Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
4As (American Association of Advertising Agencies)
FAIL
aaaa.org
Type: 501 (c)(6) Nonprofit Trade Organization, U.S. Trade Association
Owner: Member Ad Agencies
Subsidiaries:
2024 U.S. Net Revenue: $19.5 million
U.S. Headcount: 70-100 (est)
25 W. 45th Street, 16th Floor
New York, NY 10036
Media Inquiries
+1 212 682 2500
Contact Link
Gov Relations
Alison Pepper
4As, EVP – Government Relations
Phone: +1 202 355 4564
apepper@4as.org
The 4A's DEI initiatives, as outlined below, are analyzed through the lens of the Equal Employment Opportunity Commission (EEOC), federal law (including Title VII of the Civil Rights Act of 1964), and New York State's Human Rights Law (NYSHRL, § 296 of the New York Executive Law), which prohibit discrimination based on race, color, national origin, sex, religion, disability, age, and other protected characteristics in employment, with AI assisting in formulating compliance opinions. These laws require that employment practices, including training, hiring, and promotion, be non-discriminatory and not result in disparate treatment or impact based on protected characteristics. The EEOC emphasizes that diversity initiatives must comply with federal anti-discrimination laws, avoiding practices that could be interpreted as granting preferential treatment or creating exclusionary environments based on race or other protected categories. NYSHRL similarly mandates equitable treatment and prohibits policies that could disproportionately disadvantage any protected group.
The 4A's DEI initiatives are led by Senior Vice President Tangie Murray (a Black woman) and Executive Vice President of Talent, Equity & Learning Solutions Cathy Chan Butler (an Asian woman). Cathy Chan Butler is co-founder of API Rising, an organization dedicated to advancing Asian and Pacific Islanders in corporate leadership roles. Butler has fiercely vowed to defend "every letter in DE&I," staunchly rejecting any shift from equity to just inclusion. The 4A's Learning Institute, overseen by Butler, serves as the broader platform for various DEI training and development programs. Tangie Murray advocates for continuous anti-bias training at all levels and embedding DEI into organizational culture. Per public records, the 4A's uses language dividing workers into White and BIPOC racial groups. Murray emphasizes creating systems that prioritize opportunities for BIPOC (Black, Indigenous, and People of Color) individuals, with a particular focus on Black professionals. She has stated: “When we think about the population numbers and the diversity numbers, within agencies, it’s really important to look at that on the aggregate, but then also look at it as far as your levels. Have you increased your numbers, the number of your Black population? But it’s [also] everyone at the administrative level — how does that play out? From a management level, from a V.P. level, executive level, how does it really look? It’s important to make sure that the needle is moving across functions and across levels, otherwise we’re not really achieving equity that we’re setting out to do.”
DEI training, as implemented by the 4A's, focuses on addressing systemic inequities and fostering inclusive workplaces. Marla Kaplowitz, President and CEO of the 4A's, holds ultimate responsibility for the organization's direction, including its DEI strategy and initiatives. Programs like the Multicultural Advertising Intern Program (MAIP) and Vanguard, a nine-month program targeting the development of mid-level Black and LatinX professionals for leadership roles, are one example. The Workplace Enlightenment Certification ($7,500-$9,000), which addresses topics like race and privilege, is designed to promote awareness and cultural competence. The 4A's Equity & Inclusion Congress, an annual event led by Tangie Murray, brings together industry professionals to discuss DEI challenges, share best practices, and foster commitment to action. The mission and activities of the 4A's Foundation, particularly MAIP and Vanguard, are explicitly designed to create pipelines of diverse talent for the advertising industry. The association periodically conducts its "Diversity in Agencies Survey" to establish DEI benchmarks and track industry progress.
4As’ DEI training for companies risks promoting discriminatory or harassing practices, exposing both 4As, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.
The 4A's DEI policies focus heavily on fixing perceived systemic imbalances and pushing diversity through specific programs and training, but the explicit prioritization of opportunities for BIPOC/non-White individuals and use of racial categorizations (e.g., White vs. BIPOC) carry a moderate to high risk of violating federal (Title VII) and NYSHRL anti-discrimination laws, as well as EEOC guidelines, if implemented in ways that result in disparate treatment or exclusion of White individuals.
*Equity involves redistributing resources or opportunities to achieve equal outcomes across groups, sharing with communism a focus on collective results over individual merit.
This information is based on publicly available sources, 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 is for general informational purposes only and does not constitute professional advice; consult relevant experts for specific guidance.
DieDEI.co is waiting on internal materials for a fuller picture of 4As’ DEI program. Follow us on social and subscribe to our newsletter for updates.
4A’s serves over 600 member agencies who reportedly direct more than 85% of the total advertising spending in the United States. Each member agency has its own client list. The 4A's provides members with access to information, tools, training, research, and advocacy, including government relations efforts managed partly through its Washington D.C. office.
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.