Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
AAF (American Advertising Federation)
FAIL
aaf.org
TYPE: Not-for-Profit 501(c)(6) Trade Association
OWNER: Board of Directors
SUBSIDIARIES: -
2024 REVENUE: $7,266,425
CORPORATE MEMBERS: ~100
FEDERATIONS: ~200 representing 40,000 ad professionals
1101 K St NW Suite 420
Washington, DC 20005
+1 202 898 0089
AAF'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.
The American Advertising Federation (AAF) embeds Diversity, Equity,* and Inclusion (DEI) as a core pillar of its mission, operational structure, and industry influence. Headquartered in Washington, D.C., the AAF’s commitment to DEI is evident through its dedicated Mosaic Center for Diversity, Equity, & Inclusion, led by Executive Vice President Candace D. Queen (a Black woman), Ernest Meadows III (a Black man), and Brittany Allen (a Black woman), with a staff approximately 70% Black. This leadership integrates DEI into high-level governance, with Meadows also serving on the National Board of Directors’ Executive Committee. The AAF’s internal policies include mandatory unconscious bias training and workshops that frame DEI as a means to dismantle "systems of oppression," occasionally categorizing individuals into racial groups (e.g., BIPOC/POC versus White). AAF’s segregation of people into two adversarial racial categories, BIPOC/POC 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.
Externally, the AAF shapes the advertising industry through initiatives like the “Diversity in Action” program, “Recruit for America,” and the “Most Promising Multicultural Students Program,” which aim to diversify the talent pipeline. Specialized programs such as “HBCUs for Advertising” target opportunities for underrepresented groups. The AAF also provides guidance to agencies on hiring practices. These efforts position the AAF as a leader in advocating for inclusivity across the industry.
Summation and Risk AI Opinion: The AAF’s policies strongly prioritize DEI, emphasizing systemic change and representation. Their focus on racial categorization and mandatory ideological training carries moderate to high risk of violating federal and state human rights laws, including Title VII, and EEOC guidelines, due to potential perceptions of discriminatory practices or compelled speech.
*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 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 AAF’s DEI program. Follow us on social and subscribe to our newsletter for updates.
NOTE: Client and corporate member 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.