Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Condé Nast
FAIL
condenast.com
TYPE: Global Media Company
INSTITUTIONAL INVESTORS: Advance Publications (owner)
OWNER: Advance Publications, Inc (the Newhouse family)
SUBSIDIARIES: Allure, Architectural Digest, Bon Appétit, Condé Nast Traveler, Glamour, GQ, Self, Teen Vogue, them., The New Yorker, Vanity Fair, Vogue, Wired
REVENUE: $1.6-1.8 billion (est)
HEADCOUNT: 5,400
One World Trade Center
New York, NY 10007
communications@condenast.com
+1 212 286 2860
Condé Nast, under the leadership of Global CEO Roger Lynch and Chief People Officer Stan Duncan, with past and present Chief Diversity & Inclusion Officers Yashica Olden (2020-2024, a Black woman) and Cheryl Kaba (effective 2025, another Black woman), has implemented DEI initiatives with potential legal ramifications under the EEOC and NYSHRL § 296 concerning discrimination and harassment against White employees. Olden’s role at Condé Nast involved developing and implementing DEI strategies across the company’s global portfolio, reporting to the chief people officer, Stan Duncan. She worked on integrating DEI into HR processes and ensured DEI was embedded in all broader HR processes, tools, and protocols. Her actions suggest a focus on racial equity.* She addressed Condé Nast’s lack of racial diversity in senior leadership (75% white) and aimed to increase representation of underrepresented groups. She acknowledged systemic racism as being a key challenge to DEI implementation, and stated that DEI was imperative to stopping “Black people being murdered in the U.S.” She also highlighted resistance from middle management, clients, partners, and suppliers as barriers to progress. Prior to CN, she led DEI efforts at WPP’s global team, Credit Suisse, Sandoz, and the United Nations World Food Program. Cheryl Kaba previously held significant roles, including Executive Director of Talent and Diversity at Morgan Stanley and Director of Global Inclusion and Diversity at American Express, indicating a deep involvement in DEI initiatives. The company's hiring goal of having 50% of candidates from diverse backgrounds on interview slates, and Vogue’s setting a racial target for its content contributors—aiming for 15% to be Black—raises concerns about potential preferential treatment based on race. the company mandated that 100% of its global employees undergo unconscious bias and anti-racism training for all global employees, which may foster a hostile work environment by implying that White employees are inherently biased or complicit in systemic racism, a practice that could constitute racial harassment under EEOC and NYSHRL standards. The company supports Employee Resource Groups (ERGs) such as Black, Asian, and Hispanic workers, but offers no equivalent for White employees, creating an asymmetry that may be perceived as exclusionary and discriminatory. CN's 2020 Diversity & Inclusion report announced a $1 million commitment in pro bono advertising to support non-profits focused on addressing "racial injustice," a term often tied to political and social narratives that can diverge from objective reality. The controversy surrounding former Global Chief Diversity and Inclusion Officer Yashica Olden's departure, following complaints of failing to address antisemitism, highlights potential failures within the DEI structure to ensure equitable treatment and could indicate a broader environment where bias is not adequately addressed. These factors collectively suggest a risk of potential legal challenges based on discrimination and a workplace where White employees might experience harassment or feel unfairly treated due to their race.
*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.
Parent company Advance Publications, Inc. has demonstrated a commitment to incorporating ESG considerations, including diversity and inclusion metrics, in their investment stewardship and proxy voting guidelines. This external pressure from major parent company shareholders likely serves as a significant driver for Condé Nast's public commitments and strategic focus on ESG and Diversity and Inclusion (D&I). 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 Condé Nast’s DEI program. Follow us on social and subscribe to our newsletter for updates.
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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.