Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Adecco Staffing
FAIL
adecco.com
TYPE: Global Talent Solutions & Advisory Services
INSTITUTIONAL INVESTORS:
OWNER: The Adecco Group
SUBSIDIARIES: -
2023 REVENUE: $15.4 billion (est)
2023 HEADCOUNT: 10,000 (est)
360 Lexington Avenue, 8th Floor, New York, NY 10017
or
10 E 21st St #2
New York, NY 10010
+1 212 497 5740
+1 212 391 7000
+1 212 557 7474
Through the lens of the Equal Employment Opportunity Commission (EEOC), federal law (notably Title VII of the Civil Rights Act), and New York State’s Human Rights Law (NYSHRL, § 296 of the New York Executive Law), Adecco Staffing’s DEI initiatives, particularly their emphasis on "equity" and race-based categorizations, raise concerns about potential violations of anti-discrimination laws, as these frameworks prohibit practices that foster disparate treatment, harassment, or hostile work environments based on protected characteristics like race.
Adecco Staffing’s DEI initiatives, under the Adecco Group’s “Future@Work” framework, aim to foster inclusion through training, ERGs, and talent development, led by CEO Denis Machuel and CHRO Valerie Beaulieu. The company has a stated commitment to "equity" over equality. The Sustainability and DEI team, likely led by parent company Adecco Group’s VP of DEI Bridges Holmes (a Black man) and Manager of DE&I Zannie Burton (a Black woman), signals a move towards differential treatment based on group identity/protected characteristics. Adecco actively promotes and offers DEI (Diversity, Equity, and Inclusion) training to its partners and clients, offering solutions and programs designed to help organizations build more “inclusive” workplaces, including training programs like "DEI for a Better Workplace". Adecco also works with clients to assess DEI goals, attract diverse talent, and build inclusive paths for employees. Parent company The Adecco Group offers "Understanding Systemic Racism" workshop for US leaders and the general emphasis on "equity" raise concerns that DEI training may promote ideas potentially fostering a hostile environment for White employees by framing them as inherently privileged or complicit in systemic inequality, a probable violation under EEOC and NYSHRL.
Adecco Staffing’s practice of segregating employees into two adversarial racial categories, People of Color vs White, can be seen as problematic under the NYSHRL and may raise concerns under federal law and with the EEOC, as it creates distinctions based on race that could foster division, disparate treatment, and a hostile work environment, potentially violating prohibitions against discriminatory employment practices. Over the past fifteen years, Adecco’s U.S. entities, including Adecco USA and Entegee, have faced multiple lawsuits alleging discrimination, indicating gaps in policy implementation across its complex subsidiary structure. These instances suggest potential systemic weaknesses in their overall compliance that could extend to race-based discrimination. Hiring practices appear merit-based, with no evidence of racial quotas, but vague DEI goals (e.g., “diverse talent pipelines”) could be scrutinized for preferential treatment, violating Title VII’s equal treatment standard. ERGs for women and disabilities exist, but none exclude White employees, reducing discrimination risks. The company’s equity focus lacks clear metrics, making it hard to assess compliance with federal and state laws. From our perspective, Adecco’s DEI efforts could inadvertently discriminate against White employees if training or initiatives subtly target them as complicit in systemic issues, a concern amplified by EEOC’s emphasis on neutral treatment and NYSHRL’s strict harassment standards.
Adecco Staffing’s DEI training for companies risks promoting discriminatory or harassing practices, exposing both Adecco, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
In summation, Adecco’s DEI policies, while aimed at inclusion, carry a moderate to high risk of violating federal and state human rights laws, including EEOC guidelines, due to their equity focus and race-based categorizations, which could foster disparate treatment or hostile work environments, particularly for White employees.
*DEI "equity" involves prioritizing certain racial, gender, or identity groups with targeted resources or opportunities to ensure equal outcomes at the cost of fairness and individual merit. DEI’s equity focus shares some similarities with communism and socialism in its group-based, redistributive approach, and with totalitarianism in ideological coercion.
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. See “The Adecco Group”, listed below, for more information and links.
DieDEI.co is waiting on internal materials for a fuller picture of Adecco Staffing’s DEI program. Follow us on social and subscribe to our newsletter for updates.
CLIENTS INCLUDE: Amazon, Apple, Cisco, Comcast, Dell Technologies, Deloitte, Google, IBM, Microsoft, Pfizer, Salesforce, Stitch Fix, etc.
PARTNERS INCLUDE: The Valuable 500 and World Economic Forum
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.