Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Saatchi Wellness
FAIL
saatchiwellness.com
TYPE: Pharma Advertising 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: -
2024 REVENUE: n/a
U.S. HEADCOUNT: ~100-200
375 Hudson St
New York, NY 10014
+1 212 463 2000
Contact Link
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), Saatchi & Saatchi Wellness’s DEI/DEIB initiatives, as a subsidiary of Publicis Groupe, raise potential concerns about harassment and discrimination against White employees and hires. The EEOC’s 2025 guidance explicitly states that DEI programs may violate Title VII if they involve employment actions motivated by race or sex, even partially, and can constitute harassment if training content is discriminatory or creates a hostile work environment, particularly if it vilifies White employees through terms like “white privilege” or “white fragility.” NYSHRL similarly prohibits discrimination based on race, including against White individuals, and considers workplace harassment unlawful if it alters employment conditions or creates an intimidating environment. Publicis Groupe’s DEI framework, which likely governs Saatchi Wellness, includes mandatory unconscious bias training and diversity hiring goals (e.g., 40% diverse hires globally in 2023), led by figures like Carla Serrano (Chief Strategy Officer, an Asian woman) and Sandra Sims-Williams (Chief Diversity Officer, North America, a Black woman). 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. Programs that establish quotas or exclude individuals from opportunities solely based on their race are generally unlawful, as both the NYSHRL and Title VII of the Civil Rights Act of 1964 mandate that hiring decisions be made without regard to race. Furthermore, DEI racial equity training could be perceived as harassing White employees under the lens of the EEOC and NYSHRL (§ 296) if it creates a hostile work environment or implicitly targets them based on race. Such training often emphasizes systemic racism, unconscious bias, and the need for racial equity, which may include discussions framing Whites as inherently privileged or complicit in perpetuating inequality. These initiatives could be discriminatory if they prioritize non-White candidates or foster environments where White employees feel targeted.
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 Publicis Groupe’s shareholders likely serves as a significant driver for Saatchi Wellness' 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.
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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.