Exposing Anti-White Harassment + Discrimination in US Media Companies
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Publicis Health
FAIL
publicishealth.com
TYPE: Healthcare Communications Agency
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: Digitas Health, Heartbeat, insync, Langland, Payer Sciences, PlowShare Group, Publicis Health France, Publicis Health Media, Razorfish Health, Saatchi & Saatchi Wellness, Verilogue, et al.
2024 REVENUE: $1-1.4 billion
HEADCOUNT: 2,500-3,500
375 Hudson Street
New York, NY 10014
+1 212 771 5500
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From the perspective of the Equal Employment Opportunity Commission (EEOC) and New York State’s Human Rights Law (NYSHRL, § 296), Publicis Health’s DEI/DEIB initiatives, aligned with Publicis Groupe’s global framework, raise potential concerns for discriminatory practices against White employees and hires, particularly in light of heightened scrutiny following the 2023 Supreme Court affirmative action ruling and 2025 EEOC guidance cautioning against race-based preferences. Publicis Health’s policies, led by Carla Serrano (Chief Strategy Officer, Asian female) and influenced by Anuradha Hebbar (President of CEO Action for Inclusion & Diversity, SHRM, South Asian female), emphasize diversity hiring through HBCU/HSI partnerships, mandatory unconscious bias training, and ERGs like MOCA and VivaWomen!, which could be perceived as prioritizing underrepresented groups over White candidates. Publicis leadership also includes Renetta McCann (Publicis Groupe Chief Inclusion Officer, a Black woman), and until very recently, Geraldine White (Publicis Groupe US Chief Diversity Officer, a Black woman), who was let go 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). 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. Significant reductions in the DEI team in late 2024, coupled with a stated 'recalibration' of priorities, hint at a possible move away from dedicated diversity and inclusion work. This reorganization occurs during a period of increasing headwinds for corporate DEI programs in the U.S. Considering the agency's emphasis on race-based initiatives, White employees might feel marginalized due to what could be perceived as unequal access to opportunities and resources based on race. The company’s pay equity audits and leadership diversity goals (45% female, 25% BIPOC in 2023) may inadvertently pressure hiring managers to favor non-White candidates, risking reverse discrimination claims under Title VII (EEOC) or NYSHRL, which prohibit employment decisions based on race, including against Whites. The EEOC and NYSHRL frameworks highlight liability for policies that disproportionately disadvantage any racial group, and Publicis Health’s lack of transparent data on White employee outcomes or hiring ratios could invite legal challenges. The current focus on “inclusion” over “DEI” suggests awareness of political and legal risks, but without clear safeguards, these initiatives may harass or marginalize White employees, particularly in competitive healthcare roles.
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 Publicis 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.
DieDEI.co may or may not have internal documents from Publicis Health’s DEI program, which we may post. Follow us on social and subscribe to our newsletter for updates.
KEY AGENCY PARTNERS INCLUDE: Digitas Health, Saatchi & Saatchi Wellness, Razorfish Health, Publicis Media, etc.
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.