Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
S4 Capital
FAIL
s4capital.com
TYPE: Digital Advertising + Marketing Services Company
INSTITUTIONAL INVESTORS: Third Avenue Management LLC, Patient Capital Management LLC, Oro en Fools BV, Herald Investment Management, Stanhope Capital, et al.
OWNER: Publicly Traded (Martin Sorrell has majority)
SUBSIDIARIES: Monks (formerly Media.Monks)
REVENUE: $1.12 billion
HEADCOUNT: 7,150 to 7,166
info@s4capital.com
From the perspective of the Equal Employment Opportunity Commission (EEOC), federal law (Title VII of the Civil Rights Act), and New York State’s Human Rights Law (NYSHRL, § 296), S4 Capital’s Diversity, Equity, and Inclusion (DEI) initiatives, led by Executive Chairman Sir Martin Sorrell, Chief People Officer James Nicholas Kinney (a Black man, also identified as Global Chief People Officer at Monks)*, Global Head of ESG Regina Romeijn, and General Counsel Caroline Kowall, raise concerns for potentially harassing and discriminating against White employees. S4 Capital and its operating brand Monks articulate a public commitment to Diversity, Equity, and Inclusion (DEI), positioning it as integral to business strategy, talent attraction, and client requirements.
At Monks, Kinney oversees the "Diverse Slate Approach," mandating a 50% diverse candidate pool for interviews, which critics argue functions as a racial quota potentially discriminating against White candidates. Kinney emphasizes equity, stating, “We are building a new era, and to us, that means equity in every form,”* and stressed that DE&I is a shared responsibility across all levels, measured by impact and metrics. He championed initiatives like the S4 Fellowship Program, focused on HBCU graduates, and partnerships with organizations like Hack the Hood for internships (his website now highlights a shift from DE&I to AI, with him “Leading the AI Revolution in the Workplace”). Monks Global VP of People Strategy Erald Minga, while “spearheading global people strategies across 33 countries, overseeing HR operations for a workforce of 8,000+ employees”, implemented “DEI initiatives in partnership with the Globa DEI lead that achieved a 15% increase in diverse leadership representation.” The company’s practice of segregating employees and the world into two adversarial racial categories, BIPOC/people of color 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. carolFor more info on DE&I at Monks, visit their dedicated profile above.
Programs like the S4 Fellowship, targeting Black students from HBCUs, and the S4 Women Leadership Programme, alongside "short-term hiring goals" to increase Black representation, may constitute preferential treatment based on race and gender, conflicting with Title VII and NYSHRL’s prohibitions on race-based discrimination. The S4 Melanin Employee Resource Group for Black employees, without equivalent support for White employees, risks fostering unequal treatment and division. Mandatory unconscious bias training, if framing Whites as inherently privileged, could create a hostile work environment, violating EEOC and NYSHRL standards. These practices, driven partly by client demands and overseen by Sorrell, Kinney, Romeijn, and Kowall, with financial oversight from CFO Radhika Radhakrishnan, may undermine the company’s stated equal opportunity commitment, potentially exposing S4 Capital to legal challenges and perceptions of reverse discrimination among 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.
Institutional investors like Third Avenue Management LLC and Herald Investment Management 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 shareholders likely serves as a significant driver for S4 Capital's public commitments and strategic focus on ESG and Diversity, Equity, and Inclusion (DEI). 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.
Despite being headquartered in England, S4 Capital must comply with US legal standards due to its operations in the United States. The specific American laws that apply depend on the nature and extent of their business activities here.
DieDEI.co may or may not have internal documents from S4 Capital’s DEI program, which we may post. Follow us on social and subscribe to our newsletter for updates.
TECHNOLOGY PARTNERS INCLUDE: Adobe, Amazon Web Services (AWS), BigCommerce, Google, Hightouch, NVIDIA, Optimizely, Salesforce, SeenThis, Tagboard, Twelve Labs, Verizon Business, Workato, 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.