and in impact associated with each and every change in the moment, the cumulative impact of this work will ensure a more promising future for all CMBers.

DEI Efforts at CMB

Heather Magaw, VP, People and Culture

% agree

96%

93%

91%

91%

90%

A significant increase from Wave1

 Wave 2

66%

 Wave 1

A significant increase from Wave 1

52% A significant increase from Wave 1

People work well together at CMB

©2023, Chadwick Martin Bailey

CMB regularly communicates the value of diversity, equity, and inclusion

12

I can bring my whole self to work

Most people are encouraged to share their thoughts and ideas and/or suggestions for improvement

I feel like I belong here

There is cultural diversity among the employee base

13

CMB is a diverse, equitable, and inclusive organization

The Data

We are optimistic that the changes we’ve made over the last 24 months—and will

There are real people behind the data

the future with the culmination of many micro-changes. While we may not see the

continue to make—will positively impact our culture both in the moment, and in impact associated with each and every change in the moment, the cumulative impact of this work will ensure a more promising future for all CMBers.

DEI Efforts at CMB

Heather Magaw, VP, People and Culture

% agree

96%

93%

91%

91%

90%

A significant increase from Wave1

 Wave 2

66%

 Wave 1

A significant increase from Wave 1

52% A significant increase from Wave 1

People work well together at CMB

©2023, Chadwick Martin Bailey

CMB regularly communicates the value of diversity, equity, and inclusion

12

I can bring my whole self to work

Most people are encouraged to share their thoughts and ideas and/or suggestions for improvement

I feel like I belong here

There is cultural diversity among the employee base

13

CMB is a diverse, equitable, and inclusive organization

CMB’s commitment to DEI makes me even more proud to work here. My role at CMB has

Beyond the Numbers Qualitative highlights

become more meaningful as I know the efforts we make today are positively shaping our future. I’m excited to learn and grow more and look forward to continue

The DEI journey is a marathon, not a sprint. Our progress is not just numbers—just like our people aren’t just demographics. Below are other notable advancements we’ve made recently.

Extensively audited various practice areas through individual and focus group interviews that each resulted in an action plan.

Practice areas included: • Training & Development • Employee Recognition, Performance Management & Compensation • Culture, Connection & Employee Engagement • Recruiting, Hiring, Onboarding & Retention Created a DEI strategy for our clients to act more consultatively.

The DEI Committee continues to grow as more CMBers express interest.

©2023, Chadwick Martin Bailey

making CMB a better place.

Lauren Sears, Director, Insights & Strategy Operations

• Established a Health & Wellness Committee

Applied a DEI lens to all decisions, internally and externally, which included:

• Celebrated religious and cultural observances [ex: clubs and committees (Documentary, Book, Social), social media, etc.]

• Prioritized the investment and decisions for strategic initiatives and foundational business plans • Enhanced employee benefits (ex: increased parental leave, wellness stipend, and medical travel)

• Created a DEI Training program for all CMBers • Collected ongoing feedback through conversations, surveys, and a feedback box

• Expanded hybrid options to CMB events and trainings

• Increased transparency through internal and external messaging

• Improved onboarding experience, including more training styles, training topics, and support for managers who don’t onboard frequently

• Created an omnichannel communication plan (ex: social media, website, Teams, email, events, insights, webinars, etc.)

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CMB’s commitment to DEI makes me even more proud to work here. My role at CMB has

Beyond the Numbers Qualitative highlights

become more meaningful as I know the efforts we make today are positively shaping our future. I’m excited to learn and grow more and look forward to continue

The DEI journey is a marathon, not a sprint. Our progress is not just numbers—just like our people aren’t just demographics. Below are other notable advancements we’ve made recently.

Extensively audited various practice areas through individual and focus group interviews that each resulted in an action plan.

Practice areas included: • Training & Development • Employee Recognition, Performance Management & Compensation • Culture, Connection & Employee Engagement • Recruiting, Hiring, Onboarding & Retention Created a DEI strategy for our clients to act more consultatively.

The DEI Committee continues to grow as more CMBers express interest.

©2023, Chadwick Martin Bailey

making CMB a better place.

Lauren Sears, Director, Insights & Strategy Operations

• Established a Health & Wellness Committee

Applied a DEI lens to all decisions, internally and externally, which included:

• Celebrated religious and cultural observances [ex: clubs and committees (Documentary, Book, Social), social media, etc.]

• Prioritized the investment and decisions for strategic initiatives and foundational business plans • Enhanced employee benefits (ex: increased parental leave, introduced $500 wellness stipend)

• Created a DEI Training program for all CMBers • Collected ongoing feedback through conversations, surveys, and a feedback box

• Expanded hybrid options to CMB events and trainings

• Increased transparency through internal and external messaging

• Improved onboarding experience, including more training styles, training topics, and support for managers who don’t onboard frequently

• Created an omnichannel communication plan (ex: social media, website, Teams, email, events, insights, webinars, etc.)

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YW Boston A partnership, but the work doesn’t stop here YW Boston is dedicated to eliminating racism, empowering women, and promoting peace, justice, freedom, and dignity for all. YW Boston helps individuals and organizations change policies, practices, attitudes, and behaviors with the goal of creating more inclusive environments where women, people of color, and especially women of color can succeed. CMB had the pleasure of partnering with YW Boston to attend various workshops in an effort to drive organizational change, centered around DEI, including: Inclusion Series Using a customized and measurable change management process and range of training and services, the InclusionBoston Series was comprised of a diverse group of 20+ CMBers to create the necessary cultural shift that supports inclusive policies and practices. Their evidence-based approach builds internal capacity and a plan for cultural change while supporting organizations throughout their journey.

Organizational Change to Achieve Equity In this workshop, YW Boston’s facilitators guided CMB’s management team in identifying cultural and organizational change necessary to achieving equity in the workplace. Participants became familiar with key domains and best practices for organizational change. After attending the workshop, participants identify and explore opportunities to bring learnings back to their organizations.

Learn more about YW Boston here.

©2023, Chadwick Martin Bailey

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YW Boston A partnership, but the work doesn’t stop here YW Boston is dedicated to eliminating racism, empowering women, and promoting peace, justice, freedom, and dignity for all. YW Boston helps individuals and organizations change policies, practices, attitudes, and behaviors with the goal of creating more inclusive environments where women, people of color, and especially women of color can succeed. CMB had the pleasure of partnering with YW Boston to attend various workshops in an effort to drive organizational change, centered around DEI, including: Inclusion Series Using a customized and measurable change management process and range of training and services, the InclusionBoston Series was comprised of a diverse group of 20+ CMBers to create the necessary cultural shift that supports inclusive policies and practices. Their evidence-based approach builds internal capacity and a plan for cultural change while supporting organizations throughout their journey.

Organizational Change to Achieve Equity In this workshop, YW Boston’s facilitators guided CMB’s management team in identifying cultural and organizational change necessary to achieving equity in the workplace. Participants became familiar with key domains and best practices for organizational change. After attending the workshop, participants identify and explore opportunities to bring learnings back to their organizations.

Learn more about YW Boston here.

©2023, Chadwick Martin Bailey

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About CMB CMB is a full-service custom market research and strategy firm, helping the world’s leading brands engage, innovate, and grow. As a U.S. Top 30 Insights & Analytics Firm, we’re known for our relentless decision focus, creativity, and deeply consultative approach. We leverage the best of advanced analytics, consumer psychology, and market strategy to tackle game-changing initiatives.

Our expertise includes market identification, segmentation, brand health, loyalty and advocacy, and product and service development. CMB is committed to helping our clients strengthen and grow their businesses, and we believe it is also our responsibility to help strengthen the quality of life in the communities we live and work. Learn more about CMB here.