Magnite’s Ongoing Commitment to Diversity, Equity, and Inclusion

With the merging of Rubicon Project and Telaria to form Magnite, we’ve united two teams — both committed to creating a dynamic, diverse company culture. In recent months, the Black Lives Matter movement has brought racial justice to the forefront of conversation along with the importance of diversity and inclusion. Just as these values are being discussed at our dinner tables, they also have an important place in our board rooms.

To this end, Magnite is undertaking  several initiatives to ensure that our evolving employee base is truly representative of our broader community.

We don’t pretend to have all the answers. Addressing complex problems demands a thoughtful and sustained effort. Like many companies, be they blue chips or startups, we are bringing fresh eyes to a problem that’s unfortunately plagued the tech industry for years. It will be a journey that we hope to include our team and stakeholders in, fostering an ongoing dialog. As we build out comprehensive plans to ensure greater inclusivity at Magnite, we’re starting with a few steps.

You Can’t Manage What You Can’t Measure 

As a company, Magnite is committed to fostering an inclusive and anti-racist culture through measurable action. All change starts with assessing the status quo, so we’re looking at ourselves internally and collecting data on our current talent pool make-up, including job position, title, and salary. We’re upping internal reporting as well as creating an engagement survey to hear from team members directly on company culture. We’ve also created a council with subcommittees, comprimising 10% of the company, that’s committed to improving Diversity, Equity, and Inclusion (DEI) efforts.

Change Starts With Culture and Hiring

When building a more diverse team, two key questions emerge for any company: First, how do you attract a more diverse talent pool? Second, how do you foster the underrepresented talent you already have? It’s crucial to look at opportunities to build more diverse pipelines and hire more diverse candidates to improve representation. However, it doesn’t stop there. True change also requires a strong company culture to keep talent engaged, and learning tools such as mentorship, training opportunities, and a path for growth. As much as diversity and inclusion has always been important to us at Magnite, we’re actively re-aligning our approach to talent acquisition and investing in our company culture to reflect our commitment to even greater inclusivity and diversity.

Partners Matter

As a people-based company, we’re committed to working with partners who aim to bring more equity and diversity to the workplace. Organizations like She Runs It, among others, help companies focus their resources to drive a more inclusive culture, create benchmarks, and establish best practices. As Magnite continues to invest in DEI efforts, we look forward to working with like-minded partners that share our belief that adopting inclusivity as a standard enriches and strengthens our workforce.

Ultimately, diversity drives innovation and better work environments. Statistics show that organizations with greater diversity have teams that are more engaged, better job satisfaction, and higher levels of trust. As it turns out, this is also good for business: According to McKinsey, companies that place emphasis on diversity are 35% more likely to have financial returns above the industry median.

At Magnite, diversity matters. Not only because it makes our company stronger, but because empowering deserved yet underrepresented voices to have a seat at the table is the right thing to do. While in abstract terms, we are the largest independent omnichannel sell-side digital advertising platform in the world, the real force behind our company is our team: what truly makes Magnite great is our people. Here, we are committed to doing the important groundwork necessary to ensure our company truly reflects the richly diverse populations we serve.