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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KANTAR*


FAIL


kantar.com
TYPE: Global Market Research, Data Analytics, and Consultancy Agency
INSTITUTIONAL INVESTORS: Bain Capital (60%), WPP (40%)
OWNER: Bain Capital (60%), WPP (40%)
SUBSIDIARIES: Kantar Worldpanel, Numerator, Kantar Insights, TNS, Kantar Profiles, et al.
2024 REVENUE: $2.9 billion
GLOBAL HEADCOUNT:  25,000-29,000

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This is a summary of KANTAR’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.
Kantar’s Diversity, Equity, and Inclusion (DEI) initiatives, directed by individuals like Megan Cross (Head of Inclusion and Diversity) and possibly Valeria Piaggio (Global Head of DEI as of August 2023), involve a structured framework with a Global Inclusion and Diversity Steering Committee and Employee Resource Groups (ERGs) backed by executives such as Chris Jansen (Group CEO) and Caroline Frankum (Global CEO, Profiles Division). Kantar prominently features its DEI efforts in how it presents itself and what it offers clients. Additionally, Kantar uses partnerships, such as with the World Federation of Advertisers (WFA), to promote its DEI messaging. However, these initiatives, which emphasize diverse hiring practices and behavior training, raise concerns about potential harassment and discrimination against White employees or hires, as they could inadvertently prioritize certain protected groups over others. 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. Kantar’s recent settlement of an employment discrimination lawsuit (Mauch v. Kantar LLC, settled February 2025) under Title VII highlights vulnerabilities in translating DEI policies into practice, potentially exposing the company to legal scrutiny for discriminatory outcomes.  

KANTAR 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 Bain Capital and WPP 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 likely serves as a significant driver for KANTAR'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 KANTAR’s DEI program. Follow us on social and subscribe to our newsletter for updates.402 U.S. companies are reported to use Kantar’s services, but specific names beyond those listed are not disclosed in public sources.

CLIENTS INCLUDE: Amazon, Coca-Cola, Dove, General Motors, Desperados (Heineken’s U.S. brand campaigns), L’Oreal, Mastercard, McDonald’s, Microsoft, Nike, PepsiCo, Procter & Gamble, T-Mobile, The Walt Disney Company, Truist Bank, Visa, Walmart, etc.

KEY TECHNOLOGY PARTNERS INCLUDE: Alibaba, AnswerRocket, Google, Hulu, Meta (Facebook), Netflix, Qualtrics, Snapchat, Triton Digital, X (Twitter), etc.

KEY DATA PLATFORM PARTNERS INCLUDE: Acxiom, Affectiva, Comscore, Conexance, eyeota, 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.