Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
ColorComm
FAIL
colorcommnetwork.com
TYPE: Communications Holding Company for “Women of Color in Communications” aka non-White Women in Communications
INSTITUTIONAL INVESTORS:
OWNER: Lauren Wesley Wilson (Founder & CEO)
SUBSIDIARIES: ColorComm Network, ColorComm Search, ColorComm Media Group, Men of Color in Communications
2024 REVENUE: n/a
2024 HEADCOUNT: n/a
1270 Avenue of the Americas, New York, NY 10020
membership@colorcommnetwork.com
From the perspective of the Equal Employment Opportunity Commission (EEOC) and New York State’s Human Rights Law (NYSHRL, § 296), ColorComm Corporation, founded and led by CEO Lauren Wesley Wilson, a Black woman, operates with a mission explicitly centered on advancing diversity, equity,* and inclusion (DEI) for “multicultural” professionals, particularly women of color/non-White women, in the communications industry, which raises concerns about potential harassment and discrimination against White employees or hires. While ColorComm uses the term "diversity," its actions and focus heavily emphasize the advancement of Black professionals in communications. The ColorComm Board of Directors and network, comprised of Lauren Wesley Wilson, Natalie Boden, Dalana Brand, Jackie Gagne, Diana Littman, Heide Gardner, Melonie Parker, Kristen Moss, Jill M. Kelly, Soon Mee Kim, Jeanine Liburd, Tanya Lombard, Yvette Miley, Lindsay Wagner, Grace Bastidas, Sylvia Bugg, Talia Parkinson-Jones, Anu Rao, Rajoielle “Raj” Register, Juanita Slappy, and Adrianne C. Smith, are overwhelmingly represented by Black women. The organization’s subsidiaries, including ColorComm Search, actively promote hiring practices that prioritize diverse/non-White candidates, advising employers to scrutinize job descriptions for multicultural talent, potentially bypassing White candidates and creating a risk of reverse discrimination under NYSHRL’s prohibition on race-based employment decisions. ColorComm’s public initiatives, such as the ColorComm28 list and Circle Awards, exclusively celebrate Black women and other “minorities”*, while its NextGen Summit and HBCU Fellows Program focus on developing non-White talent pipelines, which could be perceived as exclusionary to White professionals and violate EEOC guidelines on equitable treatment. Leadership, including Wilson and board members like Melonie Parker (Google’s Chief Diversity Officer) and Soon Mee Kim (Omnicom PR Group’s Chief DEI Officer), drives a DEI agenda that lacks transparency on internal anti-bias training, potentially failing to mitigate discriminatory practices within the organization. While no public EEOC or NYSHRL lawsuits against ColorComm were found, the absence of documented internal policies ensuring fairness for all racial groups, combined with its overt focus on non-White advancement, suggests a risk of discriminatory impact on White employees, warranting scrutiny for compliance with federal and New York anti-discrimination 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.
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. ColorComm is most likely using the term “minorities” incorrectly.
*In 2025, non-Hispanic Whites are actually a minority in Hawaii, California, New Mexico, Texas, Nevada, Maryland, the District of Columbia, and Georgia, with several other states like Florida, New Jersey, New York, and Arizona approaching majority-minority status.
DieDEI.co is waiting on internal materials for a fuller picture of ColorComm’s DEI program. Follow us on social and subscribe to our newsletter for updates.