DieDEI.co

Exposing Anti-White Harassment + Discrimination in US Media Companies


DieDEI.co seeks to start a conversation about DEI policies at US advertising, media, hiring/HR, and PR firms and nonprofits. EMPLOYEES: Submit internal DEI materials (emails, videos, PDFs, manuals, etc.) to info@DieDEI.co. Information is from public sources unless noted; verify with company announcements. This site offers general public info and AI opinions, not legal advice or statements—consult an attorney for legal guidance. Your support is appreciated.

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ANA (Association of National Advertisers)


FAIL


ana.net
TYPE: U.S. Advertising Industry Trade Association,  501(c)(6) nonprofit, Business Promotion Organization
INSTITUTIONAL INVESTORS:
OWNER: Board of Directors
SUBSIDIARIES:
2023 REVENUE: $65,567,058
HEADCOUNT: 202

155 E 44th Street
New York, NY 10017
+1 212 697 5950
info@ana.net

 This is a summary of ANA’s DEI initiatives, compiled from publicly available records using AI, with any opinions expressed being those of the AI analysis; this is not legal advice.

The Association of National Advertisers (ANA), under CEO Bob Liodice and key figures like President & COO Christine Manna, SeeHer President Christine Guilfoyle, and AIMM Co-Founders Carlos Santiago, Lisette Arsuaga, and Gilbert Dávila, promotes Diversity, Equity, and Inclusion (DEI) initiatives that, through the lens of the EEOC, federal law (Title VII), and New York State’s Human Rights Law (NYSHRL, § 296), raise concerns for potential harassment and discrimination against White employees and suppliers. ANA, publicly framing DEI as a core value, actively opposes legislation that would prohibit DEI education or programs. The heavy emphasis on elevating specific racial and ethnic groups could foster workplace cultures that implicitly deprioritize White individuals, potentially violating federal and NYSHRL protections against race-based discrimination. ANA’s Alliance for Inclusive and Multicultural Marketing (AIMM) and SeeHer initiatives set demographic representation goals and prioritize spending on diverse suppliers (e.g., Black, Hispanic), which could be seen as functional quotas that disadvantage White individuals by prioritizing certain protected characteristics. Training programs like “Implicit Bias; Explicit Results,” emphasizing “invisible systems of privilege,” risk fostering a hostile work environment by implicitly targeting White employees as inherently privileged,*** potentially violating EEOC and NYSHRL standards if perceived as stereotyping. The ANA's Multicultural Excellence Awards include categories recognizing various racial and ethnic groups, but notably omit a category specifically for White individuals. The Global CMO Growth Council, formed to bring together chief marketers in unified leadership to advance marketing as a catalyst for growth and impact, explicitly designates DE&I as a key element.** 

ANA’s DEI training for companies risks promoting discriminatory or harassing practices, exposing both ANA, for facilitating unlawful practices, and the receiving companies, for implementing them, to significant legal, financial, and reputational liabilities.

The broader legal landscape shows rising “reverse discrimination” claims, and ANA’s advocacy for demographic parity and supplier diversity, overseen by HR VP Michele Tomeo, may expose it and its members to legal risks under federal and New York law, meriting social critique for practices that could marginalize White employees and suppliers in pursuit of equity. 

*ANA’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.

**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.

***Privilege is a positive thing, and is both earned and given. It does not come about by begging, shaming, scapegoating, institutionalizing mandates, anti-bias training, indoctrination, false narratives, or looting. White people, being the creators of the vast majority of the most consequential scientific, technological, medical and industrial inventions and breakthroughs over the whole of human history, have earned privilege, which is a positive thing. Their relatively low rates of crime in the US compared to Black and Hispanic Americans simultaneously confers on them a freely-given and natural social privilege—which is a postive thing—relative to Black and Hispanic Americans. For a list of such inventions and breakthroughs, see below.

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 ANA’s DEI program. Follow us on social and subscribe to our newsletter for updates. “The ANA serves the marketing needs of 20,000 brands” by leveraging the 12-point ANA Growth Agenda, which has been endorsed by the Global CMO Growth Council. The ANA’s membership consists of U.S. and international companies, including client-side marketers, nonprofits, fundraisers, and marketing solutions providers (data science and technology companies, ad agencies, publishers, media companies, suppliers, and vendors). The ANA creates Marketing Growth Champions by serving, educating, and advocating for more than 50,000 industry members that collectively invest more than $400 billion in marketing and advertising annually.”

CLIENTS/MEMBERS INCLUDE: AARP, Abbott, Accenture, Adidas, Allstate, Amazon, American Express, Anheuser-Busch, Apple, AT&T, Audi, Bank of America, Barclays, Bayer, Best Buy, BMW, Boeing, Burberry, Campbell Soup Company, Capital One, Cargill, Caterpillar, Charles Schwab, Chevron, Chick-fil-A, Cisco, Citi, Clorox, Coca-Cola, Colgate-Palmolive, Comcast, ConAgra Brands, Costco, CVS Health, Darden Restaurants, Dell Technologies, Deloitte, Diageo, Disney, Dow, Dr Pepper Snapple Group, Dunkin’, E*TRADE, Ecolab, Eli Lilly, Epson America, Estée Lauder, ExxonMobil, Farmers Insurance, FedEx, Ferrero, Fidelity Investments, Ford Motor Company, General Electric, General Mills, General Motors, Goldman Sachs, Google, Gucci, Hasbro, Hershey, Hilton, Home Depot, HP, IBM, Intel, Johnson & Johnson, JPMorgan Chase, Kellogg’s, Kraft Heinz, L’Oréal, Levi Strauss & Co., Liberty Mutual, Lowe’s, LVMH, Macy’s, Mars, Mastercard, Mattel, McDonald’s, Merck, Meta, Microsoft, Mondelez International, Morgan Stanley, Nationwide, Nestlé, Netflix, Nike, Nissan, Nordstrom, Oracle, PepsiCo, Pfizer, Prada, Procter & Gamble, Prudential, Publix, PwC, Ralph Lauren, REI, Rolex, Samsung, SAP, Sephora, Shell, Sony, Starbucks, State Farm, Target, T-Mobile, Tommy Hilfiger, Toyota, UBS, Unilever, United Airlines, UPS, Verizon, Visa, Volkswagen, Walgreens, Walmart, Wendy’s, Workday
STRATEGIC PARTNERS INCLUDE: A+E Global Media, Amazon Ads, Analytic Partners, Audacy, Google, Meta, monday.com, NBCUniversal, Pinterest, TikTok, United States Postal Service, Viant, Walmart Connect, etc.

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.