Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
PR Council*
FAIL
prcouncil.net
TYPE: Trade association
OWNER: Various
SUBSIDIARIES: -
2024 REVENUE: -
HEADCOUNT: 2-10
135 W 41st St, New York, NY 10036
+1 646 558 0139
info@prcouncil.org
Through the lens of New York State’s Human Rights Law (NYSHRL, § 296), which prohibits discrimination and harassment based on race, gender, and other protected characteristics, the PR Council’s U.S. Diversity, Equity, and Inclusion (DEI) initiatives focus on guiding its 140-150 member agencies toward inclusive practices, potentially raising concerns about unintended discrimination against White employees or applicants if not carefully implemented. The PRC promotes DEI* as a business imperative through resources like the “Better Together” guidance, Diversity Census, a “Diversity, Equity and Inclusion Toolkit”, and SHEQUALITY initiative, emphasizing diverse (non-White) hiring pipelines (e.g., partnerships with HBCUs) and inclusive cultures, but lacks public details on its own internal DEI policies, hiring practices, or staff demographics. While no PRC-mandated bias training is documented, member agencies like Racepoint Global and PAN Communications implement DEI and unconscious bias training, suggesting decentralized adoption. Leadership, including President Kim Sample and board member Emily K. Graham (Omnicom’s Chief Equity and Impact Officer, a Black woman), drives DEI advocacy, but Sample’s remark about the industry’s “deplorable job” in recruiting and retaining professionals of color via DEI initiatives could be seen as disrespectful to White employees, implying their overrepresentation is a flaw to be fixed, potentially fostering resentment or perceptions of diminished value. Emily K. Graham, a Black woman (currently serving as Chief Equity and Impact Officer at Omnicom) was elected as a Director for a three-year term starting in 2025. Fran Weems of FleishmanHillard, a Black woman, is identified as a leader for the PRC's DEI Community, a platform connecting functional DEI leaders from member agencies. Carol Watson, a Black woman and Global Chief Inclusion Officer at BCW—now Burson—helps lead “Better Together”. The PRC’s partnerships with organizations like HP and AMEC support DEI and industry research, and member agencies include 360PR+, APCO, and Edelman. Under NYSHRL, the PRC’s emphasis on diverse talent pipelines and retention strategies, if overly focused on specific racial groups without transparent, merit-based criteria, could risk perceptions of reverse discrimination against White individuals, though no explicit evidence of such practices exists. The PRC’s collaborative, business-driven approach appears compliant with NYSHRL, promoting industry-wide equity while needing clearer internal policy disclosure to ensure balanced application across all racial groups.
*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.
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 may or may not have internal documents from PR Council’s DEI program, which we may post. Follow us on social and subscribe to our newsletter for updates.
AGENCY PARTNERS INCLUDE: 360PR+, APCO, Avenir Global, BCW (Burson Cohn & Wolfe), Burson, C+C, Citizen Relations, Communiqué PR, Day One Agency, Edelman, Fahlgren Mortine, Fenton, FleishmanHillard, Flowers Communications Group, G&S Business Communications, GOLIN, Greentarget, imre, Inizio Evoke, Ketchum, Kite Hill PR, Marathon Strategies, MikeWorldWide, MSL / MSL U.S., Omnicom, Padilla, PAN (PAN Communications), Porter Novelli, Praytell, PRecise Communications, Racepoint Global, ROKK, ROKK Solutions, Sharp Think, SourceCode Communications, Stratacomm, Tunheim Communications, Wilbron, Worthi, etc.
NON-AGENCY PARTNERS INCLUDE: AMEC (International Association for Measurement and Evaluation of Communication), CabinetM, Capstone Agency, FleishmanHillard, HP, Propel HR, PRovoke Media, Reimagine Gender, Inc., The Diversity Movement, Tier One Partners, 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.