Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
Six Hundred & Rising
FAIL
600andrising.com
TYPE: 501(c)(3) Nonprofit/Advocacy group for Black talent in advertising and PR
Their 501(c)(3) status is listed as “Pending”
INSTITUTIONAL INVESTORS: -
OWNER: Board of Directors
2024 REVENUE:
HEADCOUNT: 2-10
Six Hundred and Rising, a non-profit advocacy group co-founded by Nathan Young (a Black man) and Bennett D. Bennett (a Black man), promotes DEI* initiatives through its "12 Steps" program, which raises significant concerns under EEOC regulations, federal law (Title VII, 42 U.S.C. § 1981), and New York State Human Rights Law (NYSHRL § 296) for potentially harassing and discriminating against White employees and hires. The program’s explicit calls for measurable increases in Black representation (Step 1), mandatory diversity data reporting (Step 2), and exclusive resource allocation for Black employees through ERGs (Step 7) and targeted training/mentorship (Step 8), led by figures like Bennett D. Bennett (Vice President of Partnerships, a Black man), Gamelle Queen (Treasurer, a Black man), and Sade Ayodele (PR Agency Relations Chair, a Black woman), risk being interpreted as unlawful racial quotas or disparate treatment, violating anti-discrimination laws that mandate equal opportunity regardless of race. Additionally, mandated bias training (Step 4) could foster a hostile work environment for White employees if it implies inherent racial bias or collective guilt, contravening EEOC and NYSHRL standards. Six Hundred and Rising actively prescribes DEI policies and actions for other organizations within the advertising and PR industries. The organization's #CommitToChange campaign and calls for agencies to "Hire Black people" and "Promote Black people" emphasize affirmative actions to address the underrepresentation of Black professionals. These policies, driven by the organization’s leadership without a named CEO, align with concerns that certain DEI initiatives institutionalize reverse discrimination, prompting a social critique to hold accountable agencies like WPP, Publicis, and Wieden + Kennedy that adopt these measures.
*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 is waiting on internal materials for a fuller picture of Six Hundred & Rising’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.