Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
ACCENTURE SONG
FAIL
accenture.com
TYPE: Creative & Tech Growth Engine
INSTITUTIONAL INVESTORS: Vanguard Group Inc., BlackRock, Inc., State Street Corporation, Geode Capital Management, LLC, et al.
OWNER: Accenture plc
SUBSIDIARIES: Acquity Group, Droga5, Fjord, GemSeek, Karmarama, Kolle Rebbe, Meredith Xcelerated Marketing (MXM), Mindcurv, Rabbit's Tale, Rothco, SinnerSchrader, SOKO, The Lumery, The Monkeys, Unlimited, Work & Co., et al.
2024 REVENUE: $18 billion
Global HEADCOUNT: 733,000
395 9th Avenue,
New York, NY 10001
+1 917 452 4400
Rachel Frey
Head of Corporate
Communications
+1 917 452 4421
Under the lens of New York State's Human Rights Law (NYSHRL, § 296 of the New York Executive Law), which, similar to federal law enforced by the Equal Employment Opportunity Commission (EEOC), prohibits workplace discrimination and harassment based on protected characteristics such as race, Accenture Song's DEI practices, as a division of Accenture, raise potential concerns regarding possible harassment or discrimination against White employees or hires. Accenture's robust corporate DEI framework, which governs Accenture Song, emphasizes measurable targets to increase representation of women and specific racial/ethnic groups, particularly Black/African American and Hispanic/Latinx individuals, alongside transparent reporting of U.S. workforce demographics. While these initiatives aim to foster inclusion, the absence of specific protections or balancing mechanisms for non-targeted groups could inadvertently create a workplace environment perceived as less equitable for White employees, potentially violating NYSHRL and federal law by fostering unequal treatment or a hostile work environment based on race. Accenture Song, operating under this unified corporate umbrella, applies these policies in its competitive creative sector, where diverse hiring is prioritized through partnerships, targeted recruitment, and bias-mitigation tools. However, without division-specific DEI data, it is challenging to assess whether these practices disproportionately disadvantage White candidates or employees, risking unintentional discrimination under both NYSHRL and federal anti-discrimination statutes. Recent external speculation about Accenture retreating from DEI contrasts with its ongoing commitments, but any perceived overemphasis on certain groups without equitable consideration for all could expose Accenture Song to legal scrutiny under NYSHRL and federal law for failing to ensure a workplace free of race-based discrimination or harassment for all employees, including those not explicitly targeted by DEI goals. Notably, Accenture Song, operating under Accenture's broader DEI framework, has significantly shifted its approach in early 2025, moving away from explicit diversity targets and demographic-specific programs, citing a focus on "meritocracy" and compliance with the evolving U.S. political landscape, particularly regarding federal contracts and the legal framework established by both state and federal anti-discrimination laws.
Accenture Song’s DEI training for companies risks promoting discriminatory or harassing practices, exposing both Accenture Song, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
Institutional investors like BlackRock and Vanguard increasingly emphasize Environmental, Social, and Governance (ESG) factors, including diversity and inclusion metrics, in their investment stewardship and proxy voting guidelines. This external pressure from major shareholders likely serves as a significant driver for Accenture Song's public commitments and strategic focus on ESG and Diversity, Equity, Inclusion, and Belonging (DEIB). Consequently, accountability for the design and impact of DEI initiatives rests primarily with the company's leadership and board, who must navigate these influential investor expectations.
This information is based on publicly available information, including websites, case studies, and news articles from a recent period. To ensure you have the most accurate and current information, please refer to the company's official announcements. The information provided on this website is for general informational purposes only and does not constitute legal advice; consult a licensed attorney for specific legal guidance.
Accenture has decided to end its diversity goals as of early 2025, including scrapping career development programs for specific demographic groups, reflects a broader corporate trend of scaling back DEI initiatives amid political and regulatory pressures, despite past successes in improving gender representation, leadership diversity, and employee engagement. In a memo, CEO Julie Sweet announced that Accenture will terminate its diversity goals, halt participation in external benchmarking surveys, and discontinue career development programs tailored to specific demographic groups, as reported by the Wall Street Journal in 2025.
DieDEI.co is waiting on internal materials for a fuller picture of Accenture Song’s DEI program. Follow us on social and subscribe to our newsletter for updates.
NOTE: Client lists are subject to change. This information is based on publicly available information, including websites, case studies, and news articles from a recent period. To ensure you have the most accurate and current information, please refer to the company's official announcements.