Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Wieden+Kennedy (W+K)*
FAIL
wk.com
TYPE: Advertising Agency
INSTITUTIONAL INVESTORS:
OWNER: Independent
SUBSIDIARIES: Portland Incubator Experiment (PIE), Wieden + Kennedy Entertainment (WKE), W+K Tokyo Lab
2023 REVENUE: $230 million
2024 HEADCOUNT: 1,800
150 Varick St 6th Floor
New York, NY 10013
+1 917 661 5200
Wieden+Kennedy, alongside Saatchi & Saatchi and FCB, leads the pack in overtly institutionalizing anti-White rhetoric within their corporate frameworks. W+K has intensified its Diversity, Equity,* Inclusion, and Belonging (DEIB) initiatives since 2020, emphasizing anti-racism and diverse talent pipelines through affinity groups like Asiancy, We+Black, Latinx, W+Kweer, and 51%, alongside programs such as ADMagic targeting HBCUs. Wieden+Kennedy segregates employees into two adversarial racial categories, BIPOC vs White, which 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.Under federal law, the Equal Employment Opportunity Commission (EEOC), and New York State's Human Rights Law (NYSHRL, § 296), which prohibit discrimination based on race, W+K’s DEIB efforts raise potential concerns about reverse discrimination against White employees or hires. The agency’s explicit commitment to “fight white supremacy” and prioritize diverse representation, particularly in leadership, could inadvertently foster an environment where White individuals face unequal treatment or harassment, violating EEOC guidelines on race-based discrimination and NYSHRL’s protections against disparate treatment. Aggressive anti-racism and anti-White rhetoric could expose W+K to legal scrutiny for creating a workplace where White employees feel marginalized and unfairly treated, contravening federal and New York anti-discrimination laws. Wieden+Kennedy is currently run by CEO Neil Arthur, a Black man, and President Jason White, also a Black man. Until recently, Joyce "JJ" Jelks, a Black woman, has been the Head of People & Culture.
Jai Tedeschi, a Black and Queer woman and recent vocal proponent of DEI at Wieden+Kennedy as Global Director of Culture + Operations, has “always been interested in elevating Black peoples’ voices”, and who apparently “never saw anyone in London that looked like [her]” and who apparently “was the only Black person at R/GA in LA,” joined W+K as Global Director of Culture and Operations in 2021 (and lasted one year and seven months) after embedding DEI into R/GA’s everyday operations, when she “[made] [diversity, equity and inclusion] efforts the job of each person within the organization.” Ms. Tedeschi advocates for the implementation of structured frameworks to guide DEI efforts, and prioritizes equity—or mandated reappropriation of funds, attention and resources from one group to another—in the workplace. She wants to see more ads showing Black women as doctors.
Wieden+Kennedy’s 2020 “Commit to Fighting Racism Now” webpage aggressively promotes an anti-White narrative, explicitly calling out "Whiteness" and "white supremacy" as roots of systemic racism, and directing employees and readers to engage with a curated list of eight activist groups, petitions, organizations, books, articles, films, series, and podcasts to confront these issues. The groups, like Black Lives Matter, NAACP, and Color of Change, focus on Black liberation, police reform, and racial justice, while others like SURJ prod white people to challenge their own privilege. The materials, including works by Ibram X. Kendi, Ta-Nehisi Coates, and Reni Eddo-Lodge, hammer on systemic racism, supposed white privilege, and historical inequities centered a dualistic White/Black worldview, with some, like Luvvie Ajayi’s piece on “white women tears,” veering into pointed critiques of white behavior. W+K’s recommendations are a call to action and a form of anti-White corporate indoctrination, calling on employees to educate themselves and to actively dismantle racist systems (in addition to their workloads), with a clear lean toward amplifying Black voices and criticizing Whiteness. Framing White employees as inherently privileged or complicit in inequality through anti-White internal corporate messaging risks illegal racial harassment and a hostile work environment under federal law, the EEOC, and NYSHRL (§ 296).
Wieden+Kennedy endorses 19 organizations, 18 of which are dedicated to advancing Black communities or addressing Black-related issues.
The list of 30 books recommended by Wieden+Kennedy overwhelmingly emphasizes narratives that uplift Black experiences and challenge White privilege, with a significant portion explicitly addressing White complicity in racial injustice. Book titles include: Me and White Supremacy, White Fragility, Waking Up White, How To Be An Antiracist, So You Want to Talk About Race, Hood Feminism, Tears We Cannot Stop, and others. Asking White employees to read texts that demands White people to publicly confess racial privilege, White violence, inherent and inescapable racism and anti-black bias, etc. may violate EEOC guidelines on harassment by singling out White employees. Of the 30 books, approximately 20 are Pro-Black while 10 are explicitly White-critical.
Of nine videos recommended by Wieden+Kennedy, four are Pro-Black, two are mixed, and three are explicitly Anti-White (A Conversation with White People on Race, How Studying Privilege Systems, and Why “I’m Not a Racist”). Racial harassment in a corporate setting poses significant legal risks.
Of the 16 recommened films and TV series that Wieden+Kennedy promotes, 15 are Pro-Black, focusing on Black empowerment, historical struggles, and systemic racism, and one is Anti-White (Dear White People), explicitly critiquing White privilege and complicity in ways that generalize White behavior. The Anti-White series risks alienating White employees.
Of the 18 organizations Wieden+Kennedy promotes, 10 are Pro-Black, focusing on Black empowerment, justice, and systemic racism. Two are Anti-White, explicitly critiquing White privilege and complicity (Showing Up for Racial Justice, The White Shift). Six are mixed. An ad agency promoting anti-White organizations faces a high risk under federal law, the EEOC, and NYSHRL for potential harassment of White employees, creating a hostile work environment.
Wieden+Kennedy recommends following 30 social media accounts, with 15 categorized as Pro-Black. Thirteen are Anti-White, explicitly critiquing White privilege and complicity: @aminatou, @AngryBlackLady, @ashlee_eiland, @decolonizingtherapy, @ibramxk, @IjeomaOluo, @iamrachelricketts, @laylafsaad, @moemotivate, @MsPackyetti, @prisonculture, @rachel.cargle, @thegreatunlearn. Two are mixed. From an EEOC and NYSHRL perspective, a company that promotes Anti-White accounts poses a high risk of creating a hostile work environment for White employees, potentially violating anti-discrimination laws due to generalized White-critical rhetoric.
Wieden+Kennedy recommends 11 resources for raising “anti-racist” children, with four categorized as Pro-Black. Four are Anti-White, explicitly critiquing White privilege and complicity: Anti-Racism For Kids 101: Starting To Talk About Race, Integrated Schools podcast: Raising White Kids with Jennifer Harvey, Teach Your Kids About Racism by Jelani Greenidge, and Your Kids Aren’t Too Young to Talk About Race by Katrina Michie. Three are Mixed, blending Pro-Black advocacy with mild White critique or broader anti-racism: How W. Kamau Bell Talks About Race With His Kids, NPR’s The Life Kit: Talking Race with Your Kids, and Parenting Forward podcast: Pandemic Parenting Lessons with Cindy Wang Brandt. Under federal law (Title VII of the Civil Rights Act of 1964) and NYSHRL (§ 296), Anti-White resources pose higher risks of creating a hostile work environment for White employees in workplace DEI initiatives, potentially violating anti-discrimination laws due to generalized White-critical rhetoric.
Wieden+Kennedy recommends eight podcasts, with six categorized as Pro-Black. Two are Anti-White, explicitly critiquing White privilege and complicity: About Race and Seeing White. Under federal law (Title VII of the Civil Rights Act of 1964), NYSHRL (§ 296), and EEOC guidelines, Anti-White podcasts pose higher risks of creating a hostile work environment for White employees in workplace DEI initiatives, potentially violating anti-discrimination laws due to generalized White-critical rhetoric.
Wieden+Kennedy recommends 12 additional resources, with seven categorized as Pro-Black. Five are Anti-White, explicitly critiquing White privilege and complicity: 75 Things White People Can Do for Racial Justice by Corinne Shutack, Anti-Racism Resources for White People compiled by Sarah Sophie Flicker and Alyssa Klein, Resources for White People to Learn and Talk About Race and Racism by Nicola Carpenter, Save the Tears: White Woman’s Guide by Tatiana Mac, and Showing Up For Racial Justice’s Educational Toolkits. Under federal law (Title VII of the Civil Rights Act of 1964), NYSHRL (§ 296), and EEOC guidelines, Anti-White resources pose higher risks of creating a hostile work environment for White employees in workplace DEI initiatives, potentially violating anti-discrimination laws due to generalized White-critical rhetoric.
Wieden+Kennedy recommends seven petitions, with six categorized as Pro-Black. One is Anti-White, implicitly critiquing White-led systems. Under federal law (Title VII of the Civil Rights Act of 1964), NYSHRL (§ 296), and EEOC guidelines, the Anti-White petition poses moderate to high risks of creating a hostile work environment for White employees in workplace DEI initiatives, potentially violating anti-discrimination laws due to implied White-critical rhetoric.
Wieden+Kennedy has said little about the 770,000 violent interracial crimes committed every year between White and Black Americans, with Whites being victims 85% of the time. It hasn’t shared sentiments, reading lists, social media profiles or podcasts, nor has it enacted policies around the fact that Black men in the U.S. murder at 20x the rate as White men. For some reason, it hasn’t expressed concern or spoken about Black men in the U.S. murdering police officers at 4-5 times the rate of White men, despite being one-fifth as numerous. Instead, Wieden+Kennedy goes out of its way to put forward a false narrative that White people are problematic, racist, unjust, violent, and worthy of shame, harassment, and discrimination. EEOC guidelines prohibit harassment based on race, and NYSHRL protects against disparate treatment. Implying that White employees should publicly confront privilege or labeling them as inherently racist, as the materials state, could trigger legal claims.
Susan Hoffman, Global Co-Chief Creative Officer, has been a vocal advocate for diversity, particularly in the advertising industry. She has called for "more women and diversity on stage" at industry awards and stated that "Our agency needs to reflect who we are talking to. You have to keep that in mind, you need the balance and you need the balance in the higher up positions to". This emphasis on achieving demographic "balance" and representation in leadership positions suggests a strategic drive to ensure that the agency's composition reflects broader societal demographics. From a critical perspective, such a focus on achieving specific demographic proportions could be interpreted as a form of preferential treatment or a drive for specific racial and gender balances, potentially leading to the prioritization of certain groups over others in hiring and promotion decisions.
Joyce "JJ" Jelks, Head of People & Culture, W+K NYC, a key HR leader and Black woman, has explicitly articulated views on elevating non-White women and embedding equity throughout the organization. She states, "Being a Black executive is tough. All organizations should create platforms for diverse voices; this is non-negotiable and imperative. Equity, diversity and inclusion should be ingrained in everything, including promotions, access, pay, recognition and awards. Everything". Her assertion that "Having one woman of color or person of color on your executive leadership team is performative. Make sure those with the most internal and external leadership influence are diverse" indicates a clear push and preference for non-White people in leadership. Furthermore, she advocates for "proper DEI representation in critical roles and responsibilities across the organization at all times" and for HR leaders to "take a firm stand against microaggressive behaviors". These statements reflect a strong directive to prioritize "diverse voices" and embed equity in all aspects of employment, which could be seen as a mandate that implicitly favors non-White individuals in opportunities and promotions.
Wieden+Kennedy demonstrates a differentiated approach to internal support and community building based on race through its Employee Resource Groups (ERGs) and specific initiatives. The agency explicitly supports affinity groups for Asian employees (WKA and Asiancy), for Black employees (W+K Noir and We+Black), for Hispanics (LatinX), for women (51%), and for queer people (W+Kweer) . WKA, for instance, released a book titled "I'm Sorry" in December 2020, which addresses racial discrimination and xenophobia experienced by Asians during the COVID-19 pandemic. Similarly, W+K published "To Be Black" in October 2020, sharing perspectives of its Black employees on what it means to be Black in 2020. These initiatives and affinity groups imply a targeted allocation of resources and training to support and engage these specific racial and ethnic communities. The provided information does not indicate the existence of similar affinity groups or dedicated resources specifically for White employees. This distinction in internal structures and support, focusing exclusively on non-White racial identities, could be viewed as a form of "segregating" employees or providing exclusive benefits to certain racial groups. Applicable legal standards suggest that separating workers into groups based on race or other protected characteristics for training or other employment privileges may be unlawful if it affects employment opportunities or fosters a hostile environment.
Based on the above, Wieden+Kennedy’s DEI initiatives, corporate views, and work environment likely meet the threshold for violating NYSHRL with respect to racial harassment, and potentially discrimination, against White employees. The aggressive promotion of Anti-White rhetoric through curated resources, the BIPOC vs. White framing, and the “equity” focus on redistributing opportunities create a high risk of a hostile work environment. The volume of materials critiquing White privilege or complicity (e.g., White Fragility, @rachel.cargle’s social media) and the lack of balanced messaging addressing all forms of racial issues (e.g., interracial crime) suggest a pervasive culture that could alienate or target White employees, violating NYSHRL’s protections against race-based harassment. Additionally, the emphasis on diverse talent pipelines and equity raises concerns about potential discrimination in hiring or promotions. EEOC guidance flags stereotyping as harassment.
*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.
Wieden + Kennedy Inc. is a Certified B Corporation, requiring it to meet rigorous standards of social and environmental performance, public transparency, and legal accountability to balance profit and purpose. It formally recognizes the agency's commitment to considering the impact of its decisions on workers, customers, suppliers, community, and the environment.
DieDEI.co is waiting on internal materials for a fuller picture of Wieden+Kennedy’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.