Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Edelman*
FAIL
edelman.com
TYPE: Communications Firm
INSTITUTIONAL INVESTORS: -
OWNER: Independent / Daniel J. Edelman Holdings
2023 U.S. REVENUE: $1.04 billion
2024 U.S. HEADCOUNT: 6,800
250 Hudson St, New York, NY 10013
+1 212 768 0550
Contact Link
Edelman's robust DEIB* framework is spearheaded by Global Chief DE&I Officer Trisch Smith (a Black woman) and endorsed by CEO Richard Edelman. Their internal structure, centered on identity-specific Employee Network Groups (ENGs), notably lacks a group for White employees. Edelman’s emphasis on "equity" and representation for specific racial and ethnic groups, as seen in their Multicultural Communications practice targeting "Black, Latinx, Asian Pacific Islander, Indigenous American and other emerging majority audiences," suggests race-conscious considerations in their practices. Edelman holds a "Global Week of Belonging" designed for employee engagement and learning around DEIB. Additionally, the firm's vocal external advocacy for DEI, based on the Trust Barometer data, coupled with its Multicultural Communications Practice that targets specific diverse audiences, risks creating an impression of prioritizing certain groups. This is further compounded by the fact that they offer "Global Unconscious Bias Training," have a Global Chief Diversity, Equity & Inclusion Officer, Trisch Smith, and a Diversity & Inclusion Council and Advisory Board, all while Smith actively advocates for companies to "recommit, not retreat" from DEI efforts, signaling a clear, top-down commitment to initiatives that could be perceived as discriminatory. DEI racial equity training could be perceived as harassing White employees 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. The firm’s focus on "racial justice," "equity," and “advocacy” often involves frameworks that critique historical power structures associated with White populations. In hiring, Edelman’s focus on representation and specific non-White identity groups strongly implies the use of race-conscious considerations.
*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 Edelman’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.