Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
McCann Health (now Area23)*
FAIL
mccannworldgroup.com
TYPE:
INSTITUTIONAL INVESTORS: BlackRock, Vanguard (via parent companies)
OWNER: MWG (McCann Worldgroup) > IPG (Interpublic Group)
SUBSIDIARIES: McCann Healthcare, Inc, McCann Health Managed Markets (MHMM), McCann Torre Lazur
2024 REVENUE: ~$129.5 million
HEADCOUNT: ~6,500 (est)
622 3rd Ave
New York, USA, 10017
+1 646 742 2100
McCann Health's Diversity, Equity,* Inclusion, and Belonging (DEIB) initiatives, centralized under Interpublic Group (IPG) and McCann Worldgroup (MWG), are concerning, as such programs could inadvertently prioritize certain demographic groups over others in hiring, promotions, or workplace treatment. Led by MWG's Global Chief DE&I Officer Singleton Beato (a Black woman) and IPG's Global Chief Diversity and Social Impact Officer Channing Martin (also a Black woman), the "Conscious Inclusion" philosophy emphasizes gender equity, racial diversity, and bias mitigation through mandatory unconscious bias training and partnerships like the 4A's Multicultural Advertising Intern Program, which may focus recruitment on non-White people. Ron Lewis, Shjan Santiago, Rodney Sexton, and Sophie Nelson, all of whom are Black, were senior members of McCann North America's D&I coalition. Under their DEIB structure, McCann Health segregates employees into two adversarial racial categories, BIPOC vs White, which 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. The 2023 MWG DEI Year in Review mentions the implementation of "comprehensive DE&I training programs, emphasizing cultural competence and unconscious bias awareness". 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. DEI development remains a focus at the leadership level. The MWG Global Executive DE&I Governance Council (GEGC) dedicated specific sessions in 2023 to advancing their DEI acumen. The EEOC enforces federal laws like Title VII, prohibiting discrimination based on race, including against White individuals, while NYSHRL similarly bans employment discrimination based on race or color, potentially implicating DEIB practices that could be perceived as reverse discrimination if they disadvantage White employees.
*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 parent company shareholders likely serves as a significant driver for McCann Health'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.
DieDEI.co is waiting on internal materials for a fuller picture of McCann Health’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.