Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
ManpowerGroup*
FAIL
manpowergroup.com
TYPE: Global Employment Agency
INSTITUTIONAL INVESTORS: The Vanguard Group, BlackRock Inc., State Street Corporation
OWNER: Publicly Traded Company
SUBSIDIARIES: Manpower, Experis, Talent Solutions
2024 REVENUE: $17.9 billion
2024 HEADCOUNT: 28,000
Manpower
360 West 31st Street 6th Floor
New York, New York 10001
+1 212 557 9110
Contact Link
ManpowerGroup’s Diversity, Equity, Inclusion, and Belonging (DEIB)* initiatives, under the oversight of CEO Jonas Prising, Chief People and Culture Officer Gerke Bos, and Chief Communications & Sustainability Officer Ruth Harper, are concerning. The company’s focus on “equity” over equality, with goals to increase representation of specific demographic groups and build “diverse pipelines,” may imply race-conscious hiring or promotion practices, risking claims of reverse discrimination, as these must be narrowly tailored to remedy documented past discrimination to comply with federal and state law. The structure of Business Resource Groups, supporting Black, Hispanic, and Asian Pacific Islander employees but lacking a White employee equivalent, could be seen as disproportionately allocating resources by race, potentially alienating White employees. Mandatory bias training, if framing White employees as inherently privileged or complicit in systemic inequality, risks creating a hostile work environment.
ManpowerGroup 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 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 shareholders likely serves as a significant driver for ManpowerGroup'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 Manpower Group’s DEI program. Follow us on social and subscribe to our newsletter for updates.
CLIENTS INCLUDE: Cisco, Ford Motor Company, Johnson Controls, Rockwell Automation, SAP, Medtronic, SAP, Dropbox, Jabil, Sanofi Ireland, and Zimmer Biomet, Unilever, 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.