Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Randstad*
FAIL
randstadusa.com
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INSTITUTIONAL INVESTORS:
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140 Broadway #3630
New York, NY 10005
+1 212 269 8400
+1 877 601 7453
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Randstad's extensive and highly visible Equity, Diversity, Inclusion & Accessibility (EDI&A)* program in the U.S., spearheaded by North American Chief Diversity and Inclusion Officer Floss Aggrey (a Black woman) and supported by Global CEO Sander van 't Noordende, North American CEO Marc-Etienne Julien, and Global CHRO Myriam Beatove Moreale, demonstrably prioritizes specific "underrepresented" groups through targeted initiatives, partnerships with identity-focused organizations (like the National Minority Supplier Development Council and OneTen), and dedicated Business Resource Groups for racial and ethnic minorities, women, LGBTQ+ individuals, people with disabilities, and veterans; conspicuously absent is a parallel structure for White employees. Furthermore, "inclusive hiring" practices aimed at diversifying talent pools could face legal scrutiny if they result in a disparate impact against White applicants or employees. The implementation of potentially mandatory bias training also carries the risk of fostering a racially hostile work environment for White employees if it includes concepts that frame them as inherently privileged or complicit in systemic inequality, potentially violating EEOC and NYSHRL (§ 296) standards. While no explicitly anti-White materials were identified, the overall structure and emphasis of Randstad's EDI&A initiatives, driven by its leadership, present a basis for concern regarding potential discrimination and harassment against 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.
**Randstad’s practice of segregating employees into two adversarial racial categories, People of Color/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.
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.
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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.