Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Seramount
FAIL
seramount.com
TYPE: DEI & Talent Solutions
INSTITUTIONAL INVESTORS: BC Partners and Vista Equity Partners (via parent company EAB Global, Inc.)
OWNER: EAB Global, Inc.
KEY BRANDS + INITIATIVES: Culture@Work, Diversity Best Practices, National Association for Female Executives (NAFE), Working Mother Media, Working Mother Research Institute.
2024 REVENUE:
HEADCOUNT: ~200-500
2445 M St NW
Washington, DC 20037
+1 202 747 1005
Seramount, a division of EAB Global, Inc., and a prominent provider of DEI* solutions to over 600 corporate clients, operates under the leadership of President Subha V. Barry and EAB CEO David Felsenthal, with key figures including Managing Directors Katie Oertli Mooney, Bridgette Scales, Ripa Rashid, Laura Sherbin, Barbara Frankel, Steve Pemberton, and John Workman. Seramount offers a range of services, such as DEI assessments, strategic planning, benchmarking via its "Best Companies" lists and Inclusion Index, ERG Leader Certification programs, and ongoing research and advisory services through Diversity Best Practices (DBP). Seramount explicitly advises clients to implement unconscious bias training and its approach emphasizes metrics, numerical goals for underrepresented groups, the use of "diverse slates" in hiring, and the potential for linking leadership compensation to diversity outcomes. These initiatives, along with the promotion of bias training rooted in Critical Race Theory concepts, as overseen by Senior Director Shyama Venkateswar, which addresses systemic racism and privilege, may create a risk of discrimination against White employees and hires. This could manifest as a hostile work environment by implicitly portraying White individuals as inherently privileged or complicit in inequality, a concern under the DC Human Rights Act (DCHRA), which prohibits workplace discrimination based on race, as well as EEOC standards, Title VII of the Civil Rights Act, and the New York State Human Rights Law (§ 296). Katie Oertli Mooney (Managing Director, Head of Diversity Best Practices, an Asian woman), in Seramount article “The Need for a Global, Yet Local, Approach to DE&I” calls for companies to advance DEI around the world using data-driven accountability measures like diverse candidate slates and mentorship programs. The focus on White employees primarily as "allies" and the lack of White-centric ERGs may further contribute to a potentially exclusionary environment. Its "Quiet DEI" strategy and risk mitigation advice to clients indicate an awareness of the contentious legal landscape surrounding DEI initiatives and the potential for reverse discrimination claims under the DCHRA and other anti-discrimination laws. Given that parent company EAB Global, Inc. has stated DEI goals and implemented mandatory firmwide DEI training, it is highly probable that Seramount employees are also required to participate in this training. Seramount's "Resilience Roadmap" for DEI strategy, when viewed through EEOC guidelines, federal law, and the DC Human Rights Act, raises concerns about potential harassment and discrimination against White employees through its emphasis on metrics, accountability, and employee involvement, which could lead to prioritizing certain demographic groups and marginalizing White employees in employment decisions, potentially violating anti-discrimination laws. On February 12, 2025, Seramount’s Kayle Haskins, in an article on Seramount’s website titled “Is It Time to Rename Our DEI Programs?”, suggested renaming DEI programs as a way to get around legal and political challenges while still practicing DEI. The responsibility for overseeing these initiatives likely falls to their leadership, including those directing the DEI Research Partnership and advisory services, who partner with over 450 corporations, including ~50% of the Fortune 100.
*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 Vista Equity Partners and BC Partners 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 Seramount'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.
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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.