Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Ogilvy*
FAIL
ogilvy.com
TYPE: Global Advertising Agency
INSTITUTIONAL INVESTORS: BlackRock, Vanguard Group, State Street Global Advisors, et al. (via parent company WPP plc)
OWNER: WPP plc
SUBSIDIARIES: -
REVENUE: $5.9 billion
HEADCOUNT: 15,000-20,000
3 World Trade Center
175 Greenwich Street
New York, NY 10007
adrienne.marcino@ogilvy.com
+1 212 237 4000
Ogilvy's extensive DEI initiatives, led by Indian woman Global CEO Devika Bulchandani, Black woman Global Head of DEI Tope Ajala, and Black man Senior Director Operations and Inclusion (previously DE&I) Shola Aminu, raise significant legal concerns under NYSHRL and EEOC regarding potential discrimination and harassment against White employees. The agency’s emphasis on "equity"* over equality and partnerships with DEI-focused entities like 2045 Studio suggest a targeted focus on non-White demographics. Ogilvy has a Diversity Innovation Lab, a resource-backed think tank around DEI. As Aminu says “DE&I shouldn’t be limited to your initiative. Lock in place policies and practices.” The agency's emphasis on a "workforce comprising individuals from diverse racial, ethnic, and cultural backgrounds" and the mandate for BIPOC** representation in all external hiring processes suggest a system of racial quotas or preferences, potentially excluding qualified White candidates. The creation of affinity-based employee communities like "Black Diaspora" and "Brotherhood,"—without equivalent groups for White employees—risks creating segregated spaces and unequal opportunities. The mandatory anti-racism and microaggressions training programs, while aiming to educate, could create a hostile work environment by promoting a narrative of inherent White privilege and systemic racism, potentially leading to discriminatory treatment. Ajala, a self-described “activist in adland,” has instated hiring practices prioritizing diverse/non-White talent pipelines, which may foster an environment where White employees feel implicitly disfavored or stereotyped. The Client Code of Conduct, which holds clients accountable to Ogilvy's anti-racism policies, and the agency's commitment to supporting minority-owned vendors, could be interpreted as discriminatory against White clients and businesses. The policy of not sponsoring racially homogenous conferences or panels further reinforces this concern. The lack of detailed information regarding flexible working policies and equal pay analyses raises questions about potential disparities in treatment. In essence, Ogilvy's DEI efforts, when examined through the lens of NYSHRL, create a legally precarious situation where White employees, clients, and vendors face potential discrimination and harassment, violating the mandate for equal opportunity and a bias-free workplace. Parent Company WPP's DEI initiatives, led by Black woman Chief Talent & Inclusion Officer LJ Louis since May 2022, encompass a Racial Equity Taskforce, Black Professionals Network, mandatory unconscious bias training, and partnerships to increase representation of underrepresented groups, targeting 30% ethnic minority senior leadership by 2025, though these efforts must be balanced to avoid potential discrimination claims under New York State’s Human Rights Law. Ogilvy’s public commitment to "bucking the trend" of declining DEI efforts (Via Facebook, Ogilvy stated, "As the industry takes a backward slide on DEI efforts, we’re proud to buck the trend") underscores the intentionality of these initiatives, overseen by Bulchandani and executed by Ajala, potentially exposing the company to legal scrutiny for disparate treatment or hostile work environment claims from 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.
**Ogilvy’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 BlackRock, Vanguard Group, and State Street Global Advisors 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 parent company WPP plc’s major shareholders likely serves as a significant driver for Ogilvy'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.
As reported on April 1, 2025 by MM+M, parent company WPP removed references to DEI in its latest annual report, replacing them with "people and culture."
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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.