DieDEI.co

Exposing Anti-White Harassment + Discrimination in US Media Companies


DieDEI.co seeks to start a conversation about DEI policies at US advertising, media, hiring/HR, and PR firms and nonprofits. EMPLOYEES: Submit internal DEI materials (emails, videos, PDFs, manuals, etc.) to info@DieDEI.co. Information is from public sources unless noted; verify with company announcements. This site offers general public info and AI opinions, not legal advice or statements—consult an attorney for legal guidance. Your support is appreciated.

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GREY* 


FAIL


grey.com
TYPE: Advertising Agency, PR Firm
INSTITUTIONAL INVESTORS:
OWNER: WPP (via AKQA Group)
SUBSIDIARIES:
2025 REVENUE: ~$1 billion
U.S. HEADCOUNT: 500+

200 Fifth Avenue
New York, NY 10007
hello@grey.com
+1 212 546 2000
Global Chief Client Officer
jason.kahner@grey.com
(646)752-8955

This is a summary of GREY’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.
Concerns regarding potential harassment and discrimination against White employees/hires within GREY's DEI* initiatives could arise from the agency's commitments to increasing BIPOC** representation (such as the stated goal of achieving 20% BIPOC leadership by 2025), implementation of mandatory D&I training, the #CommitToChange pledge (which aimed to dismantle “systemic racism” within the advertising sector through actions like investment in Black talent), and more. 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. GREY's approach to DEI in the United States appears closely aligned with, and likely directed by, its parent company, WPP (Adrianne C. Smith, a Black woman, has served as WPP’s Global Head of DE&I). The ongoing lawsuit, Heath v. Grey Advertising et al., alleging race discrimination and retaliation, underscores the importance of ensuring that DEI initiatives are implemented fairly and without creating discriminatory environments for any employee group. Parent company WPP's DEI initiatives, led by Chief Talent & Inclusion Officer LJ Louis, a Black woman, since May 2022, encompass a Racial Equity Taskforce, Black Professionals Network, mandatory unconscious bias training, inclusive hiring practices like blind resume screening, 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.

*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.

**Havas Health & You’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 BlackRock, Vanguard Group, and State Street Global Advisors 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 GREY'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 GREY’s DEI program. Follow us on social and subscribe to our newsletter for updates.
CLIENTS INCLUDE: An-Nahar, Angel Soft, Applebee’s, Aquafresh, Arroz Super Extra, ASCO, Banco Itaú, Carlsberg, Cayman Islands Department of Tourism, Coca-Cola, Corona, Distell, Dole, Genentech, Haleon (Tums, Excedrin, Voltaren, Advil, Sensodyne, Paradontax, Polident/Poligrip, etc.), IPDC, Kellanova, LALCEC, Las Vegas Convention and Visitors Authority, MAKRO, Marodi, Mass Mutual, MiBanco, Modelo, Morodi, P&G, Pantene, PETA, Pfizer, PractivePanther, Pringles, Procter & Gamble, SoundCloud, SUPGV, Swedish Tourist Association, Tumi, United Nations, Vabysmo, Vodafone, Volvo, 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.