10/25/20 3:56 PM
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
American Express periodically uses their platform to highlight small Black- and BIPOC-owned businesses and has increased the Black representation on their social media platforms since June.
American Express' donations equate to only 0.008% of their annual revenue. While their social media platforms periodically introduce Black-owned businesses, they do not share any genuinely educational resources or emphasize enough the importance of shopping Black-owned.
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:
> 15% Black, 21% - 25% BIPOC, 31% - 35% Women
10% - 11% Black, 21% - 25% BIPOC, 36% - 40% Women
26% - 30% BIPOC,
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group