Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Porter Novelli*
FAIL
porternovelli.com
TYPE: Global PR Firm
INSTITUTIONAL INVESTORS: Vanguard Group Inc, BlackRock, Inc, State Street Corp, et al. (via parent company Omnicom Group)
OWNER: Omnicom Group
SUBSIDIARIES: Cone Communications, Voce Communications
2023 REVENUE: $160 million
HEADCOUNT: 510
220 E 42nd St 11th Floor
New York, NY 10017
+1 212 601 8000
newbusiness@porternovelli.com
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From the perspective of the Equal Employment Opportunity Commission (EEOC) and New York State’s Human Rights Law (NYSHRL, § 296 of the New York Executive Law), Porter Novelli’s DEI initiatives raise potential concerns about discrimination against White employees or hires. The firm’s DEI* efforts, led by female executives Deidra Johnson (a Black woman, SVP, Jedi Advisory Services) and Sandy Skees (a White woman), emphasize Justice, Equity, Diversity, and Inclusion (JEDI) through internal initiatives like the “Inclusion Council” and external advisory services, focusing on systemic change over performative actions. Mandatory bias training is likely integrated into their DEI programs, given their JEDI focus. The addition of “J/Justice” to “DEI” signals a potentially broader and more proactive stance than traditional Diversity, Equity, and Inclusion (DEI) approaches. Conroy Boxhill, a Black man and co-chair of Porter Novelli's JEDI Advisory Services, says "If a company is not embedding justice, equity, diversity and inclusion into the core of its business, it's behind the game”. In their Porter Novelli Global Outlook 2025 PDF, DEI is still a central theme. The document predicts a shift in terminology (e.g., from DEI to "belonging" and "community") due to political pressures but emphasizes the ongoing importance of DEI for workforce engagement. Suzy An, an Asian woman who is open to work as of April 2025, held the dedicated role of VP, Justice, Equity, Diversity and Inclusion (JEDI), responsible for developing and implementing JEDI/DEI-related training programs, policies, and goals within the agency. At the parent company level, Omnicom reported over 105,000 hours of mandatory training completed group-wide in 2023. The EEOC, which enforces Title VII prohibiting discrimination based on race, sex, and other characteristics, notes that DEI initiatives are unlawful if they involve employment actions motivated by protected characteristics, potentially impacting White employees if policies prioritize other groups without merit-based justification. Similarly, NYSHRL prohibits employment discrimination based on race, and initiatives perceived to disadvantage White employees could be challenged as creating a hostile work environment or disparate treatment. The EEOC’s 2023 data shows over 81,000 discrimination complaints, indicating active scrutiny of DEI-related practices. The firm’s New York office would be subject to both federal and New York anti-discrimination laws, requiring careful design of DEI policies to avoid legal risks while fostering inclusion. 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.
*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.
Institutional investors like Vanguard Group Inc, BlackRock, Inc, and State Street Corp 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 may serve as a significant driver for Porter Novelli'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 Porter Novelli’s DEI program, which we may post. Follow us on social and subscribe to our newsletter for updates.
CLIENTS INCLUDE: 7UP, Almond Board of California, ALS Association, AstraZeneca, Bayer, Beiersdorf, Ben & Jerry’s, Braun, CFA Institute, Centers for Disease Control, Chanel, Disney, E.ON, FICO, Fractyl Health, Global Situation Room, Goodyear, Griffith Foods, Hewlett-Packard, Indiana Economic Development Corporation, Iron Mountain, Johnson & Johnson, Kellogg, L’Oréal, Mars, McDonald’s, Merck, Mondelēz Foodservice, National Center on Birth Defects and Developmental Disability, National Heart, Lung, and Blood Institute, National Institutes of Health, NatWest Group, Navy Federal Credit Union, NerdWallet, Nivea, Mercedes, Merck, Oak Ridge Institute of Science and Education, PepsiCo, Procter & Gamble, REI, Santa Paula Institute of Oncology, Sony, T-Mobile, Timberland, USDA, Vaseline, Volkswagen, William Grant & Sons, etc.
Porter Novelli works with U.S. Federal government clients, as indicated by job postings, continuing a legacy that began with the NIH/National Institute of Health.
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.