Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Ogilvy Health*
FAIL
ogilvyhealth.com
TYPE: Pharmaceutical Ad Agency
INSTITUTIONAL INVESTORS: BlackRock, Vanguard Group, and State Street Global Advisors, et al. (via parent company WPP)
OWNER: WPP plc
SUBSIDIARIES: -
2022 REVENUE: $152.5 million (est)
HEADCOUNT: 650
3 World Trade Center
175 Greenwich Street
New York, NY 10007
nick.cavarra@ogilvy.com
Ogilvy Health publicly commits to Diversity, Equity, and Inclusion (DEI) through initiatives like WPP’s Belonging Training, led by Tope Ajala (Ogilvy’s Global Head of DE&I, a Black woman), and 2020 Ogilvy USA anti-racism pledges, which include mandating “BIPOC” (non-White) representation in hiring slates and tying leadership compensation to DEI metrics. James Kinney, a Black man, was identified as Global Chief Diversity, Equity & Inclusion Officer in May 2021, notably chairing the "The Force" innovation lab. However, viewed through the lens of the EEOC and New York State’s Human Rights Law (NYSHRL, § 296), these initiatives raise concerns about potential harassment and discrimination against White employees. Policies prioritizing “BIPOC” aka non-White candidates and penalizing leaders for perceived racist behaviors, as outlined in Ogilvy USA’s 2020 commitments, could be seen as creating a hostile work environment or disparate treatment based on race, violating Title VII and NYSHRL’s prohibitions on race-based discrimination. By the close of 2020, all US employees, with an initial focus on HR and managers, were required to complete “anti-racism” and unconscious bias training. The lack of transparent, US-specific DEI implementation details obscures accountability and risks inconsistent application. These DEI efforts, driven by leaders like Ajala and broadly overseen by Global CEO Mario Muredda, may expose Ogilvy Health to legal consequences. Parent Company WPP's DEI initiatives, led by Chief Talent & Inclusion Officer LJ Louis, a Black woman, since May 2022, encompass a Racial Equity Taskforce, Black Professionals Network, mandatory unconscious bias training, inclusive hiring practices like blind resume screening, and partnerships to increase representation of underrepresented groups, targeting 30% ethnic minority senior leadership by 2025, while promoting inclusive marketing with major clients, though these efforts must be balanced to avoid potential discrimination claims under New York State’s Human Rights Law. WPP’s shift away from explicit DEI language in 2024 suggests awareness of legal risks, though ongoing programs continue to pose potential violations of federal and New York anti-discrimination laws.
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 Health'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."
DieDEI.co may or may not have internal documents from Ogilvy Health’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.