Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Forsman & Bodenfors
TBD
forsman.com
TYPE: Advertising Agency
INSTITUTIONAL INVESTORS: Hotchkis & Wiley Capital Management LLC, Goldman Sachs Group Inc., Madison Avenue Partners, Lp, Blackrock, Inc., Vanguard Group Inc., Schroder Investment Management Group, Altravue Capital, Llc., et al. (via parent company Stagwell, Inc.)
OWNER: Stagwell Inc.
EST. REVENUE: ~$53.4 million
HEADCOUNT: 194
One World Trade Center, Floor 63
New York, NY 10007
+1 646 820 0195
usa@forsman.com
While the available information on F&B regarding its US-specific DEI policies and hiring practices is limited, it does not, on its face, indicate any apparent violations of anti-discrimination laws. F&B’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. If F&B adopts the DEI framework of its parent company, Stagwell Inc., the initiatives led by Mark Penn and Stephanie Howley, which prioritize racial equity for Black communities through efforts like Instrument's $3 million "Build|Grow|Serve" program and Allison+Partners' Black History 50 run, alongside non-White-focused Employee Resource Groups and "anti-racist" training, may raise concerns.
Institutional investors like Hotchkis & Wiley Capital Management LLC, Goldman Sachs Group Inc., et al, 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 may serve as a significant driver for any of Forsman & Bodenfors’ public commitments and strategic focus on ESG and Diversity, Equity, Inclusion, and Belonging (DEIB). Consequently, accountability for the design and impact of DEI intiatives 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 Forsman & Bodenfor’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.