Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Merkle
FAIL
merkle.com
TYPE: Performane Marketing Agency, Customer Experience Management
INSTITUTIONAL INVESTORS: Dentu Group (majority)
OWNER: Dentsu Group, Inc.
SUBSIDIARIES: -
REVENUE: $2 billion (est)
HEADCOUNT: 16,000 (est)
150 East 42nd Street,
New York, NY 10017
+1 212 591 9120 or
+1 646-652-7770 or
+1 443 542 4000
marketing@merkle.com
Merkle, a wholly-owned subsidiary of Dentsu Group Inc., under the leadership of Global Chief DEI Officer and Black man Kirt Morris, with oversight from Global President Pete Stein and Americas Chief People Officer and Black woman Sheerah Davis, has implemented DEI initiatives that are concerning. Morris is a student of McKinsey & Company's Black Executive Leadership Program. Under leaders like Bob Sternfels and María del Mar Martínez, McKinsey emphasizes DEI initiatives focusing on racial equity* and non-White groups through specialized programs, racial quotas, and bias training. These efforts may disadvantage White employees by portraying them as privileged, potentially leading to exclusionary practices that could conflict with EEOC guidelines, Title VII, and New York State Human Rights Law. Merkle has also completed Georgetown University’s DEI certificate program, which heavily prioritizes equity over equality, focusing on fairness by tackling systemic racial, gender, and socioeconomic disparities, teaching participants to break down perceived barriers, implement targeted policies and resource allocation, use data analytics to expose and track perceived inequities, and confront power dynamics. The emphasis on achieving "representation" and the active "sponsorship" of People of Color** and women, coupled with recruitment strategies targeting minority-focused organizations and programs designed for specific demographic groups, suggests a prioritization that could disadvantage White individuals in hiring, promotion, and resource allocation. Furthermore, mandatory "cultural fluency" training, with its focus on "learning and unlearning," may risk creating a hostile work environment if it addresses topics like bias and systemic inequality in a manner that implicitly or explicitly blames or targets White employees based on their race. Merkle CMO Azlan Raj, as noted by Date & Marketing Association, is “passionate about the industry’s efforts in the diversity, equity, and inclusion (DEI) space and is Merkle EMEA’s executive sponsor for sustainability initiatives. He is actively involved in supporting Merkle’s DEI pillars.” The likely presence of Employee Resource Groups for non-White identity groups, without similar support for White employees, could further contribute to perceptions of inequity and division. The company's DEI framework and the broader compliance issues within Dentsu warrant careful scrutiny to ensure adherence to federal and New York State anti-discrimination laws. Oversight for DEI initiatives ultimately rests with Pete Stein in his dual role as Global President of Merkle and President of Merkle Americas. Stein's official biography explicitly states that he "actively supports Merkle and dentsu's DEI initiatives”. When appointed President of Merkle Americas, his focus reportedly included a "renewed emphasis on...ongoing DEI efforts."
Merkle 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.
**Merkle’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 investor and owner Dentsu Group, Inc. increasingly emphasizes Environmental, Social, and Governance (ESG) factors, including diversity and inclusion metrics, in their investment stewardship and proxy voting guidelines. This external pressure likely serves as a significant driver for Merkle's public commitments and strategic focus on ESG and Diversity, Equity, and Inclusion (DEI). 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 Merkle’s DEI program. Follow us on social and subscribe to our newsletter for updates.
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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.