Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Anomaly
FAIL
anomaly.com
TYPE: Advertising Agency
INSTITUTIONAL INVESTORS:
OWNER: Independent
SUBSIDIARIES:
2024 REVENUE: n/a
U.S. HEADCOUNT: n/a
330 Hudson Street
New York, NY 10013
franke@anomaly.com
+1 917 595 2200
AI Analysis Opinion through the Lens of the EEOC, Federal Law, and NYSHRL (§ 296): Anomaly, an advertising agency, embeds its Diversity, Equity, and Inclusion (DEI) initiatives, led by Global Head of DEI Kristi Henderson (a Black woman, Dec 2020–May 2024) and Senior DEI Manager Jennie Peters (also a Black woman), and overseen by Global CEO Karina Wilsher and NY CEO Franke Rodriguez, as a core strategy, explicitly prioritizing "BIPOC" and "POC"* groups through programs like Anomaly Equal Advantage, which allocates pro-bono services to BIPOC-owned businesses, and the "Anomaly Step In" and "Career Advancement Program" focusing on underrepresented racial groups and "BIPOC talent." Henderson’s “Black Goes First - Equity In Action” article and her racial equity lens in training, alongside Rodriguez’s push for a “major reckoning” in hiring and promotions, emphasize race-based outcomes, such as wage equity assessments for “women, Black talent, and all People of Color” and partnerships supporting BIPOC businesses, which risk being perceived as reverse discrimination against White employees. These practices, under the Equal Employment Opportunity Commission (EEOC), Title VII of the Civil Rights Act, and New York State’s Human Rights Law (NYSHRL, § 296), which prohibit race-based discrimination, could foster a hostile work environment if training frames White employees as inherently privileged or complicit, potentially constituting harassment. Anomaly’s global diversity data reporting, while transparent, may enable discriminatory hiring or promotion to meet demographic goals, and its allyship and anti-racism framework could be seen as creating unequal treatment, violating federal and state anti-discrimination laws if White employees feel marginalized.
Anomaly’s DEI training for companies risks promoting discriminatory or harassing practices, exposing both Anomaly, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
In summation, Anomaly’s DEI policies, driven by a belief in racial equity as a commercial and moral imperative, carry a moderate to high risk of violating EEOC, federal, and NYSHRL standards due to potential perceptions of reverse discrimination and harassment against White employees.
*Anomaly’s practice of segregating employees into two adversarial racial categories, POC/BIPOC 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.
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.
DieDEI.co is waiting on internal materials for a fuller picture of Anomaly’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.