Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Vivendi
TBD
vivendi.com
TYPE: Global Content, Media & Entertainmend French Investment Company
INSTITUTIONAL INVESTORS: BlackRock, Inc., Bolloré Group (largest), Independent Franchise Partners, LLP, JPMorgan Chase & Co, Norges Bank Investment Management, The Vanguard Group, Inc., UBS Asset Management AG (via parent company Bolloré Group)
OWNER: Bolloré Group
SUBSIDIARIES: Gameloft
2024 REVENUE: $321 million
2024 HEADCOUNT: 2,673
Address uncertain
+1 212 572 1334
jean-louis.erneux@vivendi.com
solange.maulini@vivendi.com
From the perspective of the EEOC, federal law (Title VII), and New York State's Human Rights Law (§ 296), Vivendi SE's DEI initiatives raise concerns regarding potential discrimination against White employees. The Havas #CommitToChange plan's explicit prioritization of BIPOC individuals for internships and leadership development constitutes race-conscious preferential treatment that could violate equal opportunity principles under Title VII.* Similarly, goals focusing on "diverse talent" or "gender balance" within Vivendi's subsidiary Gameloft risk operating as unlawful implicit quotas if race or gender becomes a determining factor over qualifications. Furthermore, mandatory DEI training programs implemented by Vivendi carry the risk of creating a hostile work environment for White employees if such training promotes concepts that frame them as inherently privileged or responsible for systemic inequality, potentially constituting harassment under EEOC and NYSHRL standards. The ultimate accountability for ensuring these initiatives comply with anti-discrimination laws rests with Vivendi SE's CEO Arnaud de Puyfontaine, Head of HR Strategy and Corporate Culture Céline Merle-Béral, and Supervisory Board Chairman Yannick Bolloré.
*Vivendi’s practice of segregating employees into two adversarial racial categories, BIPOC vs 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.
Institutional investors like Bolloré Group, BlackRock, and 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 shareholders likely serves as a significant driver for Vivendi'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.
DieDEI.co is waiting on internal materials for a fuller picture of Vivendi’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.