Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
FCB Health NY
FAIL
fcbhealthny.com
TYPE: Healthcare Marketing Agency
INSTITUTIONAL INVESTORS: Vanguard Group Inc, BlackRock Inc., and State Street Corp. are the largest. Other significant institutional shareholders include Canada Pension Plan Investment Board and First Trust Advisors Lp, et al. (via parent company IPG)
OWNER : IPG Health > IPG (The Interpublic Group)
SUBSIDIARIES:
2024 REVENUE:
2024 HEADCOUNT: 1,072
100 W 33rd St
New York, NY 10001
press@ipghealth.com
hello@fcbhealthcare.com
+1 212 885 3000
From the perspective of the Equal Employment Opportunity Commission (EEOC) and New York State's Human Rights Law (NYSHRL, § 296), FCB Health New York's DEI initiatives, framed under IPG Health's "EDI+You"* philosophy, raise potential concerns about harassment and discrimination against White employees. The agency's deliberate focus on diversifying talent through programs like Write It Forward, led by Mariela Orochena (IPG Health Director of Talent Acquisition), and its reported 35% non-white workforce and majority female leadership in 2024, could inadvertently marginalize White employees if not carefully balanced. Programs that establish quotas or exclude individuals from opportunities solely based on their race are generally unlawful. Julie Finch Balmir (non-White, female), EVP Group Management Director at FCB Health New York, was appointed co-chair of FCB WE, an employee-led DEI Committee representing 900 staff members, and serves as FCB Health New York’s representative in the global network. IPG Health CEO Dana Maiman said in a statement that the network is “relentlessly focused” on prioritizing equity, diversity, and inclusion for its clients and brands, and that IPG Health “strives to embody the principles of EDIBA (equity, diversity, inclusion, belonging, and accessibility) across its four key business pillars” (ANA Driving Growth). Training programs such as the Inclusive Managers Toolkit and Brave Conversations, while aimed at fostering inclusion, may pressure White employees to conform to specific ideological frameworks. Brave Conversations is a series of facilitated discussions designed to tackle critical and often sensitive DEI topics, such as micro-inequities, anti-racism, and the practice of allyship. “Disrupting Everyday Bias Workshops”, an initiative linked to IPG Health, mentioned as part of the DE&I programming available in 2022, is noted as being offered to interns and entry-level talent as part of their onboarding or development in 2024. DEI racial equity training 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. Furthermore, the "Trial for #ClinicalEquality" campaign, championed by Nanda, emphasizes racial equity in external messaging, which could amplify internal perceptions of bias. FCB Health NY’s segregates employees into two adversarial racial categories, BIPOC vs White, which 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.Under EEOC guidelines and NYSHRL, which prohibit discrimination based on race, including against White individuals, these initiatives must ensure no group is disproportionately disadvantaged in hiring, promotions, or workplace culture.
*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.
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 likely serves as a significant driver for FCB'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 FCB Health’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.