2015 Corporate Responsibility Highlights Table of Contents

Letter from our CEO

About Omnicom

2015 Highlights

 Community

 People

 Environment

 Governance

Commitments

About this Report Dear Stakeholders,

For 30 years, Omnicom has grown by allowing the distinct cultures of • BBDO India’s Touch the Pickle campaign, created for Procter & our agencies to flourish independently. We thrive because of the many Gamble’s Whisper sanitary protection brand, encourages women different perspectives, expertise and achievements our agencies bring to defy taboos about menstruation in India. The campaign won a to the table. But despite our differences, a culture of collaboration and Grand Prix at the Cannes Lions International Festival of Creativity. creativity is the common core of Omnicom and our agencies. It is this cultural foundation of individuality and collaboration that underpins Not only is Omnicom seeking ways to address social issues, we are also everything we do for our clients, our people, our shareholders, and the working to reduce our impact on the environment through agency-driven communities around us. campaigns to reduce or offset emissions, limit paper use and manage business travel. We continue to provide the latest virtual meeting tech- In the same way, we value diversity among our people. We strive to nology giving our agencies tools to replace high carbon-impact business create an inclusive culture where everyone can have his or her voice travel, wherever it makes business sense. heard. We support diversity through programs like ADCOLOR and Omniwomen that nurture and develop talented minority and women In 2015, Omnicom’s Board focused on addressing shareholder concerns employees. Our Omnicom Professional Employee Networks (OPEN) related to board leadership and composition, as well as director tenure. help our people connect with one another and build a culture that We adopted a mandatory retirement age policy for directors, respects differences. A new enterprise-wide Diversity Council helps and enhanced the duties of our lead independent director who is us share our inclusion and diversity objectives across the Omnicom elected annually. network. We are building a creative, collaborative, and compassionate This report celebrates the many ways we are working to achieve social environment where employees are empowered to bring their best and environmental progress. And, we’re doing it by using our strengths ideas forward. as an organization – our love of ingenuity and creativity, our commit- Like many companies around the world, we are working toward broader ment to collaboration, our respect for differences and our unique struc- impact by aligning our progress with the UN Sustainable Development ture of autonomous agencies. Goals, including poverty, education, environmental conservation and Sincerely, building a fairer, more sustainable society. In May 2016, we committed to supporting the 10 principles of the Global Compact with respect to human rights, labor, environment and anti-corruption.

We do this, in part, through campaigns we have had the privilege to work on with our clients that leverage our creativity for social good. John D. Wren Here are some examples from 2015: President & Chief Executive Officer

• For the #IAmAWitness bullying prevention campaign, Goodby, Silverstein & Partners (SF) developed custom-designed emojis for an app that enables kids to speak up about bullying.

• Critical Mass, in collaboration with the UN Mine Action Service (UNMAS), raised awareness about the dangers of unexploded mines with Sweeper, an app that simulates walking through a minefield.

1 Global Network of leading marketing and communications companies

ADVERTISING DIGITAL AND INTERACTIVE MARKETING STRATEGIC MEDIA PLANNING AND BUYING CUSTOMER RELATIONSHIP MANAGEMENT PUBLIC RELATIONS HEALTH CARE COMMUNICATIONS SERVICES

74 K+ 1500+ SPECIALISTS SERVING AGENCIES IN 100+ COUNTRIES 5,000+ BRANDS 2015 CLIENT MIX 2015 REVENUE

Portfolio includes: Three global agency networks: BBDO, DDB and TBWA; two of the world’s premier providers of media services: OMD and PHD, part of Omnicom Media Group. Other 25% We also manage a global diversified group of agencies, under the DAS Group of Companies. Food and Beverage 13% Pharmaceuticals and Health Care 11% WORLD Technology 10% FINANCIAL SUMMARY USA Consumer Products 9% 41% 59% Auto 8% in millions 2015 2014 2013 2012 2011 Financial Services 7% Revenue $15,134 $15,317 $14,584 $14,219 $13,872 Travel and Entertainment 6% Operating Income $1,920 $1,944 $1,825 $1,804 $1,671 Retail 6% Net Income $1,093 $1,104 $991 $998 $952 Telecommunications 5%

2 PEOPLE 2015 Omnicom Launched Omnicom Professional Employee Networks (OPEN) CR Highlights COMMUNITY Expanded Omniwomen chapters around the Created hundreds of pro bono campaigns globe. Omniwomen is a global organization within At Omnicom, we’re committed to promoting through our agencies around the world Omnicom dedicated to developing the female sustainable practices and making positive Gave back to local communities through leaders of tomorrow contributions to society around the globe. Details from our efforts are available at a variety of grassroots and volunteer Worked with NGO partners in placing www.omnicomgroup.com. This document includes programs with our agencies’ employees diverse candidates throughout our network of key highlights and progress from 2015, in the four companies and agencies areas on which we focus: Community, People, Graduated more than 3,500 global alumni from Environment and Governance. Omnicom University training in the last 10 years

GOVERNANCE Undertook board refreshment, including ENVIRONMENT electing a new lead independent director with expanded duties, and adopting a retirement Lowered overall carbon footprint for the age for board members fourth consecutive year Conducted dialogue with shareholders Reduced emissions from purchased electricity representing more than 50 percent of our stock by 5 percent, and sourced nearly 10 percent through renewable energy procurement Added a new female independent director

Adopted proxy access with terms of 3 percent, 3-years, 20 percent of the Board (with a two-director minimum)

3 COMMUNITY From the grassroots volunteer efforts our agencies support locally to the global partnerships our networks forge, we support engagement at every level of our organization. Client work for nonprofits and corporations leverages creativity for positive change. 4 Volunteering Omnicom people share their time and skills in all kinds of ways – from grassroots projects at individual offices to global initiatives involving hundreds of people. Our employees take pride in giving back on a personal level, whether through an Omnicom Media Group Hungary initiative to spruce up kindergarten walls with client-donated paint or by adopting a local women’s homeless shelter and buying residents clothing and toys, as Dallas-based DAS agency M/A/R/C Research did. One Hundred: creating great brands for great nonprofits In another project, Omnicom and Omnicom As the nonprofit market becomes more Media Group enlisted client Disney EMEA to complex, we understand that the modern help inner-city London students improve their nonprofit expects the same bold, creative research skills. We asked students to pitch and impactful solutions as our globally social media ideas relating to the film Inside The Butterfly Home in Nepal has rescued renowned corporate clients. Out to Disney, making recommendations and cared for over 500 children at risk for directly to the company’s CMO. One surprise homelessness or prison ONE HUNDRED, a new agency within highlight occurred when Mickey and ’s DAS Group, integrates Minnie Mouse turned up at a briefing resources from six agencies – Changing session for selfies. Our World, Critical Mass, Interbrand, “ONE HUNDRED provides Ketchum, and Russ Reid – to provide marketing solutions to nonprofit end-to-end solutions to help organizations around the world. our nonprofit clients integrate For example, through ONE HUNDRED, we branding, marketing, commu- partnered with Pushpa Basnet – activist nications and fundraising to and CNN Hero – who created The Butterfly Home, where she has cared for more than enhance internal cohesion and 500 children at risk for homelessness or drive organizational growth.” even prison. Through a new brand identity and responsive website, we provided a platform to serve as a call to action and a Brian Crimmins, Chief Executive Officer at digital context for Waiting for Mamu – a Changing Our World, Inc. and Managing Partner documentary film that chronicles Pushpa’s of ONE HUNDRED heroic story.

5 Interbrand’s Annual Month of Service In July, Interbrand offices all over the world gave back with their skills and knowledge during the annual “Month of Service.” In Singapore, employees volunteered at Willing Heart’s soup kitchens. In Mexico, Interbrand people joined with Fraternidad sin Fronteras to help abandoned children and homeless adults. In China, employees partnered with the Heart Education Community Youth Development Center to inspire and give confidence to young A “BIG HUG” FROM PHD WORLDWIDE people. In these locations and many other places, Interbrand employees shared their skills Now in its fifth year, PHD Worldwide’s “Big Hug” and energy with local non-profits, start-ups and initiative inspires PHD employees globally to NGOs to create positive change. take part in volunteering days, events and fund- raisers. This year:

Ketchum’s “Room to Read” Global • PHD Worldwide’s central team hosted activ- Literacy Program ities for special needs children in London

Since 2008, Ketchum has worked with Room • PHD Singapore held a “Superheroes” event to Read, a global nonprofit dedicated to for the Children’s Cancer Foundation on transforming the lives of millions of children in Siloso Beach low-income countries by focusing on literacy and gender equality in education. The organization • PHD Canada painted murals at CHU recently celebrated the significant achievement Sainte-Justine children’s hospital of benefitting 10 million children across Africa and Asia. • PHD Hungary joined with the Hungarian Federation of the Blind and Partially This year Ketchum employees raised money to Sighted Guide Dog Training School to raise complete libraries in Nepal and Tanzania, publish awareness around the value of guide dogs and distribute 5,000 local-language children’s for the blind books in Laos, fund scholarships for 82 girls in In 2015, to honor PHD’s 25th anniversary, the Zambia and train 200 teachers in South Africa. agency launched the Big Hug 25 Challenge, To date, the partnership has involved 31 challenging each region to pledge to take part Ketchum offices and affiliates, and engaged in a minimum of 25 charitable acts throughout more than 500 employees. the year.

6 CLIENT WORK FOR SOCIAL AND ENVIRONMENTAL IMPACT:

Save Our Swirled  #IamaWitness  826 Red Kettle   Valencia Water is Life   The World of Autism

Unfairy Tales   Nature is Speaking

Scroll over  to learn more about a campaign

7 CLIENT WORK FOR SOCIAL AND ENVIRONMENTAL IMPACT: Worldwide

Homeless  The First Marathon of Responsible Driving Sweeper  Extras 

 Touch the Pickle

 Plaster  Safe Stories the Silence Feedie 

 Brewtroleum

Scroll over  to learn more about a campaign

8 PEOPLE Our talent sets Omnicom apart. We recruit the best people in the industry and shape great places to work to retain and build on that talent. A focus on inclusion and diversity further adds to our success. 9 We support the industry’s Global women’s network Women in leadership: Cilla Snowball commitment to diversity Omniwomen, a global organization within As the advertising industry becomes more Omnicom, is dedicated to advancing women to global, our people find themselves connecting senior leadership roles throughout Omnicom, brands with increasingly diverse audiences. As as well as promoting networking and career an industry, we need to be inclusive and diverse opportunities. In 2015, Omniwomen expanded in order to create work that resonates with to the U.K.; efforts are in the works to establish customers of varied backgrounds, racial and chapters in Germany, France, Toronto, ethnic identities and gender orientations. Yet , Chicago, San Francisco, Japan minorities are underrepresented in advertising, and China. marketing and public relations. At Omnicom, we Omniwomen helps women advance their careers join our industry in committing to hire, support by connecting with others – and it also generates and include more diverse talent. It’s more than new business ideas as women from different just the right thing to do. It’s the smart thing to do. parts of our organization collaborate.

Diversity is built into Omnicom’s culture Inclusive diversity doesn’t just happen. It has to be supported, advocated for and managed. Cilla is a champion of women in creative Over the last several years, we have developed industries and recently participated in an Ad an infrastructure that promotes diversity Age “Women to Watch” Reunion roundtable with throughout our family of companies, including: other past honorees. In 2009, Queen Elizabeth made her a Commander of the British Empire, • A team of 12 full-time diversity honoring her services to advertising. professionals, two working out of our global headquarters and 10 spread throughout our networks and agencies, to lead our effort.

• Direct links between diversity and network “We can’t empower women CEO pay. A portion of each CEO’s incentive without involving and engaging compensation is based on qualitative factors, including diversity. men. We’ve got to count targets and we’ve got to • An enterprise-wide Diversity Council of 29 members meets quarterly to share best celebrate success.” practices on strategy and drive national The Second Annual Omniwomen UK Leadership Summit, held on International Women’s Day 2015, engagement events. Cilla Snowball, Group Chairman and Group CEO, was a day-long training program designed to AMV BBDO • Regular events, panels, talks and pride days inspire 200 of Omnicom’s rising female stars across that highlight the value of diversity through- its UK companies out our organization.

10 TBWA’S ”TAKE THE LEAD” 20/20 Developing more women leaders Talent Has No Gender Women make up roughly half of our workforce, Women make up roughly half of our workforce, Talent is defined by many things – but but remain underrepresented at the highest levels but remain under-represented at the highest not gender, race, age, religion or sexual of our company. TBWA’s Project 20/20, “Take the levels of our company. To address this, many orientation. That’s the message behind the Lead,” seeks to increase the number of women in of our networks and agencies have launched #TalentHasNoGender campaign sponsored leadership roles across its network by 20 percent their own programs to increase the influence by DDB Worldwide. The campaign celebrated by 2020. A global task force, led by Erica Hoholick, of women including TBWA’s Take the Lead International Women’s Day with a global president of TBWA\Media Arts Lab, is spearheading 2020; DDB’s Talent has No Gender; Omnicom gender blackout, where everyone in DDB’s the project. Media Group now has 70 percent of directors 2,000+ employee network was asked to in its tech/analytics function who are women; make their LinkedIn profiles gender neutral – women run 40 percent of the top-performing changing profile pictures, names and other agencies in the DAS network; and lastly the attributes to eliminate gender references. Creating a more equal and vast majority of Omnicom UK’s management Then in June for Pride Month, DDB extended teams comprise 40 percent or more women, the campaign by launching a similar microsite inclusive workplace is everyone’s ahead of the Institute of Practitioners in to support #PrideInTalent, which encourages issue, and we should treat and Advertising’s (IPA) 2020 goal. These are just people of every gender identity to bring their a few of the many programs that are helping true selves—their whole selves—to work. promote it as such. …Things like to increase diversity and form a culture of parental leave, work-life balance inclusion within Omnicom. – these issues affect each and every one of us, and if we aren’t working together to find a solution, we are only perpetuating the problem.

Troy Ruhanen, President & Chief Executive Officer of TBWA\Worldwide

11 From Toronto to Mumbai: Championing diversity and Eliminating unconscious bias with inclusion across Asia the NeuroLeadership Institute Omnicom agencies worldwide are focused on Often bias against women, minorities or LGBT advancing diversity and inclusion. Notable examples individuals isn’t intentional. It stems from across our Asian networks included: unexamined attitudes that people may not even • FleishmanHillard Asia Pacific sponsored the realize they hold. To attack this kind of bias, DDB “Break The Ceiling, Touch The Sky” conferences partnered in 2015 with the NeuroLeadership Institute, to promote female leadership in the private a leading global research organization that applies sector, held in Singapore in 2015 and New Delhi neuroscience to the science of leadership. in 2016. Dr. David Rock, Director & CEO of the Institute, • BBDO Group China continued to invest in Omnicom Group became a corporate partner of created a program for over 200 executive leaders multicultural employees by sending key staff the China Europe International Business School at DDB from around the globe, to explore bias’ to the “Rising Stars” training in Phuket, Thailand (CEIBS) in 2007. Since then, nearly 400 students biological underpinnings and propose a framework run by external consultants and regional have completed Omnicom’s CEIBS Advanced for creating change from the top down. Management Program. agency leaders.

OMNICOM UNIVERSITY “OU gives our leaders a Training starts at the top with the industry- leading Omnicom University (OU), which chance to rethink, reboot and was founded in 1995. This training uses the refresh – and during these Harvard Business School case study method, employing examples from around Omnicom’s times of rapid change in our global business network to teach leadership industry, it’s important they and business skills. Classes are led by pro- fessors from Harvard Business School, China have those opportunities.” Europe International Business School (CEIBS) in China and IESE Business School in Spain. Janet Riccio, Executive Vice President of Omnicom Group, and Dean of Omnicom University Professor Luis Huete, IESE teaching Omnicom executives in Milan

12 ADCOLOR® celebrated campaigns that broke ground for diversity and inclusion in 2015. Omnicom campaigns including BBDO New York’s “The Walk” campaign for OPEN Celebrating diversity with ADCOLOR Pedigree, BBDO San Francisco’s “Learn Sign Language” campaign for Wells Fargo and GSP’s “Emily’s Oz” cam- Networking groups help diverse employees Omnicom and its networks are proud supporters paign for Comcast were among those honored this year. connect with each other to share ideas and of ADCOLOR. This nonprofit organization was experiences. In the fall of 2015, we launched founded by our own Senior Vice President and watch video  the Omnicom Professional Employee Chief Diversity Officer Tiffany R. Warren in 2007 Networks (OPEN), an umbrella group for all to champion diversity and inclusion in of the company’s network business resource creative industries. groups and activities. One area of focus is REACHING DIVERSE GROUPS OPEN PRIDE, with LGBT Pride events planned Over the last 12 years, ADCOLOR has created a WITH COMMUNITY AND INDUSTRY for 2016. network of outstanding diverse professionals and PARTNERSHIPS advocates across our industry by honoring their In addition to our work with ADCOLOR, Omnicom collabo- accomplishments and leveraging their stories as rates with a variety of industry and community organiza- a road map for others to follow. By highlighting tions to create opportunities for diverse talent. the achievements of African-Americans, Native Americans, Asian Americans, Hispanics, members 4A’s Multicultural Advertising Intern Program: Full-time, of the LGBT community and diversity and inclusion paid internships for diverse young professionals provide champions, ADCOLOR has inspired a new real-world work experience, training and development and generation of multicultural professionals. networking opportunities within the industry.

AAF Mosaic Center: A leader in multicultural marketing/ advertising and inclusion issues and sponsor of the AAF Most Promising Minority Students internships. “ADCOLOR completely changed The Brotherhood/Sister Sol: Learning and support programs for Black and Latino youth in impoverished communities. the trajectory of my career, intro- ducing me to so many people who Ghetto Film School (GFS): An organization that educates, develops and celebrates the next generation of diverse continue to give me mentoring filmmakers. and advice.” GLAAD: Collaboration with print, broadcast and online Jessica Chung, Beta Copywriter, news sources to bring people powerful stories from the TBWA/Media Arts Lab LGBT community. TWBA/Media Arts Lab employees in Los Angeles, LaGrant Foundation: Scholarships, career and develop- CA participate in a Pride march ment workshops, mentoring and internships for minority students in PR and Communications.

13 Promoting supplier diversity We work with a diverse group of suppliers for Our diversity teams work hard to identify many reasons. They bring us new creative top-quality suppliers and connect them to perspectives and capabilities. They can help clients. For instance GSD&M in Austin, us speak more powerfully to our clients’ hosts an annual Diverse & Small Business diverse customers. They are also among Enterprise Summit, where suppliers can the United States’ fastest-growing, most make presentations to marketing decision- dynamic companies, and many invest in the makers. TBWA has developed a clickable map communities they come from, amplifying the of diverse suppliers so creative teams can social benefit of the dollars we spend with them. instantly identify candidates for jobs in any But mostly we work with diverse suppliers that location across the United States. meet our standards because of what they bring GSD&M hired Territory Post, a small and certi- to the table. Diverse suppliers help us deliver Through initiatives like these, Omnicom fied minority-owned creative, editorial and post great work for our clients. companies are helping clients meet their own production house, to develop a series of train- diversity targets ranging from 5 percent to 25 ing videos for the US Air Force. The creative Finding qualified suppliers with women, percent of total spend. Our supplier diversity team at GSD&M was looking for a youthful and minority or LGBT leadership isn’t always easy. results help clients reach their goals, all the energetic approach to appeal to young people, These firms tend to be less well-known to us way up to the Billion Dollar Roundtable, a their parents and influencers. and our clients. In some cases, they may not designation for Fortune 500 corporations that yet be big or experienced enough to serve have formally committed to procuring at least watch video  large global clients. Others lack certification $1 billion annually in goods and services from that qualifies them as diverse companies for diverse businesses. reporting purposes.

Omnicom celebrated International Women’s Day on March 8, 2016 with this thought-provoking DDB Worldwide video #talenthasnogender. watch video 

TRANSGENDER BENEFITS At the beginning of 2016, Omnicom began covering transgender benefits as part of its health and well- ness program, joining a vanguard of more than 500 progressive companies tracked by the Corporate Equality Index that offer these benefits. Mary Nittolo of the Studio NYC is one of the industry’s leading animators and a woman-owned business supplier to Omnicom. Her short animation “Scarlett” helped launch Children’s Cancer Foundation.

14 ENVIRONMENT Climate change and resource scarcity are challenges we must address. Our environmental impact comes mainly from office energy use and business travel. We’re optimizing the footprint of our facilities by consolidating space where possible and managing our business travel more efficiently. 15 Carbon footprint In 2015, we saved energy We have a responsibility to cut greenhouse in addressing our space needs. In 2015, we by combining offices and gas (GHG) emissions wherever we can to help reduced space by 5.4 percent, or nearly 1 million reducing space by nearly reduce climate change impacts. In 2015, our square feet worldwide. overall carbon footprint dropped for the fourth 1 MILLION consecutive year, while our energy use was In our office, we located multiple SQUARE FEET down by more than 10 percent from 2014 levels, agencies into a single building, reducing our WORLDWIDE reflecting our increased office consolidation footprint by one-third. The open seating plan, around the world. We’re working with energy emphasizing shared collaborative space and consultants to conduct energy efficiency audits state of the art technology, decreases the need at our existing locations and with architects to to schedule meetings offsite and book travel. incorporate energy efficient design into our Energy efficient LED lighting is fitted through- new offices. out the space and does not require light bulb replacement. In 2015, we also reduced emissions from purchased electricity by 5 percent and sourced In London, Omnicom combined multiple nearly 10 percent through renewable energy properties and agencies into a single facility procurement. Green energy has been a major called Bankside 2&3. The 370,000 square foot focus of our carbon reduction program in the property reduced our UK footprint significantly. U.S., where renegotiated contracts have helped Power use is managed with state-of-the-art to reduce costs and emissions. We’re evaluating heating and cooling, energy efficient lighting similar opportunities in other markets to reduce and occupancy sensors. Built-in technology, our global energy footprint through greater including Wi-Fi, video conferencing and internet- efficiency and purchasing electricity from equipped hot desks located throughout the renewable sources. building, support a mobile, flexible workforce.

We established our baseline in 2008 across all Similar space-reduction and energy efficient agencies encompassing electric, fuel oil and design projects have been completed in San natural gas consumption, as well as employee Francisco, Los Angeles and Berlin. business-related automobile and air travel. We Omnicom also reduces energy use through use the Greenhouse Gas Protocol guidelines for flexible work arrangements, including our calculations. telecommuting and flexible scheduling and job sharing. Telecommuting reduces the amount Bankside 2&3 in London Energy savings through of fuel Omnicom people use to get to work, space reduction cutting greenhouse gas emissions, energy consumption and air and water pollution. One way Omnicom can enhance energy efficiency is by reducing the number of properties we occupy and being more efficient

16 A strategic approach to Procurement and recycling business travel As a holding company, Omnicom doesn’t have Business travel is the largest contributor to companywide guidelines for environmentally our carbon footprint, but it’s essential to our friendly purchasing and recycling. Our business. We simply cannot serve our clients networks and agencies take the lead in without meeting them face to face. We’re establishing their own green initiatives, strategic about travel, however, prioritizing finding many different ways to do business necessary trips, while reducing less critical sustainably. ones and scheduling multiple meetings in Led by our Strategic Alliance Services the same location where possible. We also (SAS), we strive to use energy-efficient recognize virtual technology can replace methods of procurement and seek out some business travel; most of our energy-efficient office equipment, such as agencies and networks have the latest personal computers and servers, printers videoconferencing technology. and paper sourcing, whenever possible. We also encourage the safe recycling and reuse of office equipment, where applicable, and will work with vendors, where appropriate, to establish recycling programs.

REDUCE, REUSE, RECYCLE AT GSD&M Recycling is part of the culture at GSD&M in Austin, Texas.

“For many years we were trying to reduce our paper consumption. Now we hardly use any paper in our building, and we recycle every bit of it. We also have glass and aluminum can recycling in all of our kitchenettes and battery and phone recycling. GSD&M even encourages returning travelers to put their hotel soaps and shampoos into baskets for donation to the homeless.”

David Rockwood, Vice President, Community, GSD&M

17 GOVERNANCE Strong governance keeps our organization moving toward its goals, while responding to the needs of shareholders. In 2015, the Board continued a program to increase independent oversight and refresh its own membership with new directors as well as build on the diverse nature of our board. 18 Board oversight and shareholder lack of meaningful board refreshment and engagement the implications these factors could have on The Board oversees all of Omnicom’s business independent oversight. strategies, including its corporate responsibility The Board has taken very significant steps to efforts. Chief Diversity Officer Tiffany R. respond to these concerns, including adoption Warren reports annually to the Board on of a board retirement policy that will result inclusion and diversity results, while updates in six of our Board members stepping down on environmental and community initiatives are over the next two years. Under the new policy, provided as needed. directors reaching the age of 75 will not stand for reelection, effective December 31, 2017. Board structure Our Board consists of 12 directors: 10 Board diversity independent or outside directors, our Chairman Diverse boards are more effective boards. Bruce Crawford and our President and Chief A study by Credit Suisse found companies Executive Officer John D. Wren. As part of our with at least one woman on the board ongoing efforts to improve governance and outperformed companies with none by 26 oversight, the independant members of the percent over a six-year period. Board also elected a Lead Independent Director, Leonard Coleman, in December and expanded Omnicom is committed to board diversity. We the Lead Independent Director’s responsibilities have already added a new female independent to enhance independent oversight. Each director, Deborah Kissire, in 2016; women director stands for election annually. The Board now hold four of 12 directorships. In addition, “We believe that regular, met seven times in 2015 and has Executive, we will continue to seek female and minority Finance, Audit, Compensation and Governance transparent communication candidates for spots that open up as long- committees that meet separately. For more standing directors retire. with our shareholders is critical information, see our proxy statement. Our Board faces a special challenge in to our long-term success.” recruiting new members since, in order Refreshing our board to respond to to be considered independent, they must Leonard S. Coleman, Jr., shareholder concerns have minimal business dealings with the Lead Independent Director Last year, Omnicom focused on addressing hundreds of global companies served by our shareholder concerns relating to board networks and agencies. Given this challenge, leadership and composition. Through our approach has been to set goals rather engagement with a majority of our than quotas, looking for qualified candidates shareholders, we identified concerns about who will bring a diversity of skills and mix of the lengthy average tenure of our directors, a experiences to the Board.

19 Commitments and 2016 Plans

Commitment 2016 Plan COMMUNITY Maintain and build our strong connections with communities through volunteer work, pro bono campaigns and Continue to support the communities where we work financial support PEOPLE Support industry-wide diversity through programming and Continue to support ADCOLOR and other industry-wide diversity efforts financial support Expand Omniwomen program to additional regions of the world Maintain a diverse supplier base and encourage diverse Promote Omnicom’s Supplier Diversity database across our global network of agencies to drive supplier diversity supplier certification

Increase the number of diverse employees Widen outreach to non-profit and educational organizations to increase diversity of hiring pool

Increase the number of employees who recieve unconscious bias training Provide Omnicom employees with annual diversity training Train CEO leadership across all networks in diversity topics ENVIRONMENT

Increase the proportion of renewable energy use Consider renewable energy sources in all energy procurement decisions

Enhance travel policies to reduce carbon emissions Craft and distribute recommendations to reduce emissions for business travel

Increase the number of offices using recycled content Encourage and track use of procurement sources providing recycled content office supplies office supplies GOVERNANCE Enhanced the duties of the Lead Independent Director position on the Board of Directors in 2015, and formalized the election process to require annual election to this role by the independent members of the Board Maintain a diverse and independent board Two long-serving directors will step down from the Board at the end of their current terms at the 2016 annual meeting in accordance with the new retirement age policy Continue to reduce average tenure of the Board Ensure Board of Directors is informed by senior Senior staff tasked with responsibility for oversight of corporate responsibility efforts to brief the board of directors Omnicom staff of strategy and progress on corporate annually on our progress responsibility issues Continue to engage with shareholders on corporate Continue shareholder engagement process to discuss corporate responsibility matters, including diversity and responsibility issues inclusion and governance

20 ALIGNMENT WITH THE UN GLOBAL COMPACT Omnicom committed to align with the ten princi- ples of the UN Global Compact in May 2016 and About this Report we will communicate details of our progress in our next report. This report provides a high-level overview The Governance section of this report was of Omnicom’s corporate responsibility influenced by our ongoing shareholder commitments, activities and progress in 2015. engagement, specifically a series of direct The report is organized by our four main focus dialogues with our largest shareholders Principle 1: Businesses should support and areas: Community, People, Environment and throughout late 2015. respect the protection of internationally Governance. We have included highlights from proclaimed human rights; and our diverse network of agencies to characterize Scope Principle 2: make sure that they are not our impact on social and environmental issues complicit in human rights abuses. around the world. The data in this report covers Omnicom’s global operations in FY2015 (from January Principle 3: Businesses should uphold the 1 – December 31, 2015). Unless otherwise freedom of association and the effective Material issues identification recognition of the right to collective bargaining; noted, data within the report reflects our In developing this report we consulted the United States operations. Principle 4: the elimination of all forms of forced GRI G4 Guidelines, the CDP framework, the and compulsory labor; Sustainability Accounting Standards Board Looking forward Principle 5: the effective abolition of child (SASB) Marketing and Advertising sector labor; and guidelines, the UN Global Compact and the We plan to publish an annual comprehensive Sustainable Development Goals to determine corporate responsibility report that fulfills Principle 6: the elimination of discrimination in relevant material issues. the requirements for the Global Reporting respect of employment and occupation. Initiative and the UN Global Compact Principle 7: Businesses should support a Communication on Progress. precautionary approach to environmental Stakeholder engagement challenges; In addition to consulting global reporting frameworks, the content of this report was Principle 8: undertake initiatives to promote greater environmental responsibility; and developed through stakeholder interviews with Omnicom executives, subject matter experts, Principle 9: encourage the development network company representatives and key and diffusion of environmentally friendly supplier and client feedback. technologies.

Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.

21 If you have questions or comments regarding this report, please email [email protected]

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