Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Johannes Leonardo*
FAIL
johannesleonardo.com
TYPE: Advertising Agency
INSTITUTIONAL INVESTORS: BlackRock, Vanguard Group, State Street Global Advisors, et al. (via parent company WPP)
OWNER: Independent (WPP has a 25% share)
SUBSIDIARIES: -
U.S. REVENUE: ~$54.7 million (est)
U.S. HEADCOUNT: ~200
115 Broadway - 20th Floor
New York, NY 10006
info@johannesleonardo.com
Johannes Leonardo’s DEIB initiatives raise potential concerns about discriminatory impacts on White employees or hires due to their focus on prioritizing underrepresented groups. The agency engages in DEIB through external partnerships like Free the Work’s 1-in-3 Triple Bid Pledge, Minorities in Film’s Branded Lab, BLAC’s internship program, and The One Club for Creativity’s ONE School, which emphasize opportunities for BIPOC** (non-White) creators. Former Chief Talent Officers Debra Sercy and Nicole Holland (a Black woman) drove DEIB* efforts, including training, an internal DEIB committee, and external expert partnerships. 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. Diversity hiring efforts and internal DEI committees and trainings were also led by figures like Senior Recruiter Morgan Cicchetti (a White woman), Nicole Holland (a Black woman, ex-Chief Talent Officer), and Pamela De Leon (a Black woman, Director of Talent). The agency has reportedly collaborated with organizations such as CultureCon and AdColor, which typically focus on non-White professionals. Former CTO Debra Sercy contributed to industry-level diversity efforts through her involvement with the American Advertising Federation's (AAF) Mosaic Council. These initiatives, in total, could be seen as creating preferential treatment in hiring or project assignments, potentially violating EEOC guidelines or NYSHRL’s prohibition on race-based discrimination if they systematically disadvantage White employees. The agency’s focus on race-conscious hiring, including an unverified claim of 44% diverse hires in 2023, could be perceived as creating a discriminatory environment for White employees or applicants. Chief investor 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, though these efforts must be balanced to avoid potential discrimination claims under New York State’s Human Rights Law. 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.
**Johannes Leonardo’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 shareholders of JL owner WPP may serve as a significant driver for Johannes Leonardo'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 Johannes Leonardo’s DEI program, which we will post. 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.