Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
MSL (MSLGROUP)
FAIL
mslgroup.com
TYPE: Global PR and Comms Firm
INSTITUTIONAL INVESTORS: Capital Research and Management Company, BlackRock, The Vanguard Group, Parvus Asset Management Europe Ltd., Mawer Investment Management Ltd., Capital International Ltd., Amundi Asset Management, Janus Henderson Investors UK Ltd., Geode Capital Management, et al. (via parent company Publicis Groupe)
OWNER: Publicis Groupe
SUBSIDIARIES:
2024 REVENUE: n/a
HEADCOUNT: 2,000-3,000 (est)
375 Hudson St
New York, NY 10014
hello@mslgroup.com
Contact Link
Diana Littman, U.S. CEO
diana.littman@mslgroup.com
MSL Group and its parent company, Publicis Groupe, under the leadership of figures like CEO Arthur Sadoun and MSL U.S. CEO Diana Littman, have implemented DEI* initiatives that raise concerns regarding potential discrimination and harassment against White employees under EEOC guidelines, federal law (Title VII), and New York State's Human Rights Law (§ 296). MSL's "Influencer Equity" program (aiming to add at least 10,000 vetted BIPOC/“influencers of color” to MSL's Fluency database), spearheaded by Rob Davis and Shreya Mukherjee, explicitly categorizes and provides targeted support based on race (BIPOC vs. White), which could be seen as discriminatory if White influencers are disadvantaged in opportunities or resources. Mandatory unconscious bias training is conducted in the U.S. for Publicis Groupe managers and employees. Programs such as "Disrupting Everyday Bias series," which refers to Whiteness as a racist “System of Oppression,”** risk creating a hostile work environment by promoting a narrative of inherent White culpability and systemic racism. Publicis Groupe’s DEI framework, which likely governs MSL, was created by figures like Asian woman Carla Serrano (Chief Strategy Officer), Black woman Sandra Sims-Williams (ex-Chief Diversity Officer, North America), Black woman Renetta McCann (Publicis Groupe Chief Inclusion Officer), and until very recently, Black woman Geraldine White (Publicis Groupe US Chief Diversity Officer), who was terminated in December of 2024, possibly due to an ongoing legal case around toxic and pervasive anti-White harassment at Saatchi & Saatchi under her DEI leadership. Saatchi is also a subsidiary of Publicis Groupe. Ronnie Dickerson Stewert, also a Black woman, preceded Geraldine White as Chief Diversity Officer. The female and Black leadership and hiring signals a top-down DEI focus. Andrew Swinand, former CEO of Leo Burnett Group and Publicis Groupe Creative and Production U.S., served as the US executive sponsor for DEI. U.S. CEO Diana Littman has stated a "conscious decision" to make the U.S. executive team "the most diverse in the PR industry," which is to say, the most non-White. This stated emphasis on non-White hiring could lead to race-based preferences in hiring and promotion, potentially disadvantaging White candidates. Parent company Publicis Groupe’s seven-point DEI plan includes "Inclusive Hiring" training, and its affiliation with the Diversity Action Alliance (DAA) involves commitments to accelerate representation by hiring and promoting “people of color” aka non-White people, and tracking these metrics. Further, Publicis Groupe runs a "Black Talent Career Development program," an individualized six-month support initiative. The presence of multiple ERGs for non-White racial and ethnic groups without a parallel group for White employees might also contribute to a perception of unequal treatment. MSL Group’s practice of segregating employees into two adversarial racial categories, BIPOC/POC 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. The cumulative effect of these initiatives, overseen by top executives and potentially shifting under the new Chief Impact Officer Nannette Lafond-Dufour following the departure of former CDO Geraldine White, suggests a workplace environment that may not be race-neutral and could be interpreted as discriminatory or harassing towards 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.
**NY State Division of Human Rights currently lists sister agency Saatchi & Saatchi North America, Inc. as currently involved in a racial harassment case stemming in part from the same training material.
Institutional investors like Capital Research and Management Company, BlackRock, and The Vanguard Group 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 MSL Group'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 may or may not have internal documents from MSL Group’s DEI program, which we may post. 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.