Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Ketchum, Inc.
FAIL
ketchum.com
TYPE: Global PR & Communications Firm
INSTITUTIONAL INVESTORS: Vanguard Group Inc, BlackRock, Inc, and State Street Corp. Other notable institutional holders include Wellington Management Group Llp, Bank of New York Mellon Corp, FIL Ltd., et al. (via parent company Omnicom Group)
OWNER: Omnicom Group
SUBSIDIARIES: Access Brand Communications, Brandzeichen Markenberatung und Kommunikation GmbH, Capstrat, Crescent Communications L.P., Emanate, Entertainment Marketing Partners, Ketchum Corporate Technology Communications, Ketchum Corporate Technology Communications, Ketchum ICON, Ketchum Sports & Entertainment, Stromberg Consulting, et al.
2023 GLOBAL FEE INCOME: ~$523 million (est)
NA HEADCOUNT: ~1,800
1285 6th Ave, Floor 6,
New York, NY 10019
help@ketchum.com
+1 646 935 3900
Ketchum Inc., a subsidiary of Omnicom Group, operates under a robust Diversity, Equity, and Inclusion (DEI) framework led by CEO Mike Doyle, U.S. CEO Tamara Norman, Chief People Officer Grace Seaman, and Head of DEI North America Lindsay Wagner, with external advisement from Dr. Quinnetta Roberson. This formalized DEI* structure, including a Global Board for Diversity & Inclusion and an advisory board, promotes initiatives that are concerning. CEO Doyle, who champions DEI as a core value and sponsors Omnicom’s OPEN Pride ERG, Ketchum has appointed multiple Black and non-White women to top DEI roles, including Jocelyn Jackson (DE&I Director, a Black woman), Lindsay Wagner (SVP, Head of DE&I, North America, a Black woman), and Maxine Enciso (SVP/EVP, Head of DE&I, non-White), who drive strategies for diverse talent recruitment, retention, and engagement. Julie Veloz (Head of Talent, Culture, and Employer Brand, a Black woman) and Tamara Norman (U.S. CEO) further shaped DEI policies, while Barri Rafferty (former CEO) initiated the DE&I Advisory Board with external advisors Dr. Quinetta Roberson (a Black woman) and Dr. Tony Allen (a Black man). Giannina Seaman, also a non-White woman, was VP, Director, HR & DEI from May 2018 to July 2021. Ketchum undertakes Black-focused recruitment initiatives, such as partnering with HBCUs aim to “diversify” the workforce. Ketchum established internal DE&I Councils, such as New York and Los Angeles, designed to provide safe spaces with an emphasis on non-White employees, where they were involved in developing local DEI programming and engagement initiatives. Ketchum has also formed a formal DE&I Advisory Board. Ketchum has reported implementing unconscious bias training for all employees. 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. Ketchum has stated its commitment to the recruitment of non-White individuals for leadership positions, potentially overlooking White candidates in its diversity efforts. Ketchum's approach is also shaped by its parent, Omnicom Group. A webpage titled “Inclusion Innovation and Impact" seems to have been taken offline. Ketchum’s ESG groups represent various racial and ethnic groups but notably exclude any specific ERG for White employees, signaling an imbalance in inclusive representation. Ketchum’s DEI leadership has experienced concerning turnover, raising doubts about the stability of its DEI strategy. Ketchum’s heavy focus on elevating non-White groups is concerning.
Ketchum 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.
Parent company Omnicom Group’s DEI policies, which prioritize specific racial representation metrics (e.g., 41% BIPOC U.S. hires in 2023), increasing BIPOC senior leadership, and favoring BIPOC businesses in supplier diversity programs, risk violating New York State’s Human Rights Law (NYSHRL, § 296) by potentially discriminating against White employees and applicants through quota-like hiring practices, skewed promotion decisions, and preferential contracting, creating a “BIPOC vs. White” framework that may disadvantage White individuals and indicate systemic bias in career advancement. As Ketchum’s parent company, Omnicom’s top-down DEI framework likely influences Ketchum’s own DEI policies, aligning them with similar metrics-driven and race-focused initiatives, thereby exposing Ketchum to comparable legal critiques under NYSHRL for potential discrimination against White employees in hiring, promotions, and workplace practices.
Institutional investors like Vanguard Group Inc, Blackrock, Inc., and State Street Corp. 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 Ketchum'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 Ketchum, Inc.’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.