Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Havas Health & You*
FAIL
havashealthandyou.com
TYPE: Principal division of global structure Havas Group, Health and Communications Agencies Network
INSTITUTIONAL INVESTORS: The European Union, BlackRock, Vanguard Group, State Street Corp, JPMorgan Chase, Kayne Anderson Rudnick Investment Management Llc, Charles Schwab Investment Management Inc., et al. (via parent company Havas Group)
OWNER: Havas Group
SUBSIDIARIES: Arnold New York, Bastion Brands Pty Ltd, Havas Life, Havas Lynx, Health4Brands (H4B), Jacques, Red Havas Health, Symbiotix, Havas Gemini, Havas CX, Prose On Pixels, Conran Design Group NYC, xigxag, NOW, Havas Tonic, et al.
2024 REVENUE: $650 million (22% of Havas Group’s revenue), estimate
2024 HEADCOUNT: 3,800-6,500 (est)
200 Madison Ave, New York, NY 10016
+1 212 884 1000
Loris Repellin
loris.repellin@havas.com
Havas Health & You's DEI initiatives, spearheaded by Global CEO Donna Murphy and Global Chief Talent & Innovation Officer Shazzia Khan (a non-White woman) under the ultimate oversight of Havas Group Chairman & CEO Yannick Bolloré, are concerning. Specifically, the Havas Emerge program's race-conscious design to advance non-White employees, the collection of sensitive racial data during hiring, and mandatory bias training that may include divisive concepts like "privilege" and "anti-racism" carry the risk of the creation of a racially hostile work environment. Havas’ "Commit to Change" plan significantly focused on BIPOC* employees with the objective of building a more diverse, inclusive, and just Havas in the US, overseen by a dedicated North America DE&I** Advisory Committee. Havas states it actively seeks to address “diversity imbalances” through recruitment and mentoring. A key initiative is the Havas Emerge program, described as a 9-month acceleration program specifically designed for employees from "Asian, Black, Hispanic, Indigenous, and other non-white ethnicities". The plan's specific focus on BIPOC employees to increase their representation could lead to disparate treatment and reverse discrimination against non-BIPOC employees. Furthermore, Havas Group’s practice of splitting employees and the world into two groups, BIPOC/POC vs White, can be seen as problematic, as it creates distinctions based on race that could foster division, disparate treatment, and a hostile work environment. Mandatory bias training is part of the Havas DEI apparatus. DEI training risks being seen as harassment of White employees if it fosters a hostile environment or implicitly targets them racially through discussions that frame Whites as inherently privileged or complicit in systemic inequality. The documented existence of these practices, previously shaped by figures like former NA Head of DEI Julianna Akuamoah (a Black woman) and the NA DE&I Advisory Committee, is concerning.
Havas Health & You instructs companies on DEI practices.
*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.
**Equity in DEI is the practice of giving preferential treatment or resources to certain groups based on race, gender, or other identities to achieve equal outcomes, often at the expense of fairness or merit. DEI Equity, with its focus on redistributing opportunities and resources to achieve equal outcomes across identity groups, mirror’s Communism’s emphasis on dismantling incorrectly perceived oppressive structures to enforce egalitarian results, prioritizing group identity over individual merit.
Parent company Havas Group’s institutional investor The European Union is actively integrating ESG scores—with a strong focus on supporting DEI—into its investment landscape. Other Havas 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 Havas Health & You'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.
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 Havas Health & You’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.