Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Salesforce
FAIL
salesforce.com
TYPE: World's Leading Customer Relationship Management Technology Company
INSTITUTIONAL INVESTORS: Vanguard Group Inc, BlackRock, Inc., State Street Corp, VTSMX - Vanguard Total Stock Market Index Fund Investor Shares, VFINX - Vanguard 500 Index Fund Investor Shares, Capital Research Global Investors, Fmr Llc, Geode Capital Management, Llc, Jpmorgan Chase & Co, and Morgan Stanley, et al.
OWNER: Public Company
SUBSIDIARIES/BRANDS: Acumen Solutions, ClickSoftware, Datorama, Demandware, Heroku, MuleSoft, Own Company, Pardot, salesforce.com, Salesforce.com Canada Corporation, Salesforce UK Limited, SFDC Australia Pty. Ltd, SFDC Ireland Ltd, Slack Technologies, Tableau Software, Vlocity, et al.
REVENUE: $34.9 billion
HEADCOUNT: 72,682
1095 6th Ave, New York, NY 10036
+1 800 667 6389
Contact link
Salesforce, Inc.'s extensive Diversity, Equity, and Inclusion (DEI) initiatives, driven by CEO Marc Benioff, Chief Equality Officer Lori Castillo Martinez (a Hispanic woman), and Chief People Officer Nathalie Scardino, raise significant legal concerns under the Equal Employment Opportunity Commission (EEOC), federal anti-discrimination laws (e.g., Title VII), and New York State’s Human Rights Law (NYSHRL § 296) for potentially discriminating against and harassing White employees. Salesforce publicly and extensively promotes its commitment to Diversity, Equity,* and Inclusion (DEI). The company’s explicit numerical representation goals for non-White and non-Asian people create pressure for preferential hiring and promotion, risking unlawful discrimination against White and Asian candidates, as evidenced by a lawsuit from five White male plaintiffs alleging race and gender bias due to DEI-driven decisions. Other lawsuits can also implicate these initiatives. For example, claims of age or gender discrimination in termination decisions, particularly during large-scale layoffs, might involve arguments that diversity targets influenced who was selected for retention or separation.
Salesforce’s "Equality Groups" (ERGs) support various racial identities but exclude White employees, fostering exclusion. Mandatory DEI training, addressing systemic inequality and privilege, often frames Whiteness critically, potentially creating a hostile work environment by portraying White employees as inherently biased or complicit in inequities, violating EEOC and NYSHRL standards. The Racial Equality and Justice Task Force further prioritizes specific racial groups, sidelining Asian and White employees’ and future employees’ rights to equal treatment. Salesforce has hosted numerous “Racial Equality summits”, week-long “virtual events to empower and elevate our Black, Latinx, & Indigenous” voices. On Salesforce's company webpage, Black woman and Equality Content Manager Jameelah Nasheed expresses her and the company's perspective that the U.S. is experiencing a "reckoning of racial justice, violence, and hate," and that “we” need to elevate the voices of non-Asian and non-White individuals. In another article of Nasheed’s, she lists 30 inspirational quotes from non-Asian and non-White leaders around “racial equality”, and how systemic changes are needed to make the tech industry less Asian and White. Salesforce has promoted “Racial Equality Allyship” at the company, to bring about such changes. Salesforce has promised to “Implement New Hiring Strategies: We will add diversity recruiters dedicated to inviting underrepresented minority (URM) — Black, Latinx, and Indigenous — talent to learn more about our open roles and launch a URM referral program to increase access and improve the recruiting and hiring experience for self-identified URM candidates”, thus, in effect, calling for the open discrimination of Asian and White applicants due to their race. Salesforce has stated commitments of $200 million in funding and 1 million volunteer hours to “racial equality” and “justice” initiatives globally, with nearly half dedicated to public education for Black and “underrepresented minorities” (aka Black, Hispanic and Indigenous), alongside $10 million in Tableau resources to empower data-driven change within Black communities in the U.S. Salesforce’s constant focus on non-Asian and non-White people inherently frames Asian and White employees as inherently less desirable or worthy of employment. This framing, combined with the lack of dedicated support structures (like ERGs) and potentially critical training content, contributes to an environment where Asian and White employees may perceive themselves as disfavored or implicitly criticized by company policy.
These initiatives, shaped by ESG investor pressure from firms like BlackRock and Vanguard, are overseen by Benioff, Martinez, and Scardino, who bear ultimate accountability for ensuring compliance with laws protecting all employees from discrimination and harassment. Tony Prophet, a Black man, has served as Chief Equality and Recruiting Officer in recent years. Molly Q. Ford, also Black, has also been responsible for “recruitment marketing, recruiting communications, and events, partnerships and sponsorships to fuel the recruiting engine and position Salesforce as the employer of choice” around the world.
*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.
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.
As of March 2025, Salesforce has removed mentions of DEI programs and diversity hiring targets from its financial disclosures and annual reports. The company's language shifted to emphasize equality, suggesting an alignment with federal law.
DieDEI.co may or may not have internal documents from Salesforce’s DEI program, which we may post. Follow us on social and subscribe to our newsletter for updates.
CONSULTING PARTNERS INCLUDE: Accenture, Deloitte, IBM, Capgemini, Cognizant, Infosys, PwC, Tata Consultancy Services, Wipro, 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.