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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Refinery 29


TBD


refinery29.com 
TYPE: Digital Media & Entertainement Company
INSTITUTIONAL INVESTORS:
OWNER: Sundial Media Group
U.S. Subsidiaries: -
2024 REVENUE:  $30 million
2024 HEADCOUNT: ~100  

225 Broadway 23rd Floor
New York, NY 10007
+1 212 966 3112
press@refinery29.com

This is a summary of Refinery 29’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.

From the perspective of the Equal Employment Opportunity Commission (EEOC) and New York State’s Human Rights Law (NYSHRL, § 296), Refinery29’s Diversity, Equity, and Inclusion (DEI) initiatives, particularly under Vice Media (2019-2024) and now Sundial Media Group (SMG), raise concerns about potential harassment and discrimination against White employees. Under Vice, led by figures like Chief People Officer Daisy Auger-Dominguez and CEO Nancy Dubuc, Refinery29 implemented a robust DEI framework, including a Global Hiring Playbook, bias training, and public DEI reports emphasizing increased representation of Black, Indigenous, and People of Color (BIPOC)/non-White people, with 53% of U.S. new hires in 2021 being BIPOC. Simone Oliver, a Black woman, was appointed Global Editor-in-Chief in 2020, seemingly to enhance leadership diversity, highlighting a focus on racial diversity objectives over merit-based criteria. DEI racial equity training that sets quotas, excludes based on race, or frames Whites as inherently privileged could be seen as harassing White employees, risking a hostile work environment under the EEOC and NYSHRL (§ 296), while prioritizing racial demographics in hiring and promotions may violate Title VII and NYSHRL by marginalizing White applicants and employees. Under SMG, CEO Kirk McDonald (a Black man) and Founder Richelieu Dennis (also a Black man) drive a “New General Market” strategy targeting diverse audiences, while acknowledging a "DEI backlash".

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 may or may not have internal documents from Refinery 29’s DEI program, which we may post. Follow us on social and subscribe to our newsletter for updates. CLIENTS + PARTNERS INCLUDE:  American Airlines, Aura Frames, Avantika, Barefoot Dreams, Beauty of Joseon, BMW, Brown Girl Jane, Camper, Chanel, Clinique, FP Movement / Free People, Google, H&M, Jenny Bird, Kosas, Lauren Chan, Lululemon, Luxottica, Magda Butrym, Neiman Marcus, Nike, Nocturne, Nordstrom, Olivia Garden, Procter & Gamble, Reebok, Revlon, Sam Edelman, Savage Ventures, Scout Bassett, Shani Darden, SheaMoisture, Skims, The Inkey List, Universal Standard, Vinyl Group, Walgreens, Walmart, WPP, Zara, 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.