Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
TAG (The Adversity Group)*
FAIL
theadversitygroup.com
TYPE: Consulting firm addressing “systemic bias”
OWNER: Private
SUBSIDIARIES: -
REVENUE: n/a
HEADCOUNT: n/a
ADDRESS: n/a
The Adversity Group, a U.S.-based DEI* consultancy co-founded by Black man Julius Dunn, II (CEO) and Black woman Shameka M. Brown (Managing Partner), promotes initiatives that may risk harassing and discriminating against White employees, potentially violating EEOC guidelines, Title VII of the Civil Rights Act, and New York State’s Human Rights Law (NYSHRL § 296), which prohibit race-based discrimination and harassment for all employees. Their services, including the "Know-Isms™ Conversation Series," "Inclusive Leadership Workshops," and "Cultural Blind Spotting," focus on dismantling "systemic discrimination" and advancing "anti-racism," often critiquing Whiteness and systemic privilege, as evidenced by their lecture "Leading with Intention: The Difference Between Non-Racist and Anti-Racist." Their "[a company called] Culture" brand explicitly prioritizes development opportunities for "historically marginalized communities" and provides a "BIPOC bench of mid-senior level creatives,"** directing resources toward non-White talent, which could disadvantage White employees or candidates if not carefully implemented. Ms. Brown’s article "The Trauma of Being Black in America" and the founders’ mission to help Black professionals in advertising underscore a race-conscious approach that may foster environments perceived as hostile by White employees, particularly if training or discussions stereotype them as inherently privileged or complicit in systemic racism. Shameka views life through a filter of apparent omnipresent racial oppression and was a speaker at the National Coalition of 100 Black Women. She asks companies: “Being Black in America still hurts like hell. What are you willing to do to ease the incessant pain?” Apparently, monetary donations help ease the pain of being Black. Julius believes "Equity is the great level setter," and "Everything should be viewed through a lens of equality and equity." The EEOC notes that DEI programs can be unlawful if they create a hostile work environment or discriminate based on race, and NYSHRL similarly protects against racial harassment. The founders’ leadership drives these initiatives without disclosed external oversight, as the company appears privately funded, amplifying their influence over its DEI philosophy.
Some quotes from Shameka’s article, “The Trauma of Being Black in America”:
- “When you hire Black people with no development plan, your knee is on our neck.”
- “When you fail to pronounce a Black name correctly, your knee is on our neck.”
- “When you’re only interested in Black people during Black History Month, your knee is on our neck.”
You can hire Shameka as a “Life Strategist” for $900 (discount applied).
*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.
**TAG’s practice of segregating client 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.
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 TAG’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.