Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
The Adecco Group
FAIL
adeccogroup.com
TYPE: Major Global Human Resources & Temporary Staffing Company
INSTITUTIONAL INVESTORS: BlackRock Inc., Franklin Resources Inc., Silchester International Investors LLP, The Capital Group Companies, Inc., UBS Fund Management (Switzerland) AG.
OWNER: Publicly Traded
SUBSIDIARIES: Adecco, Akkodis, and LHH
2023 REVENUE: ~$26 billion
2024 HEADCOUNT: 5,214
1040 Avenue of the Americas, New York, NY 10018
+1 212 391 7000
The Adecco Group's DEI initiatives, seen through the lens of the EEOC, federal law, and the NYSHRL reveals potential issues of concern regarding discrimination and harassment against White employees. The company's stated commitment to "equity" over equality*, spearheaded by CEO Denis Machuel (a White man) and CHRO Daniela Seabrook (a White woman), and implemented in North America by VP of DEI Bridges Holmes (a Black man) and Manager of DE&I Zannie Burton (a Black woman), signals a move towards differential treatment based on group identity/protected characteristics. Specific initiatives, such as targeted recruitment at minority conferences and partnerships with race-specific organizations like The National Urban League and The National Coalition of 100 Black Women, alongside the creation of Employee Resource Groups like the Black Colleague Network without a parallel group for White employees and an equity framework prioritizing tailored support over equal opportunity, indicate a prioritization of certain racial groups in resource allocation and support. The "Understanding Systemic Racism" workshop for US leaders and the general emphasis on "equity" raise concerns that DEI training may promote ideas potentially fostering a hostile environment for White employees by framing them as inherently privileged or complicit in systemic inequality, a probable violation under EEOC and NYSHRL. Over the past fifteen years, Adecco’s U.S. entities, including Adecco USA and Entegee, have faced multiple lawsuits alleging discrimination, indicating gaps in policy implementation across its complex subsidiary structure. These instances suggest potential systemic weaknesses in their overall compliance that could extend to race-based discrimination.
The Adecco Group’s DEI training for companies risks promoting discriminatory or harassing practices, exposing both The Adecco Group, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
The focus on achieving diverse representation metrics through targeted efforts, without explicit safeguards for equal opportunity and treatment for all racial groups, including White employees, presents a tangible risk of violating anti-discrimination laws. Given The Adecco Group's significant stature and influence in both the US and global labor markets, serving over 100,000 businesses, proactively addressing concerns about potential discriminatory practices against White employees within their DEI initiatives is critically important. Any perception or reality of bias could lead to legal challenges under the EEOC, federal law, and the NYSHRL, potentially damaging their reputation and impacting their vast network of clients and shareholders.
*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.
DieDEI.co is waiting on internal materials for a fuller picture of The Adecco Group’s DEI program. Follow us on social and subscribe to our newsletter for updates.
CLIENTS INCLUDE: Amazon, American Express, Apple, AT&T, Bank of America, Boeing, Caterpillar, Cisco Systems, Coca-Cola, Dell Technologies, Ford Motor Company, General Electric, Goldman Sachs, Google, Home Depot, IBM, Intel, Johnson & Johnson, JPMorgan Chase, Lockheed Martin, Microsoft, Nike, PepsiCo, Pfizer, Procter & Gamble, Starbucks, Tesla, UnitedHealth Group, Walmart, Wells Fargo, etc.
NOTABLE PARTNERS INCLUDE: American Staffing Association (ASA), Bullhorn, European Network Against Racism’s Equal@Work Platform, International Labour Organization’s Global Business and Disability Network, Microsoft, The National Coalition of 100 Black Women, The National Urban League, Paradigm for Parity, Salesforce, The Tent Partnership for Refugees, The Valuable 500, World Employment Confederation (WEC), 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.