1/18/21 4:15 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
In January 2021, Apple announced an update to their Racial Equity & Justice Initiative (REJI), committing to creation of a learning hub for HBCUs, a coding academy for students in Detroit, and VC funding for Black & Brown entrepreneurs.
Other than updates posted to Tim Cook's own personal Twitter account, Apple does not take advantage of their massive social media platform (over 25 million Instagram followers) to explicitly discuss anti-racism.
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:
12% - 13% Black, 36% - 40% BIPOC, 36% - 40% Women
6% - 7% Black, 16% - 20% BIPOC, 21% - 25% Women
8% - 9% Black, > 40% BIPOC, 31% - 35% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group