Exposing Anti-White Harassment + Discrimination in US Media Companies
FAQs
VICE Media Group
FAIL
vicemedia.com
TYPE: Canadian-American Digital Media + Broadcasting Company
INSTITUTIONAL INVESTORS: -
OWNER: Various investors led by Fortress Investment Group, Soros Fund Management and Monroe Capital.
Vice Media filed for Chapter 11 bankruptcy in May 2023 and was sold for $350 million, a significant reduction from its peak valuation of $5.7 billion
SUBSIDIARIES: VICE Studios, VICE TV, VIRTUE, VICE News, Pulse Commercials, VICE
2023 REVENUE: $600 million
HEADCOUNT: 3,000 pre-bankruptcy, 900 after (est)
49 S 2nd St
Brooklyn, NY 11211
+1 718 599 3101
From the perspective of the Equal Employment Opportunity Commission (EEOC) and New York State’s Human Rights Law (NYSHRL § 296), VICE Media Group’s DEI/DEIB initiatives, particularly their explicit focus on Black issues, segregated “BIPOC”/”POC” versus White language, equity, and race through programs like "Up + Rising" (focused on Black excellence) and the "8:46 Project" (expanding coverage on “systemic racism”), under the leadership of former Chief People Officer Daisy Auger-Dominguez (a Hispanic woman) and VIRTUE leaders Krystle Watler (a Black woman) and Genie Gurnani (an Indian drag queen), raise significant concerns regarding potential reverse discrimination and harassment against White employees. Policies such as targeted recruitment for BIPOC (non-White) individuals, alongside mandatory DEI training ("Systemic Equity Training", "Inclusive Leadership Training," and "Unconscious Bias" training) and initiatives specifically centering Black excellence and “systemic racism”, could be interpreted as prioritizing certain racial groups, particularly Black individuals, in a way that marginalizes White applicants and employees. This pattern raises questions about the equitable application of their inclusion principles across all identity groups. DEI training risks being seen as harassment of White employees under EEOC and NYSHRL (§ 296) standards if it fosters a hostile environment or implicitly targets them racially through discussions that frame Whites as inherently privileged or complicit in systemic inequality. VICE's partnership with the National Urban League to create Black+, a program offering services exclusively to Black-owned businesses, could be viewed under the law as potentially inequitable. By offering benefits and resources solely to one racial group, Black+, despite its laudable goals, could be argued to exclude non-Black business owners from the same opportunities, thus raising legal concerns about equitable treatment and potentially constituting unlawful discrimination. Employee Resource Groups (ERGs) were established, including groups for People of Color (POC), with no ERG specifically designated for White employees. Auger-Dominguez's statements about holding the company accountable through a DEI Dashboard and empowering managers to be intentionally “anti-racist”, while aiming for equity lead to the implementation of policies and discussions that explicitly address racial disparities in a manner that singles out and potentially disadvantages White employees. These practices risk violating EEOC guidelines on race-neutral hiring and NYSHRL’s prohibition of discrimination based on race, including against White individuals, especially if they create disparate impacts or foster exclusionary dynamics absent clear evidence of balanced treatment across all racial groups. The departure of dedicated DEI leadership post-2023, amidst VICE’s bankruptcy, and reports of uneven application of DEI efforts further complicate the assessment of ongoing risks under the current leadership of Bruce Dixon and Chris Garbutt, who remain accountable for the legacy of these past practices that heavily emphasized race-specific initiatives.
VMG owners Soros Fund Management and Fortress Investment Group emphasize Environmental, Social, and Governance (ESG) factors, including diversity and inclusion metrics, in their investment stewardship and proxy voting guidelines. This external pressure from major shareholders likely serves as a significant driver for VICE Media Group's public commitments and strategic focus on ESG and Diversity, Equity, and Inclusion (DEI). Consequently, accountability for the design and impact of DEI initiatives rests primarily with the company's leadership and board, who must navigate these influential investor expectations.
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 VICE Media Group’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.