Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
4As (American Association of Advertising Agencies)
FAIL
aaaa.org
Type: 501 (c)(6) Nonprofit Trade Organization, U.S. Trade Association
Owner: Member Ad Agencies
Subsidiaries:
2024 U.S. Net Revenue: $19.5 million
U.S. Headcount: 70-100 (est)
25 W. 45th Street, 16th Floor
New York, NY 10036
Media Inquiries
+1 212 682 2500
Contact Link
Gov Relations
Alison Pepper
4As, EVP – Government Relations
Phone: +1 202 355 4564
apepper@4as.org
The 4A's DEI initiatives, as outlined below, are analyzed through the lens of the Equal Employment Opportunity Commission (EEOC), federal law (including Title VII of the Civil Rights Act of 1964), and New York State's Human Rights Law (NYSHRL, § 296 of the New York Executive Law), which prohibit discrimination based on race, color, national origin, sex, religion, disability, age, and other protected characteristics in employment, with AI assisting in formulating compliance opinions. These laws require that employment practices, including training, hiring, and promotion, be non-discriminatory and not result in disparate treatment or impact based on protected characteristics. The EEOC emphasizes that diversity initiatives must comply with federal anti-discrimination laws, avoiding practices that could be interpreted as granting preferential treatment or creating exclusionary environments based on race or other protected categories. NYSHRL similarly mandates equitable treatment and prohibits policies that could disproportionately disadvantage any protected group.
The 4A's DEI initiatives are led by Senior Vice President Tangie Murray (a Black woman) and Executive Vice President of Talent, Equity & Learning Solutions Cathy Chan Butler (an Asian woman). Cathy Chan Butler is co-founder of API Rising, an organization dedicated to advancing Asian and Pacific Islanders in corporate leadership roles. Butler has fiercely vowed to defend "every letter in DE&I," staunchly rejecting any shift from equity to just inclusion. The 4A's Learning Institute, overseen by Butler, serves as the broader platform for various DEI training and development programs. Tangie Murray advocates for continuous anti-bias training at all levels and embedding DEI into organizational culture. Per public records, the 4A's uses language dividing workers into White and BIPOC racial groups. Murray emphasizes creating systems that prioritize opportunities for BIPOC (Black, Indigenous, and People of Color) individuals, with a particular focus on Black professionals. She has stated: “When we think about the population numbers and the diversity numbers, within agencies, it’s really important to look at that on the aggregate, but then also look at it as far as your levels. Have you increased your numbers, the number of your Black population? But it’s [also] everyone at the administrative level — how does that play out? From a management level, from a V.P. level, executive level, how does it really look? It’s important to make sure that the needle is moving across functions and across levels, otherwise we’re not really achieving equity that we’re setting out to do.”
DEI training, as implemented by the 4A's, focuses on addressing systemic inequities and fostering inclusive workplaces. Marla Kaplowitz, President and CEO of the 4A's, holds ultimate responsibility for the organization's direction, including its DEI strategy and initiatives. Programs like the Multicultural Advertising Intern Program (MAIP) and Vanguard, a nine-month program targeting the development of mid-level Black and LatinX professionals for leadership roles, are one example. The Workplace Enlightenment Certification ($7,500-$9,000), which addresses topics like race and privilege, is designed to promote awareness and cultural competence. The 4A's Equity & Inclusion Congress, an annual event led by Tangie Murray, brings together industry professionals to discuss DEI challenges, share best practices, and foster commitment to action. The mission and activities of the 4A's Foundation, particularly MAIP and Vanguard, are explicitly designed to create pipelines of diverse talent for the advertising industry. The association periodically conducts its "Diversity in Agencies Survey" to establish DEI benchmarks and track industry progress.
4As’ DEI training for companies risks promoting discriminatory or harassing practices, exposing both 4As, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
The 4A's DEI policies focus heavily on fixing perceived systemic imbalances and pushing diversity through specific programs and training, but the explicit prioritization of opportunities for BIPOC/non-White individuals and use of racial categorizations (e.g., White vs. BIPOC) carry a moderate to high risk of violating federal (Title VII) and NYSHRL anti-discrimination laws, as well as EEOC guidelines, if implemented in ways that result in disparate treatment or exclusion of White individuals.
*Equity involves redistributing resources or opportunities to achieve equal outcomes across groups, sharing with communism a focus on collective results over individual merit.
This information is based on publicly available sources, 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 is for general informational purposes only and does not constitute professional advice; consult relevant experts for specific guidance.
DieDEI.co is waiting on internal materials for a fuller picture of 4As’ DEI program. Follow us on social and subscribe to our newsletter for updates.
4A’s serves over 600 member agencies who reportedly direct more than 85% of the total advertising spending in the United States. Each member agency has its own client list. The 4A's provides members with access to information, tools, training, research, and advocacy, including government relations efforts managed partly through its Washington D.C. office.
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.
AAF (American Advertising Federation)
FAIL
aaf.org
TYPE: Not-for-Profit 501(c)(6) Trade Association
OWNER: Board of Directors
SUBSIDIARIES: -
2024 REVENUE: $7,266,425
CORPORATE MEMBERS: ~100
FEDERATIONS: ~200 representing 40,000 ad professionals
1101 K St NW Suite 420
Washington, DC 20005
+1 202 898 0089
AAF's DEI initiatives, as outlined below, are analyzed through the lens of the Equal Employment Opportunity Commission (EEOC), federal law (including Title VII of the Civil Rights Act of 1964), and New York State's Human Rights Law (NYSHRL, § 296 of the New York Executive Law), which prohibit discrimination based on race, color, national origin, sex, religion, disability, age, and other protected characteristics in employment, with AI assisting in formulating compliance opinions.
The American Advertising Federation (AAF) embeds Diversity, Equity,* and Inclusion (DEI) as a core pillar of its mission, operational structure, and industry influence. Headquartered in Washington, D.C., the AAF’s commitment to DEI is evident through its dedicated Mosaic Center for Diversity, Equity, & Inclusion, led by Executive Vice President Candace D. Queen (a Black woman), Ernest Meadows III (a Black man), and Brittany Allen (a Black woman), with a staff approximately 70% Black. This leadership integrates DEI into high-level governance, with Meadows also serving on the National Board of Directors’ Executive Committee. The AAF’s internal policies include mandatory unconscious bias training and workshops that frame DEI as a means to dismantle "systems of oppression," occasionally categorizing individuals into racial groups (e.g., BIPOC/POC versus White). AAF’s segregation of people into two adversarial racial categories, BIPOC/POC 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.
Externally, the AAF shapes the advertising industry through initiatives like the “Diversity in Action” program, “Recruit for America,” and the “Most Promising Multicultural Students Program,” which aim to diversify the talent pipeline. Specialized programs such as “HBCUs for Advertising” target opportunities for underrepresented groups. The AAF also provides guidance to agencies on hiring practices. These efforts position the AAF as a leader in advocating for inclusivity across the industry.
Summation and Risk AI Opinion: The AAF’s policies strongly prioritize DEI, emphasizing systemic change and representation. Their focus on racial categorization and mandatory ideological training carries moderate to high risk of violating federal and state human rights laws, including Title VII, and EEOC guidelines, due to potential perceptions of discriminatory practices or compelled speech.
*Equity involves redistributing resources or opportunities to achieve equal outcomes across groups, sharing with communism a focus on collective results over individual merit.
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 AAF’s DEI program. Follow us on social and subscribe to our newsletter for updates.
NOTE: Client and corporate member 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.
Accenture plc
TBD
accenture.com
TYPE: Global Professional Consulting, Technology, and Outsourcing Services Company
INSTITUTIONAL INVESTORS: Vanguard Group Inc., BlackRock, Inc., State Street Corporation, Geode Capital Management, LLC, et al.
OWNER: Publicly Traded
SUBSIDIARIES: Accenture Federal Services, Accenture Inc., Accenture LLP, AKQA Leap, Avanade, Droga5, NaviStone
2024 NA REVENUE: $31 billion
HEADCOUNT: 28,000
395 9th Avenue,
New York, NY 10001
+1 917 452 4400Rachel Frey
Head of Corporate
Communications
+1 917 452 4421
Viewed through the lens of the Equal Employment Opportunity Commission (EEOC), federal law, and New York State’s Human Rights Law (NYSHRL, § 296 of the New York Executive Law), with the aid of AI analysis, Accenture’s Diversity, Equity, Inclusion, and Belonging (DEIB) policies, particularly post-February 2025, raise concerns about potential discrimination against White employees and hires. The EEOC enforces federal laws such as Title VII of the Civil Rights Act, which prohibits workplace discrimination based on race, color, or national origin, and the NYSHRL similarly forbids discriminatory practices in employment. Accenture’s prior DEI initiatives, including quantitative diversity goals (e.g., 12% African American/Black and 13% Hispanic American/Latinx U.S. workforce representation by 2025) and demographic-specific career development programs, could be interpreted as creating an environment where White employees face unequal treatment, such as exclusion from targeted advancement opportunities or biased performance evaluations tied to DEI metrics. The February 2025 rollback, led by CEO Julie Sweet and overseen by Chief Leadership & Human Resources Officer Ellyn Shook, eliminated these explicit goals and programs, citing compliance with U.S. federal executive orders and a shift to a “meritocracy” framework. However, the continued operation of Employee Resource Groups (ERGs) for specific racial and ethnic groups (e.g., African American & Black, Hispanic American & LatinX) and the Supplier Inclusion & Diversity program, managed by figures like Jimmy Etheredge (Chief Executive, North America), may still foster perceptions of preferential treatment for non-White groups, potentially harassing or marginalizing White employees. This misalignment with equal opportunity principles risks violating federal and state anti-discrimination laws by creating a workplace where White employees feel disadvantaged or excluded based on race. The lack of transparent mechanisms to ensure unbiased “merit-based” evaluations further exacerbates this risk, as subjective interpretations of merit could mask discriminatory practices. Holding Accenture accountable requires critiquing these policies for prioritizing certain groups over others, undermining fairness, and potentially breaching legal protections against race-based discrimination. Accenture’s DEIB policies, while scaled back, carry a high risk of violating EEOC, federal, and NYSHRL standards due to their potential to foster discriminatory treatment against White employees through exclusionary practices and insufficient safeguards against bias.
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 plc’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.
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.
adam&eveDDB
FAIL
adamandevenyc.com
TYPE: Advertising Agency
INSTITUTIONAL INVESTORS: Omnicom Group
OWNER: DDB Worldwide (via Omnicom Group)
SUBSIDIARIES:
2024 REVENUE: $75 million
Global HEADCOUNT: 507
200 Varick St
New York, NY 10014
newyork@adamandeveddb.com
+1 212 415 2000
Through an integrated AI analysis of federal law (Title VII), New York State Human Rights Law (NYSHRL, § 296), and Equal Employment Opportunity Commission (EEOC) guidance, adam&eveDDB’s Diversity, Equity, and Inclusion (DEI) initiatives, overseen by Omnicom Group and DDB Worldwide, present significant risks of discrimination and harassment against White employees. These initiatives, driven by leaders such as former Head of DEI Bukola Garry (a Black woman), current CEO Miranda Hipwell (a White woman), former Joint CEO Tammy Einav (a White woman), DDB Worldwide CEO Alex Lubar (a White man), DDB North America CEO Caroline Winterton, DDB North America COO Isaac Mizrahi (a White man), Global Chief DEI Officer Nikki Lamba (an Indian woman), DDB Americas Chief People Officer Micheline Lewis (a Black woman), and Omnicom Chief DEI Officer Soon Mee Kim (an Asian woman), emphasize “systemic equity” and a “pro-actively anti-racist” philosophy. While intended to address historical inequities, the structure and implementation of these programs raise legal concerns.
Key initiatives include the #10000BlackInterns program, offering paid internships exclusively to Black talent, the First Bite Initiative, providing six-month paid placements for underrepresented groups, and the Career Counsellor Programme, offering personalized mentorship for women and ethnically diverse talent. Omnicom’s Employee Resource Groups (ERGs), such as Black Together, AcentO for Hispanic/LatinX employees, and Asian Leaders Circle, notably exclude White-specific groups, potentially constituting unlawful segregation under Title VII per EEOC guidance, which prohibits unequal resource allocation based on race. The absence of White-focused ERGs, combined with targeted programs, risks creating an unequal workplace environment.
The mandatory 18-month Inclusive Learning Programme, implemented across DDB UK, includes modules like “Anti-racism in Practice” and “Knowing Your Bias.” These trainings, influenced by anti-racist frameworks, may frame White employees as inherently privileged or complicit in systemic inequality, potentially fostering a hostile work environment actionable under EEOC and NYSHRL standards. EEOC and DOJ guidance highlight that DEI practices targeting protected characteristics, such as race, can lead to perceptions of harassment or discrimination if not carefully designed to avoid stereotyping or exclusion.
Bukola Garry, as the first Head of DEI at adam&eveDDB, developed the agency’s inaugural DEI strategy, embedding it as a core priority within DDB’s global framework. Her public statements, including concerns about the “non-Blackness” of senior advertising roles and her belief that Black individuals must work “twice as hard for half as much,” underscore her focus on prioritizing Black representation. Garry’s advocacy for aligning DEI values with client KPIs to enhance equitable representation further emphasizes non-White hiring and advancement. Bukoa Garry has voiced concern around other races, stating the danger she felt from being in a WhatsApp group with few other Black people. Her ideal world, as expressed in interviews, has an advertising industry that is less White. Confusingly, she dislikes being tokenized as a Black hire yet simultaneously believes agencies should hire other people based on their Blackness. Bukola Garry’s LinkedIn proudly states her devotion to Blackness and Black causes. Bukola Garry believes that aligning DEI values—presumably prioritizing Black people—with clients is crucial, as client sign-off shapes the extent of equitable representation and decision-making in agency work, ideally through KPIs that enable impactful outcomes.
Leadership rhetoric reinforces these priorities. Tammy Einav championed a “pro-actively anti-racist” agency, Miranda Hipwell emphasizes equitable rewards for underrepresented voices, and Caroline Winterton highlights a “minority-majority” demographic shift. Isaac Mizrahi and Winterton prioritize “multicultural audiences” as a core business strategy, while Alice Walker, Senior Strategist at adam&eveDDB NY, advocates for “diverse ethnic” hiring. Such statements, while aiming to foster inclusivity, may implicitly deprioritize White employees, raising concerns under NYSHRL and federal law, which prohibit workplace discrimination based on race.
Omnicom’s 2021 Corporate Responsibility Report indicates that 40% of U.S. hires were Black, Indigenous, LatinX, or Asian American, with 20% of executive or senior-level managers being BIPOC, a 25% increase since 2018. OMG UK set a target of 34% multicultural representation by 2023. These metrics suggest preferential hiring practices that could be perceived as quotas, which are generally unlawful if they exclude individuals from opportunities solely based on race. The broader legal landscape shows increasing scrutiny of DEI initiatives, with EEOC settlements in similar industries underscoring the risks of policies that disproportionately disadvantage any racial group.
In summary, adam&eveDDB’s DEI policies, while reflecting a committed anti-racist stance, carry a high risk of violating federal and NYSHRL laws by potentially discriminating against or harassing White employees through exclusionary ERGs, targeted resource allocation, and training content that may create a hostile work environment. To mitigate these risks, the agency must ensure that DEI initiatives are inclusive of all racial groups and avoid practices that could be perceived as prioritizing one race over another.
*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.
**Omnicom’s practice of segregating employees into two adversarial racial categories, 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.
Institutional investors like Omnicom Group increasingly emphasizes 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 adam&eveDDB’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 adam&eveDDB’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.
ADCOLOR
FAIL
adcolor.org
TYPE: Black-centric Not-for-Profit 501(c)(6) Organization that champions DE&I in the creative industries
PRINCIPLE OFFICER: C/O Omincom Group
Omnicom Group is a corporate member of ADCOLOR and has a significant presence on the organization's advisory board and other leadership positions. Specifically, individuals like Jochebed Fekadu (Director of DE&I at Omnicom Precision Marketing Group) and Eric Cleary (Associate General Counsel – Corporate at Omnicom Group) have served on ADCOLOR's advisory board and board of directors, respectively. Additionally, Katie Beaule, a senior PR manager at Omnicom Group, is also the Communications Manager for ADCOLOR, according to ADCOLOR. Omnicom Group's commitment extends beyond advisory roles, as they are also listed as an ADCOLOR Everywhere Partner and Corporate Member, according to ADCOLOR.
FOUNDER: Tiffany R. Warren
2023 U.S. REVENUE: $6.81 million
U.S. HEADCOUNT: ~40
437 Madison Ave Floor 9
New York, NY 10022
+1 212 415 3600
info@adcolor.org
Viewed through the lens of the EEOC, federal law, and New York State’s Human Rights Law (NYSHRL, § 296), ADCOLOR’s DEI initiatives and anti-bias training may raise concerns for potentially fostering a hostile work environment or encouraging race-based discrimination, particularly if they implicitly target White employees or lead to discriminatory hiring practices. ADCOLOR, a New York-based nonprofit founded in 2005 by Tiffany R. Warren (a Black woman, Executive VP, Chief Diversity & Inclusion Officer for Sony Music Group), aims to advance DEI* in creative industries like advertising, marketing, media, tech, and entertainment through initiatives like the ADCOLOR Conference, ADCOLOR FUTURES, ADCOLOR LEADERS, and ADCOLOR Awards, while partnering with companies such as Google, Disney, and Apple (Although Warren’s job titles don't explicitly mention "Equity," interviews highlight her long-standing commitment and dedication to Diversity, Equity, and Inclusion). ADCOLOR trains such companies to view workplaces as hazardous environments for non-White individuals, emphasizing a culture steeped in biases and microaggressions. ADCOLOR's framework distinguishes between White individuals and "Communities of Color" in its approach to diversity and inclusion, and the organization lists "racism," particularly that originating from White individuals, as an official pandemic. They assert that the creative industries foster unconscious and conscious biases, ranging from racial discrimination to harassment, creating a hostile atmosphere for non-White employees, with hostility coming from White employees and people. ADCOLOR highlights that microaggressions are especially rampant among marketers, contributing to mental health issues like depression and trauma, particularly for Black women who apparently face a tense, unsafe work environment. ADCOLOR promotes anti-bias training to partnersm which could be perceived as harassing White employees under the lens of the EEOC and NYSHRL (§ 296) if it creates a hostile work environment or implicitly targets them based on race. Such training often emphasizes systemic racism, unconscious bias, and the need for racial equity, which may include discussions framing Whites as inherently privileged or complicit in perpetuating inequality.
ADCOLOR’s DEI frameworks could pose legal risks if misapplied by partners, as coaching companies to explicitly hire fewer White people as a DEI strategy would likely violate the New York State Human Rights Law (NYSHRL § 296), which, similar to federal law, prohibits discrimination in employment based on race, color, or other protected characteristics, including against White individuals. Such practices could be deemed reverse discrimination, violating NYSHRL § 296(1), which bars discriminatory hiring practices, and § 296(1)(h), which prohibits harassment or hostile work environments based on race. Federal laws, like Title VII of the Civil Rights Act, similarly prohibit race-based employment decisions, and recent legal scrutiny, including the 2023 Supreme Court affirmative action rulings and the January 2025 Trump Executive Order targeting DEI programs, heightens risks for such initiatives. ADCOLOR's August 2024 "State of the Workplace Study" by Cardinal Change Consulting analyzed the Supreme Court's 2023 affirmative action ruling and its implications for DEI in advertising and related industries under New York law, given increasing legal challenges. The study found that 69% of ADCOLOR members expect negative DEI program impacts and backlash, potentially conflicting with non-discrimination mandates, while legal scrutiny and "reverse discrimination" lawsuits increase compliance risks under both state and federal law. Its advisory role limits direct liability, but partner companies must implement its guidance carefully to avoid creating hostile work environments or discriminatory practices, especially given the 2019 NYSHRL amendments lowering harassment thresholds and heightened scrutiny of DEI post-2023 affirmative action rulings and federal legal precedents. Black-focused DEI advocacy group Six Hundred and Rising’s co-founder, Nathan Young, slammed ADCOLOR in 2020, saying, “@ADCOLOR is an awards ceremony completely divorced from reality that sells the story that progress is being made on diversity in advertising and buys cover for holding companies”. Given ADCOLOR's focus on inclusion across various dimensions of identity, it could be seen as notable that a majority of speakers and members appear to be Black and female. To be a top listed ADCOLOR partner and to show the world that you support Tiffany Warren’s DEI dreams around ending the pandemic of White racism and hostility, and microaggressions against Black female marketers, simply donate $300,000 to her company by emailing partnerships@adcolor.org.
ADCOLOR’s DEI training for companies risks promoting discriminatory or harassing practices, exposing both ADCOLOR, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
ADCOLOR’s policies reflect a strong belief in addressing systemic racism and microaggressions through DEI training and advocacy, but they carry a moderate to high risk of violating federal and state human rights laws, as well as EEOC guidelines, if their frameworks lead to race-based discrimination or a hostile work environment 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.
**ADCOLOR’s practice of segregating employees into two adversarial racial categories, 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 ADCOLOR’s DEI program. Follow us on social and subscribe to our newsletter for updates.
These partnerships support events, programs, and DEI initiatives, though specific client relationships are not publicly detailed.
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.
BOARD OF DIRECTORS: Ashley McGowan, Carla Eboli, Constance Cannon Frazier, CP McBee, Doug Melville, Ghada Dajani, Gina Grillo, Keesha Jean-Baptiste, Kim Getty, Mark Zangrilli, Michael Munoz, Michele Ghee, Nicole Hall, Singleton Beato, Stephen Kim, Susie Nam, Tiffany R. Warren.
ADVISORY BOARD: Aaron Francois, Alicia Harris, Armando Sanchez Monsivais, Brandon Clark, Carlin Dixon, Cherish Lee, Cheyenne Cameron-Pruitt, Courtney Jones, Destanee Bonds, Emmeline Jean, Gabrielle Gomez, Geoff McHenry, Ivy Phan, Jacklyn Baillergeon, JL Perez, Jochebed Fekadu, Kevin Kim, Keyon Branch, Kia Robinson, Kristen Dufauchard, Lauren Guity, Marcus Andrew, Mefah Joyner, Natalie Alcide, Nicole Godreau, Pilar McQuirter, Rachelle Olden, Robert H. Tate, Samra Seifu, Sylvia Knight Hanner, Tiffany Leung.
LEADERS ADVISORY BOARD: Lois Castillo, Marques E. Zak, Sakinah Charbeneau.
ADCOLOR TEAM: Akintayo Adewole, Ana Leen, Candace D. Queen, Criseli Saenz, Isa Beltre, Katie Beaule, Tiffany R. Warren.
COMMUNITY GROUP LEADERS: Ashley Simms, Danny Hernandez, Deandra Simon, Geraldine Mpetey, Michanda Young, Miguel Lopez Ixta, Mimi Munoz, Nneka Enurah, Rachita Vasan, Sean Choi, So A Ryu, Storm Smith, Syma Myan, Tadji Akhavan Smith, Wadnes Castelly.
Ad Council
FAIL
adcouncil.org
TYPE: 501(c)(3) Nonprofit, Media PSA Company
INSTITUTIONAL INVESTORS:
OWNER: Board of Directors
SUBSIDIARIES: -
2023 REVENUE: $71,825,199 (and $1.2 billion in donated media support)
2023 HEADCOUNT: 192
815 2nd Ave, New York, NY 10017
+1 212 922 1500
info@adcouncil.org or inquiries@adcouncil.org
In the opinion of AI analysis, the Ad Council’s DEI initiatives, as seen through the lens of the Equal Employment Opportunity Commission (EEOC), federal law (including Title VII of the Civil Rights Act), and New York State’s Human Rights Law (NYSHRL, § 296 of the New York Executive Law), present potential risks of discrimination against White employees or hires due to their targeted focus on specific racial and ethnic minority groups.
The Ad Council, under President & CEO Lisa Sherman and Board Chair Tara Walpert Levy, promotes Diversity, Equity, and Inclusion (DEIB) through a dedicated group. Sherman has articulated a strong commitment to DEI as a foundational aspect of the Ad Council's work. In a conversation with the HOW Institute for Society, she stated, "We have a diversity, equity and inclusion, inclusion focus for one of our big pillars.” Chief Equity Officer Elise James-DeCruise, a Black woman (now Chief Culture & Community Officer), along with Head of People & Culture Regina Bradley, implements a strategic approach to DEI, focusing on four key areas: workforce, workplace, marketplace, and community, and emphasizes, “Innovative approaches to hiring and sourcing talent” that “further demonstrate the Ad Council’s commitment to diversity, equity, and inclusion.” Viewed through the lens of the Equal Employment Opportunity Commission (EEOC), federal law (e.g., Title VII), and New York State’s Human Rights Law (NYSHRL, § 296), these initiatives raise concerns about potential harassment and discrimination against White employees and hires. While no specific internal policies (e.g., racial quotas, non-White ERGs, or anti-White bias training) are detailed, their absence in the data does not rule out such practices.
Jai Tedeschi, a Black and Queer woman and Director of Digital Product Management, has been at Ad Council since September 2024. Tedeschi is a vocal proponent of DEI and has “always been interested in elevating Black peoples’ voices.” Previously, she was at Wieden+Kennedy as Global Director of Culture and Operations in 2021, helping them with their DEI efforts. Previous to that, she was at R/GA, embedding DEI into everyday operations, when she “[made] [diversity, equity and inclusion] efforts the job of each person within the organization.” Ms. Tedeschi advocates for the implementation of structured frameworks to guide DEI efforts, and prioritizes equity—or mandated reappropriation of funds, attention and resources from one group to another—in the workplace.
Summation: The Ad Council’s DEI policies, led by Lisa Sherman, Elise James-DeCruise, and Regina Bradley, carry a moderate risk of violating federal and NYSHRL anti-discrimination laws due to potential perceptions of reverse discrimination against White employees.
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 Ad Council’s DEI program. Follow us on social and subscribe to our newsletter for updates.
PROFESSIONAL PARTNERS INCLUDE: Accenture Song, adam&eveDDB, Alma, Amazon, Avoq, BBDO, BBH USA, Campbell Ewald, Chemistry, Colle McVoy, Curiosity, dentsu, Deutsch LA, Droga5, Edelman, FCB, fluent360, GigLine Media, GSD&M, GUT Miami, Hill Holliday, JOAN, Kitchen Table, Latinovations, Leo Burnett, Lopez Negrete Communications, Madwell, McCann NY, McKinney, MEL (Messianu/Edelman/Lerma), Meta Creative Shop, Mo Film, Ogilvy North America, Organic, Pereira O'Dell, R/GA, Reframe, Sesame Workshop, Standard Practice, StrawberryFrog, TBWA, Translation, VML, Walton Isaacson, and Wordsworth + Booth.22 In addition to these advertising agencies, the Ad Council also partners with volunteer media agencies such as CMI, Crispin, Hearts and Science, Initiative, IPG, OMD, Publicis, Real Chemistry, Spark Foundry, Starcom, Zenith, etc.
PROFESSIONAL SPONSORS INCLUDE: Comcast NBCUniversal, Google, Meta, etc.
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.
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.
The Adecco Group
FAIL
adeccogroup.com
TYPE: Major Global Human Resources & Temporary Staffing Company
INSTITUTIONAL INVESTORS: BlackRock Inc., Franklin Resources Inc., Silchester International Investors LLP, The Capital Group Companies, Inc., UBS Fund Management (Switzerland) AG.
OWNER: Publicly Traded
SUBSIDIARIES: Adecco, Akkodis, and LHH
2023 REVENUE: ~$26 billion
2024 HEADCOUNT: 5,214
1040 Avenue of the Americas, New York, NY 10018
+1 212 391 7000
The Adecco Group's DEI initiatives, seen through the lens of the EEOC, federal law, and the NYSHRL reveals potential issues of concern regarding discrimination and harassment against White employees. The company's stated commitment to "equity" over equality*, spearheaded by CEO Denis Machuel (a White man) and CHRO Daniela Seabrook (a White woman), and implemented in North America by 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. Specific initiatives, such as targeted recruitment at minority conferences and partnerships with race-specific organizations like The National Urban League and The National Coalition of 100 Black Women, alongside the creation of Employee Resource Groups like the Black Colleague Network without a parallel group for White employees and an equity framework prioritizing tailored support over equal opportunity, indicate a prioritization of certain racial groups in resource allocation and support. The "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. 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.
The Adecco Group’s DEI training for companies risks promoting discriminatory or harassing practices, exposing both The Adecco Group, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
The focus on achieving diverse representation metrics through targeted efforts, without explicit safeguards for equal opportunity and treatment for all racial groups, including White employees, presents a tangible risk of violating anti-discrimination laws. Given The Adecco Group's significant stature and influence in both the US and global labor markets, serving over 100,000 businesses, proactively addressing concerns about potential discriminatory practices against White employees within their DEI initiatives is critically important. Any perception or reality of bias could lead to legal challenges under the EEOC, federal law, and the NYSHRL, potentially damaging their reputation and impacting their vast network of clients and shareholders.
*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.
DieDEI.co is waiting on internal materials for a fuller picture of The Adecco Group’s DEI program. Follow us on social and subscribe to our newsletter for updates.
CLIENTS INCLUDE: Amazon, American Express, Apple, AT&T, Bank of America, Boeing, Caterpillar, Cisco Systems, Coca-Cola, Dell Technologies, Ford Motor Company, General Electric, Goldman Sachs, Google, Home Depot, IBM, Intel, Johnson & Johnson, JPMorgan Chase, Lockheed Martin, Microsoft, Nike, PepsiCo, Pfizer, Procter & Gamble, Starbucks, Tesla, UnitedHealth Group, Walmart, Wells Fargo, etc.
NOTABLE PARTNERS INCLUDE: American Staffing Association (ASA), Bullhorn, European Network Against Racism’s Equal@Work Platform, International Labour Organization’s Global Business and Disability Network, Microsoft, The National Coalition of 100 Black Women, The National Urban League, Paradigm for Parity, Salesforce, The Tent Partnership for Refugees, The Valuable 500, World Employment Confederation (WEC), etc.
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.
AKQA
FAIL
akqa.com
TYPE: Global Digital Design & Innovation Agency
INSTITUTIONAL INVESTORS: Preserve Capital Group and H-FARM
OWNER: WPP and AKQA Group
SUBSIDIARIES: Potato Touch, Map Project Office, Universal Design Studio
2023 REVENUE: $450 million
HEADCOUNT: 1,250
72 Spring St
New York, NY 10012
media@akqa.com
+1 212 989 2572
FAI
This is a summary of AKQA’s DEI initiatives, compiled from publicly available records using AI, with any opinions expressed being those of the AI analysis; this is not legal advice.From the perspective of the Equal Employment Opportunity Commission (EEOC), federal law, and New York State’s Human Rights Law (NYSHRL, § 296), AKQA’s Diversity, Equity,* and Inclusion (DEI) initiatives, as overseen by key figures such as Asian woman CEO Americas Tesa Aragones, Chief People Officer Katje Chiller, and Interim Chair Stephan Pretorius, raise significant concerns about potential harassment and discrimination against White employees. AKQA’s explicit “Anti-racism” commitment, which condemns “white supremacist structures” and promotes resources like Robin DiAngelo’s White Fragility and Ibram X. Kendi’s How To Be an Antiracist, frames Whiteness as inherently problematic, potentially fostering a hostile work environment for White employees under EEOC guidelines and NYSHRL, which prohibit workplace practices that target individuals based on race. Aragones also serves as an advisor for a Stanford program designed for "Brown and Black community members,” which is where her interest seems to lie.
White Fragility states that all White people are complicit in racism and that having good intentions around being "not racist" are insufficient. Nevertheless, DiAngelo instructs White people to actively work to unlearn their implicit racism, futile as it may be. DiAngelo advocates for equity as a goal, and states that [White] America is a deeply racist society. White racism, according to her, is so prevalent and everywhere that White people don’t even see it. White people become “fragile” when prompted to look at their own inherent and ever-present defectiveness and racism, according to DiAngelo.
How To Be An Antiracist author Kendi, who has said that White people “are aliens,” views Whiteness as a made-up race, historically used to justify oppression. He believes that holding Black people responsible for their actions is a classic American con job, and “the only remedy to racist discrimination is antiracist discrimination.” Another Kendi banger: “If discrimination is creating equity, then it is antiracist…The only remedy to past discrimination is present discrimination. The only remedy to present discrimination is future discrimination.” For Kendi, equity is the cornerstone of antiracism, achieved through policies that would—in his mind—eliminate racial disparities. He defines equity as outcomes where racial groups have similar rates of success. In other words, until everyone is equal (like in Communism), Whiteness will be seen as oppressing people via racism. Kendi views any racial disparity in the world as evidence of racist policies somewhere. Although his books have been banned and his well-funded Boston University The Center for Antiracist Research collapsed due to mismanagement (it produced no studies or policy proposals, despite being given $55 million), certain companies still promote his material, including AKQA. AKQA’s promotion of books which claim that White people are inherently defective and racist is likely to violate Title VII if it creates a severe or pervasive hostile work environment, and is likely to violate NYSHRL’s lower harassment threshold if it disrespects White employees, especially if the agency endorses the book’s claims.
From AKQA’s “Antiracism” webpage states that White people are violently racist: “Every minute of every day, Black people suffer the brutal indignity and degradation of systemic oppression. The evidence clearly shows Black people have been persecuted at the hands of white supremacist structures for centuries, and continue to be so.”*** The U.S. also enables—according to AKQA—“racially motivated attacks and harmful propaganda against people of colour,” suggesting White people are hell-bent on enacting violence and hatred on non-Whites, along with a “litany of microagressions.” AKQA, infering that White people are behind the rise in anti-Asian hate crimes in the U.S., leaves out the fact that Black perpetrators have the highest rate of anti-Asian violence relative to their population share, followed by Hispanic, then White, with a Black American being almost twice as likely as a White American to attack an Asian-American, while being one-fifth as numerous.
AKQA’s webpage offers 31 media recommendations on how employees can become “Antiracist” in this moment of “historic self-reckoning.” AKQA instructs its employees, “We each have the power to confront white supremacy, by educating ourselves about the ways racism manifests, by interrogating our own actions, and by committing to change.” 35% of the given media are critical of Whiteness while 0% are critical of Blackness. Likewise, 0% are pro-White while 85% are pro-Black. AKQA’s shaming, vilification, segregating, and scapegoating of White people in a corporate setting—on the company’s main webpage—presents a high legal risk of being considered harassment under the EEOC’s Title VII and the New York State Human Rights Law (NYSHRL). Under Title VII, AKQA’s anti-White views could contribute to a hostile work environment if it is deemed severe or pervasive, offensive, and targeting White employees based on race. The NYSHRL has a lower bar, where any conduct creating inferior treatment due to race could qualify as harassment.
The company’s Employee Resource Groups (ERGs) such as “Roots” (focused on Black excellence) and “API” (combating anti-Asian racism) exclude White employees from equivalent support networks, suggesting unequal treatment. Mandatory “unconscious bias” training, as documented in AKQA’s 2018 Gender Pay Gap report, risks being perceived as coercive indoctrination if it emphasizes White privilege or complicity in systemic racism, potentially violating federal and NYSHRL protections against racial harassment. The composition and function of AKQA's studio-level DEI committees, comprised of employees with "diverse backgrounds and levels of experience" who "collaboratively shape" DEI policy and "participate in leadership discussions," raise potential legal issues regarding the delegation of corporate governance and policy-making. Tesa Aragones, a self-described “trailblazer for DEI” and advisor for programs targeting “Brown and Black” communities, drives initiatives like “Reframing the Greatness of Black,” which prioritizes specific racial groups, while Katje Chiller’s HR leadership promotes an “inclusive” culture that appears to deprioritize White employees’ experiences. These practices, absent equivalent support for White employees and coupled with rhetoric critical of Whiteness, provide a basis for holding AKQA accountable for potentially discriminatory and harassing workplace policies.
Parent Company WPP's DEI initiatives, led by Black woman Chief Talent & Inclusion Officer LJ Louis, encompass a Racial Equity Taskforce, Black Professionals Network, mandatory unconscious bias training, and partnerships to increase representation of underrepresented groups, targeting 30% ethnic minority senior leadership by 2025, while promoting inclusive marketing with major clients. WPP’s shift away from explicit DEI language in 2024 suggests awareness of legal risks, though ongoing programs continue to pose potential violations of federal and New York anti-discrimination laws.
In summation, AKQA’s DEI policies, rooted in anti-racism and equity-focused rhetoric that vilifies Whiteness, reflect a belief in systemic White oppression, carrying a high risk of violating federal and New York State human rights laws, as well as EEOC guidelines, by potentially fostering a hostile work environment and discriminatory treatment of 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.
**AKQA’s practice of segregating employees into two adversarial racial categories, BIPOC/POC 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.
***AKQA is wrong in asserting that White Americans are overrepresented in violence or violent racism. AKQA omits any mention of the stark disparity in homicide rates between races in the US, with Black men being over four times more likely to be charged with murder than White men, despite being one-fifth as numerous. Said another way, Black men commit murder at 20x the rate of White men. AKQA also seemingly conciously omits mentioning the ~770,000 violent interracial crimes committed every year involving Black and White Americans, with Black Americans being perpetrators 85% of the time. AKQA doesn’t mention the U.S. social injustice around Black men murdering police officers at 4-5 times the rate of White men. AKQA appears to be engaging in a false narrative, portraying Whiteness/White people as violent, racist, problematic, unjust, and worthy of shame and criticism. AKQA seems to be upset that Black people are overrepresented in prison, but is unable—for some reason—to link higher levels of Black criminal behavior as the cause of it.
Institutional investors like Preserve Capital Group and H-FARM 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 AKQA'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.
As reported on April 1, 2025 by MM+M, parent company WPP removed references to DEI in its latest annual report, replacing them with "people and culture."
DieDEI.co is waiting on internal materials for a fuller picture of AKQA’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.