Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Miami Ad School (MAS or MAD)
FAIL
miamiadschool.com
TYPE: Advertising Portfolio School
INSTITUTIONAL INVESTORS:
OWNER:
SUBSIDIARIES:
REVENUE:
HEADCOUNT:
35-37 36th St 3rd Floor, Astoria, NY 11106
+1 917 773 8820
and
225 NE 34th St, Suite 203, Miami, FL 33137
and
1315 Peachtree St NE 3rd Floor, Atlanta, GA 30309
+1 305 538 3193
Miami Ad School, an advertising portfolio school with multiple locations around the U.S. and world, launched a Diversity, Equity,** and Inclusion (DEI) initiative around 2016, featuring a "four-part program" with minority** scholarships and mentorships to mirror U.S. demographics, increasing minority student enrollment from 19% to 53% in four years. MAS’s website promotes minority* inclusion through a public call-to-action, “SPONSOR MINORITY STUDENTS,” and the statement, “The Ad Industry Has a Diversity Problem. Let’s Change That!” which frames the industry as being excessively and problemactically White. Reid Keller, Director of Digital Communications, ignoring the myriad of races and genders found in advertising agencies, reinforced this in an article on the site, disdainfully noting that agencies are “filled with white men (and some women).” This rhetoric positions Whiteness as a flaw hindering success. MAS offers a program called the Minority Advertising and Design Scholarship, offering $200,000 in annual scholarships. These scholarships are available to African American, Asian American, Hispanic American, Native American, Asian Pacific American, or Subcontinent Asian American students in any of Miami Ad School's U.S. locations: Atlanta, Miami, New York City. White students in Atlanta, Miami and New York City, although being racial minorities in these three cities, would presumbaly not be seen as being worthy of financial aid from MAS. The school’s focus on numerical demographic shifts raises legal concerns under federal laws (Title VI, Title VII), California’s Proposition 209, and New York State Human Rights Law, as excluding white applicants from scholarships based on race could be deemed discriminatory. especially in a majority-minority state.Miami Ad School’s practice of segregating students and the world into two racial categories, “people of color” 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.
*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.
**In 2025, non-Hispanic Whites are 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. White people in both New York and Florida are projected to become minorities by the end of this decade. The US population is projected to become majority-non-White sometime between 2041 and 2046. At an estimated 12.6% of the global population, White people are a global minority. Regarding the sponsoring of “minorities”, Miami Ad School is incorrect in viewing White people as an overarching majority.
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 Miami Ad School’s DEI program. Follow us on social and subscribe to our newsletter for updates.
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.