DIVERSITY& INCLUSIONREPORT 2022

MESSAGE FROM OUR CEO
The past year has been one of change and growth for PubMatic and our people as ouroffices around the world re-opened following nearly two and a half years of Covidinduced remote work. During the same period, our team has grown by over 50% withmore than 400 new employees joining us. As we pivot from remote work to a hybrid
model, our commitment to employee experience is more important than ever.
As CEO, I have a responsibility to drive value for our customers and our shareholders,and also for our employees. That means bringing on the best and brightest talent fromaround the world while building and supporting a culture of inclusion and belonging
that makes people from all backgrounds want to thrive and grow their careers at
PubMatic.
Two years ago, amid the social and civil unrest following the murder of George Floyd
and rising anti-Asian violence around the world, we publicly shared an action plan tofocus PubMatic’s commitments around diversity, equity and inclusion (DE&I), and wecontinue to hold ourselves accountable to making progress:
1. Publish diversity data annually: we have publicized data annually since 2016.
2. Ensure greater diversity of candidate pools: diversity of new hire cohorts
increased year-over-year for women globally and underrepresented minorities
in the US.
3. Invest up to $100,000 in DE&I training programs: we exceeded thisinvestment level over the past 12 months.

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4. Build on our mentorship programs for female and underrepresented
minority employees: we launched our first mentorship program in the second
half of 2021, and are assessing ways to build on its success.
5. Spend a significant percentage of our annual procurement budget tosupport minority- and women-owned business enterprises: we continue tolook for new ways to do business with minority and female-owned businesses.
The biggest opportunity to do so in 2021/2022 came from the opening of our
two new offices in the US, where we employed female-owned design firms,
furniture vendors, and horticulture specialists to create collaborative andinnovative works spaces. Many of the products featured in our US offices werealso sourced from minority- and female-owned businesses.
6. Ingrain public service and impact into our corporate DNA: we are renewing
our focus on volunteerism now that we are back together in person.
7. Create an internal Diversity, Equity & Inclusion Council: the council wasestablished in the summer of 2020 and continues to be impactful.
We have made progress against most of these goals and have identified where there
is room for improvement. The opening of all PubMatic global offices by the fall of 2022
will create renewed opportunity for public service and corporate volunteerism andenable employees to share unique aspects of their culture with their peers via in-officeprograms and celebrations.

RAJEEV GOEL
Co-Founder and CEO© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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DIVERSITY
AT PUBMATIC
Our global team has more than doubled over the last five years, reaching an all-timehigh of 781 employees at the end of June 2022. As we have grown, we have remained
steadfast in our commitment to increasing the diversity of our team to more closely
resemble the demographic make-up of the customers and communities we serve.
Over the past year, we have made progress in many areas, while also identifying areas
where further effort is required to achieve our desired results. Highlights from the past
year include: Gender representation growing worldwide, driven by major gains in India and Europe
 Black, Indigenous and People of Color (BIPOC) representation growing in the US, withparticular growth among Latinx employees
 Continued focus needed to drive more inclusive career advancement opportunities

and grow representation in leadership© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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GENDER DIVERSITY

2022

26.8%
28.0%

2022
New HiresThe growth in female representation is the result of both
recruitment and retention efforts. Over the past year, PubMatic
has made a concerted effort to recruit female talent to join theorganization. From July 2021 to June 2022, women represented
30% of new hires globally, and 40% of new hires outside of India.
In EMEA, more than half (56%) of new hires were female. In theUS, female representation among the new hire cohort was higher
than among the total US workforce (36% of new hires were female,vs. 34% overall).

28.0% WOMENGLOBALLY
2021

Female representation has risen steadily over the past few years,
with women making up 28% of our global workforce at the endof June. Our European teams had the highest representation of
females, reaching near parity at 46% female. The EMEA teamalso experienced the highest growth year-over-year, with female
representation increasing by 10 points over 2021.

29.7%

Women were also promoted at higher levels, accounting for 31% of total promotions over the past year. In APAC, women made up
60% of all promotions in the region. This helped drive retention rates up for female employees globally. However, opportunities
remain to increase female representation at more senior levels. Women make up only 25% of global management, down three points
year-over-year, driven primarily by declines in middle management as female representation increased at the most senior levels.
Female representation in management lags overall representation across all global regions.

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SPOTLIGHT
ON INDIA
19.2% WOMENIN INDIA
2021
2022
2022
New Hires

Last year, we identified female
representation among our India-based
team as a key focus area, as we saw
representation levels decline in theregion, which serves as home to ourengineering hub. Over the past 12
months, we have prioritized programs
and initiatives targeting recruitment
and retention of female engineers,
through our campus hiring andleadership training programs, while
we also announced our commitment tosignificantly grow our engineering team.

15.0%
19.2%
21.6%

Our India offices experienced the highest rate of growth overall, with the team growing 30% year over year.
As part of that growth, we were able to significantly increase our female representation to 19% — a highsince we began tracking and reporting on DE&I data in 2016.
Successfully recruiting female talent was a major driver of this growth, as we saw a 10-point increase infemale representation among new hires year over year, with women accounting for 22% of new hires inIndia over the past 12 months. We also focused on ensuring we retained the female talent we onboarded
through a dedicated recognition and promotion strategy. We saw a 10-point increase in female promotions
as well, with women representing 24% of all promotions in India over the past year. Through these efforts,
we had a record 96% retention rate for female talent in India.

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I joined PubMatic becauseof its culture and values.
At PubMatic, employees feel
respected by management
and the team. The growth of
PubMatic is reflected in thisquote: ‘When everyone isincluded, everyone wins.’

DAMINI SAHGALSOF T WARE ENGINEERDI VERSI T Y, EQUI T Y & INCLUSION REPOR T 2022

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ETHNIC DIVERSITY

We have continued to focus on increasing representation and driving inclusion among
historically underrepresented populations in tech. Among our US workforce, 18% are fromunderrepresented groups, with Latinx employees now representing 10% of our US teamand 14% of our US new hires. Representation of Black employees remained relatively flat
year-over-year at just under 4% of our US workforce and 5% of our new hires.

US RACIAL REPRESENTATION
40.4% WHITE
43.9%

3.8% BLACK

40.0%

0.8% INDIGENOUS

1.8%

2021

0.9%

3.4%

2022

0.8%

8.1%

2022
New Hires

2022
New Hires

2022
New Hires

4.7%

41.1%

2022

3.8%

3.4% MULTIRACIAL

40.8%

2021

4.0%

2022

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32.9%

2021

2022
New Hires

14.1%

40.4%

2022
New Hires

2022
New Hires

2022

9.8%

2022

2022

2021

8.5%

2021

2021

9.8% LATINX

41.1% ASIAN

1.2%

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Employees from underrepresented groups made up 20% of our
promotions in the US over the past year. Latinx employees now hold
6% of our senior management positions and 13% of our middle
management roles. However, we have notably lower representation ofBlack employees at our more senior levels. Promotion rates for Black
employees declined slightly year-over-year, and we also experienced
higher attrition rates, both of which added to declining representationof Black employees among US managers. Conversely, in Europe, 7%of our senior managers and 12% of our middle managers are Black.
We are taking steps to address these gaps, with a specific focus on
ensuring we embody a highly inclusive culture to improve retention,
particularly among historically marginalized groups.

I joined PubMatic in 2019 and one of the things that drew
me to this company and has kept me enthused about myrole here has been its commitment to diversity. This isa value that is often expressed by many companies but
I believe that this organization is truly committed to it.
An example I like to draw on which embodies this is how
struck I was in the first UK management meeting I attended
soon after joining —- in a room of five managers there were
three women and three people of color. This was a uniqueexperience and so unlike many other companies I haveworked in to have such a diverse group leading the regionalorganization.
I don’t take this for granted though and am fully cognizantof the hard work that is still required to achieve this level ofdiversity across the whole company, but I do look forward
to the opportunity to continue to build an inclusive andsupportive community for all future team members.

BABS KEHINDESENIOR DIRECTOR, PUBLISHER DE VELOPMENT, EME A© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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LEADERSHIP AND
GOVERNANCE
Increasing diversity and promoting equity and inclusivity is a core aspect of a company’s
culture, and one that must be driven from the most senior levels of the organization.
PubMatic has high retention among our C-level team with representation remaining flat
year over year.
We increased the diversity of our Board of Directors as we added two new board members
this year, Shelagh Glaser and Jacob Schulman. According to Nasdaq’s new board diversity
standard released in 2021, we now have 71% diversity, with 43% female representationand 28% minority representation. This compares to 24% female and 17% minority for
Russell 3000 companies, according to a 2021 study by The Conference Board.

FEMALE

BIPOC
43%

29%

PUBMATIC
BOARD

24%

RUSSELL 3000
BENCHMARK© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

Leaders have a responsibility to not only
support a company’s culture, but to help
advance and evangelize it. I’ve been with
PubMatic for more than a decade and am
so proud of the culture that we’ve built.
As Chief Growth Officer, I am constantly
looking to future opportunities andfocusing on how we can differentiate ourbusiness strategy to gain a competitive
advantage. To achieve this, it is critical tohave a diverse team that brings uniqueperspectives to the table and empower
individuals to voice their opinions andideas. PubMatic’s culture of inclusion andbelonging is a driving force behind our
success.

PUBMATIC
BOARD

17%

PAULINA KLIMENKO
CHIEF GROWTH OFFICER

RUSSELL 3000
BENCHMARKDI VERSI T Y, EQUI T Y & INCLUSION REPOR T 2022

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FOSTERING AN
INCLUSIVE CULTURE
Our global team has grown 25% over the past year, now employing
more than 780 people around the world. As we have grown, we have not
only focused on bringing on new talent from diverse backgrounds, butalso on ensuring we foster a culture of belonging and inclusive thinking
that encourages employees to reflect on their interactions with coworkers, customers, partners, and vendors.
We approach building an inclusive culture from three vantage points:

EMPLOYEE-LED
EFFORTSCOMPANY-LED
EFFORTS

INDUSTRYEFFORTSENCOURAGE BELONGINGEMPOWER & ENABLE

E XPAND OUR IMPACT© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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Employee-Led Efforts:

ENCOURAGE BELONGING
We are proud of the progress we’ve made over the past year
and are refining approaches to ensure our efforts work for
employees as well as the company. But we also know that wehave work to do. Looking to the year ahead, we plan to formalize
our DE&I Council and employee resource group (ERG) structures
to ensure resources are available to scale both regionalized andglobal programing.

DE&I COUNCILFirst launched in 2020, our employee-led DE&I Council drives
tremendous value for our teams. The council is committed toelevating our employee voices and fostering an environment
where every employee can be their most authentic selves atwork, with a focus on in our company that will lead to change
throughout the industry.

Working within the DE&I Council and being
actively involved with our employee resources
groups at PubMatic has taught me theimportance of building a sense of belonging
and community. I’m lucky to be working
alongside a group of individuals who reallymake it a priority to care and to create aworkplace environment where everyone isencouraged to be their most authentic selves.
Investing in that kind of psychological safety
is crucial to building meaningful connections
and fundamental to a positive and rewarding
employee experience. Change is only possible
when we acknowledge our own biases andlimitations, work continuously to overcome
them, and make a daily commitment to diversity.
I’m proud of PubMatic’s continued support of
DE&I programming and our commitment toa more equitable and inclusive workplace.

LILIAN VALENCIA
MANAGER, HUMAN RESOURCES
AND CHAIR, DE&I COUNCIL© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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EMPLOYEE RESOURCE GROUPSOver the past year, we have expanded existing and launched
new employee resource groups, where historically marginalizedgroups have a community in which to build relationships,
celebrate their identities, and champion change within andoutside our company. Our ERGs support employees withpersonal and career development resources and help drive
our inclusive hiring efforts.
 Asian American and Pacific Islander (AAPI) Black is Beautiful
 Female Latinx in Tech (LIT) Out @ PubMatic

As someone from a mixed background, I havebeen a part of Employee Resource Groups aroundrace throughout my career and felt a real sense ofcommunity and support. With all the great work
across PubMatic in forming other ERGs as aninspiration, and having been diagnosed with ADHD
in 2021, I felt that I and others like me across thebusiness could really benefit from this sense ofcommunity through the lens of Neurodiversity. The
group sets out to create a positive environment andan understanding of the challenges and strengths
building a career as someone who is neurodiverseand celebrating the unique perspectives one
can bring to the business. Ultimately, we aim to
make PubMatic a more inclusive workplace for
the Neurodiverse and educate our Neurotypicalcolleagues on our unique perspectives.
Neurodiversity can sometimes make daily processes
more difficult, but with the right environment andsupport, we can really thrive in our chosen areas.

 Neurodiversity

GARY SALEM,
ADVERTISER SOLUTIONS, EMEAAND CHAIR OF THE NEURODIVERSIT Y ERG© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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Company-Led Efforts:

EMPOWER AND ENABLE
We pride ourselves on employing the best and the brightest talent around the world. As we grow andexpand globally, it is critical that we provide our people — and by extension our customers — with the tools
they need to succeed. We are investing more to ensure that our employees remain engaged, growing intheir careers and acquiring new skills to meet the dynamic needs of our business.
As highlighted via the data earlier in this report, there are many areas where we have made major progressover the past year, for example in our largest office in India where female representation increased
significantly. However, we also identified areas for continued focus, such as in increasing representation at
more senior levels. For example, we are exploring formalizing the employee-led mentorship program that
our DE&I Council launched last year into a more sustainable initiative. Making changes at scale requires aconcerted effort from leadership and across all business units, and we are committed to improving.

LEARNING AND DEVELOPMENT
We will continue to provide broad-based training on inclusive hiring practices, unconscious bias, allyship anddelivering inclusive feedback to all new managers with refresher courses available for tenured managers.
Our learning management system also now includes a variety of on-demand DE&I focused courses that offer
self-paced learning to any employees who wish to take part. Further, people managers undoubtedly have thegreatest impact on employee experience and overall job satisfaction. As teams grow more diverse, we needto provide continuous training to our managers to eliminate unconscious bias and promote inclusive hiringand promotion decisions. A manager’s ability to foster talent and ready their team members for even larger
and more impactful roles are key to increasing diversity at the more senior levels of the organization.

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INCLUSIVE HIRING
Inclusive hiring is a collective effort where both the talent acquisitionteam and hiring managers need to be in synch and aligned on both thecore requirements for a given role as well as the opportunity to diversify
the candidate pool by identifying transferable skills from outside a givenfunctional area or even our industry. The practice of inclusive hiring mustbe learned and reinforced via training to avoid the trap of gravitating
toward candidates of “sameness,” those who look like, sound like, and havea background like ours.
Our talent acquisition team is committed to sourcing the best slate ofdiverse candidates for each role. We have been incredibly successful atattracting and hiring top female and minority talent in EMEA, and this isdue in no small part to the diverse leadership we have throughout theregion. Candidates want to be able to visualize “themselves” working at acompany and when they meet with female or minority employees during
the interview process it can have a powerful impact on their decision tochoose PubMatic.

Hiring in 2022 is a challenge in general dueto the increased demand for talent. Our
focus on inclusive hiring practices requiredthat we step back, understand, and assesscandidates’ needs in these times, andadjust our hiring strategy to meet them.
We also redesigned our career website
and were able to virtually share valuable
information with our candidates about why
they should join PubMatic, our culturalprinciples, and working life at PubMatic,
as well as stories of current employees on
their journey with us. The most importantpiece was the annual DE&I report, as
candidates were impressed by our diverse
culture and initiatives.

RALUCA -ELENA POPATA L E N T AC QU ISI T ION M A N AGE R , E M E A© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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BENEFIT ENHANCEMENTS
This past year we introduced a new global maternity leave policy to address boththe potential financial stress and anxiety of returning to work. We increased theamount of paid leave available to the birthing parent and added an additional fourweeks of flextime where work from home and hybrid work can ease the transition
back to the office.
In response to the overturning of Roe v. Wade, we have ensured that our healthbenefits providers in the US continue to offer coverage for reproductive medicine.
In addition, we have made a one-year offer of relocation benefits to any employee
wishing to relocate to one of our two US office locations, California and New York,
where reproductive medicine is still legal and available.
We also added the opportunity to participate in supplemental health coveragein Australia and are currently evaluating our benefits programs in several otherregions to better support mental health, wellness and life events.

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Industry Efforts:

EXTENDING OUR IMPACT
Our responsibility to DE&I extends beyond the boundaries of our company culture. As a publiccompany and a leader in advertising and technology, we have sizeable resources that we canleverage to champion change in our industry and our communities. Whether it is through our
procurement budgets and directing media dollars, we continue to focus on supporting womenand minority-owned companies through the course of doing business. We are also building
relationships with industry organizations and non-profit groups to create additional opportunities
to upskill, to give back, and to support historically marginalized groups.
Looking to the year ahead, we are prioritizing support of DE&I media inventory packaging efforts
and building new partnerships and relationships to expand our efforts. And as we continue toreboard our offices around the world, we look forward to getting back out into our communities
through company-wide days of service and other volunteering initiatives.

PARTICIPATING IN INDUSTRY-WIDE EFFORTS
We have partnered with various industry organizations that are committed to increasing
representation of women and minorities in advertising and tech and to empowering and supporting
members of those groups. We have partnered with Bloom (UK), Media For All — MEFA (UK), She Runs
It (US) and Women in Data Science (India) to sponsor and participate in their initiatives and events,
and unlocked opportunities for our employees to take advantage of their programming as well.

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SUPPORTING RESPONSIBLE MEDIAAs a leading provider of advertising technology, PubMatic has thescale necessary to make a sizeable impact in our industry. We
process more than 400 billion ad impressions every day and havedeveloped the capabilities to enable advertisers to direct spend
to women- and minority-owned media properties. We work withthe world’s biggest advertising agencies to drive socio-economicchange with their media budgets. And we are partnering withindustry organizations to develop the standards and processes
needed to scale these efforts in the years to come.

Since the moment I started in this business, I’ve
always been told ‘it’s only advertising, it’s not like
we’re saving lives.’ While that’s true, it doesn’tmean we can’t help change the world for the
better. I am now in a role that empowers me tocreatively and strategically curate inventory foradvertisers, which has enabled me to start tomake the belief a reality. By maintaining direct
relationships with the supply side, PubMatic cansource diverse owned media properties whilestill providing scale to our buyers. This way,
we can continue to satisfy buyer performancerequirements while elevating the voices of andsupporting underrepresented communities. I may
not be saving lives, but this is a big step toward
impacting change.

SAM MARCSENIOR DIRECTOR, ADDRES SABLE
SOLUTIONS© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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INSPIRING HOPE & ACTIVISM
While the ongoing pandemic has hamperedsome of our community service plans, we arelooking forward to relaunching our PubMatic
Cares program which will create opportunity for
employees to partner with local organizations
and charities throughout the year to give backto the communities in which they work and live.
Our ERGs will survey their members to target
specific areas of charitable interest and createa calendar of social events that best reflect theshared passions of the group.
The Human Resources team will work with nonprofits and service organizations to create charity
partnerships that align with our company values
and provide opportunities for volunteerism.
We have plans to partner with the International
Rescue Committee (IRC) on their New Roots
Program focused on food and nutrition as
essential aspects of the refugee resettlement
process and overall well-being for new Americans
and their neighbors in New York City.

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A YEARIN ACTIONSEPTEMBER 2021

Launched “Up the Ladder” mentorship initiative

OCTOBER 2021

Diversity Week
 Internal discussion and ERG panels (US, EMEA) Joy in the Journey session (APAC) Women’s Leadership Training (Pune)

UK Black History Month Journey of a Black British Trailblazer Panel

DECEMBER 2021

Joined MEFA — Media for All — in Europe

JANUARY 2022

Launched OUT@PubMatic and The Female ERGFEBRUARY 2022

Black is Beautiful ERG hosted Black History Month programming “Black in Tech” panel Discussion with noted historian Kamau Ware, about how unsung heroes

and often overlooked ways that Black voices helped shape New YorkMARCH 2022

Launched Neurodiversity ERG
The Female ERG hosted International Women’s Day Programming Breaking Bias & The Future of Work Panel Interview with Karen Blackett (OBE) Joy in the Journey (Redwood City)

JUNE 2022

Pride Month Programming Queer civil rights history
 Team entertainment

Juneteenth programming© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

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THE ROAD AHEAD
I am so proud of the progress we’ve made as a company, and by theendless work and energy put in by our employees to drive positivechange within our company and our communities.
Last year we identified specific areas that needed to be addressed —such as growing female representation among our female workforce
with a major focus on our engineering teams in India. By identifying
and acknowledging the issue and strategically developing programs
to address it, we were able to drive meaningful change and reachour highest representation of women since we began releasing thesereports in 2016. We also increased Latinx representation among ourteam, as we brought on more Latinx individuals in management andleadership roles, who then leveraged their networks to accelerate
recruitment of new Latinx talent.
Looking ahead, we want to continue to build upon the progress andmomentum we have achieved. We will continue to bring on morediverse talent, but this doesn’t stop at recruitment. We must also
ensure we create a cultural environment in which they can thrive.
Continuous learning has always been a key pillar of our culture, andwe are continuing to invest here, bringing some of this expertise
in-house so we can grow and develop trainings that are right for
PubMatic and our needs. We are also looking at how we can refine
and enhance our benefits packages to ensure that all employees
have what they need to supported and successful at work, including
comprehensive reproductive healthcare and improved parental
benefits, as well as best-in-class mental health support.
However, there are certain areas where progress has stalled, oreven declined, and where we need to do more. We’ve learned
that increasing the diversity of our management teams has a© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

compounding effect on representation overall, as we saw among
Latinx employees last year. Yet our management teams continue
to be less diverse than at more junior levels. A sizeable gap exists
in Black representation among our US workforce as a whole, andparticularly at more senior levels. To address these gaps, we willcontinue to focus on management training, specific to inclusive
promotion and career development practices. Those diverse
employees who are junior in their careers at present, have thepotential to be our leaders of tomorrow and will in turn help us toattract a greater number of diverse candidates.
Communicating with honesty, transparency, and authenticity ispart our core cultural principals, and it is that openness that makes
PubMatic such an amazing place to work. Celebrating our successes
and acknowledging where there is more work to be done are key toour strength as a team and are critical to delivering results for ourclients.
As we look ahead towards 2023, we willcontinue to hold ourselves accountable forprogressing upon our inclusion journey as
a company. We will listen to our employees
and incorporate their feedback into thedevelopment of programs and initiatives
that advance our corporate culture andbest support our teams and give each andevery PubMatic employee an opportunity
to celebrate with and learn from eachother and to grow together.

LORRIE DOUGHERTY
Senior Vice President,
Human Resources

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Methodology
We analyzed diversity and inclusion metrics by region, including U.S., EMEA, APAC (minus India), and India.1 Data included is for the 12-month
period through June 2022 (July 1, 2021 through June 30, 2022) and demographic percentages are based on first-half totals (as of June30, 2022). Gender, race,2 and ethnicity are the key demographics used to analyze the fairness of our hiring, promotion, and compensation
practices. Race and ethnicity metrics were analyzed for the US, including representation of people of color (including Black and Latinx
employees).3
Management categories in the analysis are based on job title. Middle managers consist of associate directors, senior managers, managers,
team leads, and other similar titles. Senior managers consist of leadership team members, vice presidents, senior directors, and directors.
Please note that this document may include inaccuracies or typographical errors and is based on operational data that has not been audited
or reviewed by a third-party. PubMatic does not intend to update the information contained in this document if any information or statement
contained herein later turns out to be inaccurate.
India was separated out from the data analysis for certain items given the high concentration of employees in our Pune office.
Information on race is obtained through voluntary self-reporting in hiring, as well as employment records and observer identification, in accordance with the guidelines of
the U.S. federal Equal Employment Opportunity Commission (EEOC).
12, 3

About PubMatic
PubMatic (Nasdaq: PUBM) is an independent technology company maximizing customer value by delivering digital advertising’s supply
chain of the future. PubMatic’s sell-side platform empowers the world’s leading digital content creators across the open internet to control
access to their inventory and increase monetization by enabling marketers to drive return on investment and reach addressable audiences
across ad formats and devices. Since 2006, our infrastructure-driven approach has allowed for the efficient processing and utilization ofdata in real time. By delivering scalable and flexible programmatic innovation, we improve outcomes for our customers while championinga vibrant and transparent digital advertising supply chain.
PubMatic is a registered trademark of PubMatic, Inc. Other trademarks are the property of their respective owners.

PUBMATIC CONTACTLORRIE DOUGHERTY
SVP, Human Resources
lorrie.dougherty@pubmatic.com© 2 0 2 2 P U B M AT I C , I N C . A L L R I G H T S R E S E R V E D

Press Contact:
BROADSHEET COMMUNICATIONS
pubmaticteam@broadsheetcomms.com

DI VERSI T Y, EQUI T Y & INCLUSION REPOR T 2022

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