Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Mekanism
FAIL
mekanism.com
TYPE: Advertising Agency
INSTITUTIONAL INVESTORS: CVC Capital Partners and Caisse de dépôt et placement du Québec (CDPQ) (via parent company Plus Company)
OWNER: Plus Company (Canada)
SUBSIDIARIES: -
2024 REVENUE: $31.5 million (est)
HEADCOUNT: 228 (est)
250 Hudson St. 2nd Fl
New York, USA, 10013
press@mekanism.com
+1 212 226 2772
Mekanism's Diversity, Equity,* and Inclusion (DEI) policies, as articulated on their website, raise significant concerns under the lens of the Equal Employment Opportunity Commission (EEOC), Title VII of the Civil Rights Act of 1964, and New York State's Human Rights Law (NYSHRL, § 296), particularly regarding potential harassment and discrimination against White employees. The agency's explicit commitment to "eliminating anti-Blackness" and "actively seeking, hiring, and retaining BIPOC talent" suggests a race-based preference in employment practices, which could violate federal and state laws prohibiting discrimination based on race, including reverse discrimination against White applicants or employees. Their website states they are "embedding diversity, equity, and inclusion into everything we do from top to bottom.” Such policies risk creating a hostile work environment if they involve actions perceived as stereotyping or marginalizing White employees, potentially actionable under Title VII and NYSHRL. The absence of detailed implementation specifics—such as quotas, training content, or resource allocation—limits a full assessment, but the policy's focus on BIPOC** talent without equivalent emphasis on other racial groups, including White employees, heightens legal vulnerability. Responsibility for these policies falls to CEO Jason Harris, who oversees the agency's strategic direction, and Head of Talent Amanda Speer, who likely manages hiring and retention practices, in the absence of a dedicated Chief Diversity Officer. The practice of segregating employees, potential hires, and the world into BIPOC versus White groups can be seen as problematic, as it creates distinctions based on race, potentially fostering division and disparate treatment.
*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.
**Mekanism’s practice of segregating employees into two adversarial racial categories, BIPOC vs White, 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.
Institutional investors like Plus Company, CVC Capital Partners and Caisse de dépôt et placement du Québec (CDPQ) 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 Mekanism's public focus around “BIPOC” talent. 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 Mekanism’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.