Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Huge
FAIL
hugeinc.com
TYPE: Advertising Agency, Design & Technology Company, Growth Acceleration Company
INSTITUTIONAL INVESTORS:
OWNER: AEA Investors
SUBSIDIARIES: Huge, Huge Capital, Huge Management, Huge Connect, Huge Messaging, Huge Technologies, Huge TNS, Huge Media, Huge Software, Huge Payments, Huge Digital, Huge Distribution, et al.
2024 REVENUE: $220 million (estimate)
2024 HEADCOUNT: 1,000-1,200
1 Dock 72 Wy, Brooklyn, NY 11205
hello@hugeinc.com
press@hugeinc.com
+1 718 625 4843
Huge Inc.’s Diversity, Equity, and Inclusion (DEI) initiatives, led by Global Chief DEI Officer Toni Lowe (a Black woman, “Toni H” on LinkedIn), who advocates “decolonizing workplaces” by dismantling “systemic oppression” and unlearning “colonial mindsets,“ endorsed by Global CEO Lisa De Bonis, implemented by Global Chief Talent Officer Adrienne Imbriaco (a Hispanic woman), and overseen by Executive Chairman Jim Coleman representing AEA Investors, may be seen as harassing and discriminating against White employees and vendors. Huge supported Lowe’s perception of Whiteness being “colonial” on the company’s LinkedIn page, defending her stance with the words, “Disrupt. Unapologetically.” while sharing a link to her TED Talk on the subject. Lowe has stated that equity should be at the center of all DEI efforts.* Huge’s non-White racial bias is partly evidenced by the use of “BIPOC” metrics, a “Black talent strategy workforce,” and reported increases in BIPOC** representation during a US headcount reduction from 614 to 543 employees between 2022 and 2023, potentially disadvantaging White employees in hiring, promotions, or retention, which could violate Title VII and NYSHRL as “reverse discrimination.” The “bias disruption” training, “DEI Micro-learning series,” and “race equity education” for managers, if aligned with Lowe’s rhetoric framing Whiteness as tied to colonial oppression or promoting narratives of systemic racism, risk creating a hostile work environment for White employees by assigning collective blame based on race. The “Huge Moves for Humanity” speaker series, addressing “how to be an anti-racist company”, may further contribute to this environment by promoting divisive ideologies that could alienate White employees. The expansion of affinity groups, if excluding White employees or disproportionately allocating resources to non-White groups, could constitute discriminatory segregation or unequal benefits. Additionally, the significant increase in “diverse spending” (a codeword for non-White spending) with external partners raises concerns about discriminatory vendor selection that may exclude qualified White-owned businesses. Huge’s practice of splitting employees and the world into two groups, BIPOC vs White, can be seen as problematic as it creates distinctions based on race that could foster division, disparate treatment, and a hostile work environment. Huge’s equity-driven practices, demographic outcomes, and Lowe’s radical DEI approach, supported by De Bonis and Imbriaco, align with initiatives increasingly challenged as discriminatory, exposing Huge to criticism for fostering an environment that may unfairly target White employees and vendors.
Huge instructs companies on DEI practices.
*Equity in DEI is the practice of giving preferential treatment or resources to certain groups based on race, gender, or other identities to achieve equal outcomes, often at the expense of fairness or merit. DEI Equity, with its focus on redistributing opportunities and resources to achieve equal outcomes across identity groups, mirror’s Communism’s emphasis on dismantling incorrectly perceived oppressive structures to enforce egalitarian results, prioritizing group identity over individual merit.
**Huge’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.
Institutional investor/owner AEA Investors use Environmental, Social, and Governance (ESG) factors, including diversity and inclusion metrics, in their investment stewardship and proxy voting guidelines. This external pressure from major shareholders likely serves as a significant driver for Huge's public commitments and strategic focus on ESG and Diversity, Equity, Inclusion, and Belonging (DEIB). Consequently, accountability for the design and impact of DEI initiatives rests primarily with the company's leadership and board, who must navigate these influential investor expectations.
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.
It is illegal and contrary to public policy for any organization, including nonprofits, to instruct companies on discriminatory or harassing practices, potentially resulting in serious legal and financial repercussions such as lawsuits for facilitating discrimination, reputational harm, loss of IRS tax-exempt status, and investigations by state and federal civil rights authorities.
DieDEI.co is waiting on internal materials for a fuller picture of Huge’s DEI program. Follow us on social and subscribe to our newsletter for updates.
TECHNOLOGY PARTNERS INCLUDE: Adobe, Sitecore, Contentful, Talon.One, BigCommerce, and Acquia, 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.