Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
TBWA Worldwide
FAIL
tbwa.com
TYPE: Int’l Ad Agency
INSTITUTIONAL INVESTORS: Vanguard Group Inc, BlackRock, Inc, State Street Corp, et al.
OWNER: Omnicom Group, Inc.
SUBSIDIARIES: Auditoire, Digital Arts Network (DAN), eg+ worldwide, GMR Marketing, HeimatTBWA, Lew'Lara\TBWA, Lucky Generals, The Integer Group, TBWA\Alif Morocco, TBWA\Chiat\Day, TBWA\DJAZ Algeria, TBWA\HAKUHODO, TBWA\Hunt\Lascaris, TBWA\Media Arts Lab, TBWA\RAAD, TBWA\RAAD Lebanon, TBWA\WorldHealth, TRO, Whybin\TBWA, et al.
REVENUE: ~$1.2 billion
HEADCOUNT: 1,000+
220 E. 42nd St
New York, NY 10017
press@tbwa.com
TBWA Worldwide, under the global leadership of CEO Erin Riley and guided by Global Chief Diversity Officer and Black woman Aliah Berman, has implemented extensive DEI initiatives, a "DEI by Design" framework that explicitly prioritizes "underrepresented groups" and "BIPOC" individuals*, evidenced by targeted talent sourcing initiatives and a stated focus on marginalized communities. The agency's external initiatives, such as prioritizing partnerships with Black and POC-owned businesses and creators, could be interpreted as discriminatory against White-owned businesses. This emphasis on non-White people, while aiming to foster inclusion, carries potential legal risks under EEOC regulations and New York State Human Rights Law (§ 296) if White employees perceive these initiatives as creating a hostile work environment or as providing preferential treatment in hiring and advancement that disadvantages them based on their race. TBWA’s mandatory “anti-racism” and unconscious bias training risks creating a hostile work environment by promoting a narrative of systemic racism and implicit bias, potentially leading to harassment and discriminatory treatment. The establishment of employee-led affinity groups based on race, gender, and sexual orientation could create segregated spaces and foster unequal treatment. The agency's commitment to pursuing equity via "disrupting" inequitable systems** suggests a willingness to challenge traditional norms, potentially leading to discriminatory practices against White employees who may be perceived as upholding the status quo. The lack of transparency due to a currently inaccessible TWBA diversity webpage further complicates external evaluation of these risks. The legal landscape is increasingly scrutinizing corporate DEI programs for potential reverse discrimination, suggesting that TBWA's approach, particularly its explicit focus on specific racial categories, could be subject to legal challenge. Key individuals involved in the implementation of these policies include Chief Talent Officers Sheri Thorburn (TBWA\Chiat\Day LA), who played a role in the agency-wide implementation of DEI initiatives, Amie Miller (TBWA Worldwide), Black man and CFO Wayne Hemp (TBWA/Chiat/Day), along with Claudinia Harper (Director of People, TBWA\Raad, non-White), whose roles in talent management and regional leadership contribute to the practical execution of the global DEI strategy. It is unlawful and against public policy for any organization to train companies on how to discriminate. Such activities could lead to severe legal and financial consequences, including lawsuits for aiding and abetting discrimination, damage to reputation and credibility, and potential investigations by state and federal civil rights agencies.
Reflecting on parent company Omnicom’s commitment to systemic equity, with initiatives like increasing diverse hires and leadership representation, CEO John Wren states, “As a global Fortune 200 company with 70,000+ employees, we know we can lead with our actions and make an impact through our work.” In 2020, Omnicom launched OPEN 2.0, an extensive action plan explicitly "designed to achieve systemic equity throughout Omnicom." This framework mandates that each Omnicom network, including TBWA Worldwide, has a dedicated DE&I leader reporting directly to their respective CEO. Omnicom's 2021 DEI Report unequivocally states, "We put diversity, equity and inclusion (DE&I) at the center of everything we do." The overarching framework set by parent company’s Omnicom leadership—which has over 60 dedicated DEI leaders across its various organizations—emphasizing "systemic equity," embracing “discomfort,” utilizing terminology like "BIPOC," tracking representation KPIs based on race, and establishing race-specific ERGs that exclude White employees, collectively paints a picture of a DEI program heavily focused on group identity and demographic outcomes. This approach, driven by leadership beliefs and external pressures, demonstrably prioritizes race in ways that could reasonably be perceived by White employees as discriminatory, fostering resentment, or creating a hostile work environment, thereby aligning with the concerns regarding potential harassment and discrimination under EEOC and NYSHRL standards.
*TBWA Worldwide’s segregation of employees and the world into two groups, “BIPOC” and 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.
**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 Vanguard Group Inc, BlackRock, Inc, and State Street Corp 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 TBWA Worldwide’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.
The formerly-available Inclusion and Impact page was taken down in early 2025.
DieDEI.co is waiting on internal materials for a fuller picture of TBWA Worldwide’s DEI program. Follow us on social and subscribe to our newsletter for updates.
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.