3/6/21 10:45 AM
Internal Representation & Support
To evaluate this pillar, we take into consideration a range of factors, including but not limited to:
- Employee representation
- Diversity, equity, & inclusion (DEI)
We weigh a company’s degree of public commitment primarily on their monetary contributions to DEI matters or organizations fighting racial injustice.
Forms of monetary support we look for:
Employee donation matching
Alaska Airlines has consistently reported on their specific internal goals around racial equity and reform, elaborating upon their original commitment in in August 2020 and again in February 2021.
Alaska Airlines has provided no evidence of any monetary commitment to external organizations supporting racial justice. While the company has committed to extensive internal reforms, it has not indicated how much it intends to pledge towards realizing those goals.
We scour the company’s website and official social media channels to determine what message they are sending around racial injustice, how they are communicating it, and whether their communications are perceived as genuine or performative.
Public statement: We verify that companies have made a formal statement regarding racial injustice.
Social media: We consider how a company uses their platform(s) beyond performative allyship.
Representation: For companies that have the opportunity to showcase diversity in their feed, we consider whether they have adequate Black representation and BIPOC representation across their models.
I. Internal Representation & Support:
Board of Directors:
6% - 7% Black, 26% - 30% BIPOC, 36% - 40% Women
0% (none) Black, 16% - 20% BIPOC, 36% - 40% Women
Information not publicly available
A Black employee resource group