Exposing Anti-White Harassment + Discrimination in US Media Companies
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McKinsey & Company
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mckinsey.com
TYPE: American multinational strategy & consulting firm
INSTITUTIONAL INVESTORS: Partners, Senior Members of the firm. The Global Managing Partner is currently Bob Sternfels
OWNER: Senior partners
SUBSIDIARIES: Candid Partners, Iguazio, Lunar Design, McKinsey Global Institute (MGI), MIO Partners, Inc., Orpheus GmbH, QuantumBlack Visual Analytics Limited, Veryday.
2023 REVENUE: ~$16 billion
HEADCOUNT: ~38-45,000
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McKinsey & Company's aggressive Diversity, Equity, and Inclusion (DEI) initiatives, led by Global Managing Partner Bob Sternfels and Global Chief DEI Officer María del Mar Martínez (a Hispanic woman), with contributions from former Chief Diversity Officer Lareina Yee (a female “person of color”), Global Head of Inclusion & Diversity Ellis Griffith (a White woman), and senior partners like Roselyn Cason-Marcus (a Black woman) and Tiffany Burns (another Black woman), are concerning. Sternfels believes “[DEI] must be embedded into everything we do”. Lindsay Pollak holds the title of Director for McKinsey’s Global All In, Diversity, & Inclusion Center of Excellence. Other senior partners heavily involved in leading DEI client work include Diana Ellsworth (a White woman), Alexis Krivkovich (a White woman), and Sara Prince (a Black woman). The Enablement Team, a key global leadership body, explicitly includes leaders responsible for the "People & Diversity" capability. McKinsey & Company wants to “advance racial equity,”* a dangerous and legally-fraught notion as it potentially necessitates differential treatment based on race, potentially conflicting with laws prohibiting discrimination. McKinsey perceives the U.S. corporate landscape as permeated with systemic racism toward non-White people. The firm's "10 Actions Toward Racial Equity," which includes a $200 million pro bono fund and targeted programs like the Black Leadership Academy and Inspire Pre-MBA Diversity Event for Black, Hispanic/Latino, and Indigenous candidates, explicitly prioritizes certain racial groups, risking unlawful preferential treatment that disadvantages White employees and applicants excluded based on race. McKinsey partners with the New Voices Foundation, a foundation for non-White entrepreneurs, and operates the McKinsey Institute for Black Economic Mobility. In 2020, McKinsey donated $5 million to nonprofits “combating racism”. The goal to "double" Black leadership, spearheaded by Black woman Cason-Marcus, functions as a de facto racial quota, which EEOC and DOJ guidance explicitly warn against, as race-based hiring or promotion decisions violate Title VII, potentially marginalizing White candidates to meet these targets. The firm conducts “racial justice” service days, and supports non-White leadership through the Connected Leaders Academy and Black Leadership Academy. McKinsey 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. McKinsey's affinity groups for minorities,** lacking an equivalent for White employees, create race-based silos that could be seen as segregation under EEOC standards, fostering exclusion. Additionally, Mckinsey provides extensive “Equity and Inclusion” and “Bias” training programs with over 5,000 sessions overseen by Hispanic woman Martínez and HR leadership, risking creating a hostile work environment under EEOC and NYSHRL by framing White employees as inherently privileged or complicit in systemic inequities, aligning with legal definitions of racial harassment. McKinsey continues to voice support for DEI, despite industry shifts in DEI approaches, and has invested over $20 million in DEI research. They created the McKinsey Black Network (MBN), a global community of colleagues and alumni that focuses on how Black colleagues can succeed and grow. These practices, driven by named leaders, are concerning, and possibly undermine equal employment principles.
McKinsey & Company 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.
**In 2025, non-Hispanic Whites are a minority in Hawaii, California, New Mexico, Texas, Nevada, Maryland, the District of Columbia, and Georgia, with several other states like Florida, New Jersey, New York, and Arizona approaching majority-minority status. At an estimated 12.6% of the global population, White people are a global minority. McKinsey & Company is incorrect in viewing White people as an overarching majority.
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 McKinsey & Company’s DEI program. Follow us on social and subscribe to our newsletter for updates.
McKinsey & Company, through MCG (McKinsey Center for Government) has a history of working with U.S. federal and state governments, providing consulting services on a variety of issues.
CLIENTS INCLUDE: 3M, American Express, Australia’s Department of Regional New South Wales, Aviva, Best Buy, Bill and Melinda Gates Foundation, Blue Cross Blue Shield of Michigan, Bosch, China Communications, Coca-Cola, CP AXTRA Public Company Limited (Makro), Danfoss, Deutsche Telekom, Disney, ECU Worldwide, Energy Foundation, Ford Motor Company, General Motors, KLM, Loblaws, Microsoft, Natural Resources Defense Council (NRDC), PepsiCo, Purdue Pharma, Rostec, Royal Dutch/Shell, Saudi Arabia (Planning Ministry), TPG, U.S. Department of Defense, U.S. Department of Energy, U.S. Environmental Protection Agency (EPA), U.S. Food and Drug Administration (FDA), U.S. Immigration and Customs Enforcement (ICE), U.S. Postal Service, U.S. Steel, Vistra Corp., Vyaire, 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.