Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Arnold Worldwide
FAIL
arn.com
TYPE: Advertising Agency, Global Creative Agency
INSTITUTIONAL INVESTORS: The European Union, BlackRock, Vanguard Group, State Street Corp, JPMorgan Chase, Kayne Anderson Rudnick Investment Management Llc, Charles Schwab Investment Management Inc., et al. (via parent company Havas Group)
OWNER: Havas Creative Group
SUBSIDIARIES: -
2024 REVENUE: $84.2 million (est)
HEADCOUNT: 725
200 Hudson Street
New York, NY 10013
NewBiz@arn.com
+1 212 463 1000
From the perspective of the EEOC, federal law, and New York State's Human Rights Law (NYSHRL, § 296), Arnold Worldwide's DEI initiatives, overseen by CEO George Sargent and previously by Chief Talent Officer Julianna Akuamoah (a Black woman) and Director of Marketing & Culture Kaelyn Harris-Vincent, carry a moderate to high legal risk of violating anti-discrimination laws due to potential discrimination against White employees or candidates. Under Akuamoah's leadership as CTO of Arnold & Havas Boston, a process was reportedly rolled out requiring Havas North American agencies to audit their departments to identify areas for DEI improvement. The partnership with Boston While Black, providing specific benefits and resources to Black employees, and the "BlackatWork" Employee Resource Group, without evidence of similar initiatives for White employees, could indicate differential treatment based on race. Furthermore, statements regarding the need to "diversify" the team and target "underrepresented creative talent," while aiming for inclusivity, risk being interpreted as favoring non-White candidates in hiring processes, potentially leading to reverse discrimination if qualifications are not the sole determining factor. Arnold Worldwide's U.S. DEI strategy, fundamentally shaped by the Havas Group, specifically through its "Commit to Change" plan announced in August 2020, presents potential concerns regarding equitable treatment for all employees, including White employees. This seven-point plan, aimed at creating a more diverse and inclusive Havas Group with a significant emphasis on improving the experience and representation of BIPOC employees, includes commitments to data transparency, providing industry access, breaking systemic barriers, mandatory DEI education, accelerating BIPOC careers, amplifying diverse voices, and compensation accountability. These observed practices warrant careful scrutiny to ensure compliance with anti-discrimination laws prohibiting racial bias against all individuals. The EEOC has noted that DEI programs fostering a hostile environment—such as through policies or training that implicitly or explicitly target White employees as privileged or complicit—may constitute harassment.
Parent company Havas Group’s institutional investor The European Union is actively integrating ESG scores—with a strong focus on supporting DEI—into its investment landscape. Other Havas 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 parent company shareholders (and their parent company Bolloré Group) likely serves as a significant driver for Arnold Worldwide'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.
DieDEI.co is waiting on internal materials for a fuller picture of Arnold Worldwide’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.