Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Grayling*
TBD
grayling.com
TYPE: PR & Communications Agency
INSTITUTIONAL INVESTORS: Accordience (owner) and CD&R (Accordience’s owner)
OWNER: Accordience. Accordience’s owner is private equity firm Clayton, Dubilier & Rice (CD&R).
SUBSIDIARIES: -
2024 REVENUE: $750 million
HEADCOUNT: ~500
101 6th Ave 14th Floor
New York, NY 10013
info@grayling.com
graylingus@grayling.com
americas@grayling.com+1 646 284 9400
+1 212 230 1800
Grayling, with UK CEO Heather Blundell as a prominent and “passionate” DEI* advocate, publicly commits to Diversity, Equity, and Inclusion, employing language focused on "equity" which, under EEOC guidelines and New York State Human Rights Law (NYSHRL § 296), raises concerns if it translates to race-conscious practices in U.S. hiring, promotion, or resource allocation that could disadvantage White employees. Scrutiny is warranted regarding the specifics of Blundell's "practical steps" within U.S. operations, and the content of any mandatory bias training that discusses concepts like systemic racism or White privilege in ways that could foster a hostile work environment for White employees by assigning collective blame or inherent bias. The absence of publicly identified U.S. DEI leadership necessitates further investigation to determine who is accountable for these initiatives stateside, under the oversight of U.S. Managing Director Danny Strauss and the influence of CD&R's potential ESG directives, especially considering the legal risks associated with equity-focused frameworks and certain bias training methodologies that could be perceived as discriminatory harassment against White employees under federal and New York State law.
Grayling instructs companies on DEI practices.
*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 Accordience and CD&R 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 any of Grayling's 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.
It is illegal and contrary to public policy for any organization, including nonprofits, to instruct companies on discriminatory or harassing practices, potentially resulting in serious legal and financial repercussions such as lawsuits for facilitating discrimination, reputational harm, loss of IRS tax-exempt status, and investigations by state and federal civil rights authorities.
DieDEI.co is waiting on internal materials for a fuller picture of Grayling’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.