Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
VML
FAIL
vml.com
TYPE: Global Creative Marketing Agency
INSTITUTIONAL INVESTORS: BlackRock, Vanguard Group, State Street Global Advisors, et al.
OWNER: WPP
SUBSIDIARIES:
2022 REVENUE PRIOR TO MERGER: ~$1 billion
HEADCOUNT: 5,500
3 World Trade Center
175 Greenwich Street
New York, NY 10007
+1 212 210 7000
VML, a global creative agency under WPP plc, led by CEO Jon Cook, Global Chief Inclusion & Culture Strategy Officer Ezinne Okoro (a Black woman), Chief Inclusion & Impact Officer Tasha Gilroy (also a Black woman), and Global Chief People Officer Maree Prendergast, implements extensive Diversity, Equity, and Inclusion (DEI) initiatives that raise concerns under EEOC guidelines, federal anti-discrimination laws (Title VII), and New York State Human Rights Law (NYSHRL § 296) for potentially harassing and discriminating against White employees. The agency's emphasis on "Inclusion, Equity* & Belonging" initiatives like"Ujima" (a Black mentoring program), the "Black Leadership Acceleration Program," and reports like "Blueprint for Belonging" focusing on non-White professionals, and "Inclusion as a Skill" programs, while aiming for inclusivity, risks creating a workplace where White employees feel marginalized or targeted due to their race. The establishment of Employee Resource Groups (ERGs) like Noir and Prism, while intended to foster community, could create segregated spaces and lead to unequal treatment. The Detroit Experience Studio, while providing opportunities for Black and Brown youth, raises concerns about potential exclusion of White students from similar programs. VML's partnerships with organizations like the 4A's Foundation, which provide scholarships to “marginalized communities”, could be interpreted as discriminatory against White individuals who may also face economic hardship. VML's commitment to "supplier diversity" without clear, objective criteria raises concerns about potential discriminatory vendor selection. If vendors are selected based on their racial status rather than merit, it could be considered discriminatory against White-owned businesses. The company’s push to "recruit a diverse slate of candidates" may lead to de facto preferential hiring, violating Title VII and NYSHRL by potentially disadvantaging qualified White applicants. The lack of specific workforce diversity metrics for VML in the US, despite their inclusion in the Seramount Inclusion Index, raises questions about transparency and potential data manipulation. In essence, VML's DEI efforts, when examined through the lens of NYSHRL, create a legally precarious situation where White employees and vendors face potential discrimination and harassment, violating the mandate for equal opportunity and a bias-free workplace. VML’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. Parent Company WPP's DEI initiatives, led by Chief Talent & Inclusion Officer LJ Louis, a Black woman, encompass a Racial Equity Taskforce, Black Professionals Network, mandatory unconscious bias training, and partnerships to increase representation of “underrepresented” groups, targeting 30% ethnic minority senior leadership by 2025. WPP’s shift away from explicit DEI language in 2024 suggests awareness of legal risks, though ongoing programs continue to pose potential violations of federal and New York anti-discrimination laws. The Bayfield and Jenner v Wunderman Thompson Ltd case, involving a VML predecessor, found DEI-driven actions discriminatory against White male employees, a precedent highlighting risks in VML’s current approach, especially given the continuity of leadership like Okoro and Prendergast from Wunderman Thompson. External pressures from WPP’s ESG-focused investors and DEI-demanding clients like Coca-Cola and Microsoft exacerbate these targeted initiatives, amplifying perceptions of exclusion among White employees. VML’s leadership, particularly Cook and Prendergast, must ensure DEI compliance to avoid legal and social repercussions under stringent federal and New York laws.
*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 BlackRock, Vanguard Group, and State Street Global Advisors 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 parent company WPP plc’s major shareholders likely serves as a significant driver for VML'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.
As reported on April 1, 2025 by MM+M, parent company WPP removed references to DEI in its latest annual report, replacing them with "people and culture."
DieDEI.co is waiting on internal materials for a fuller picture of VML’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.