11/8/20 9:37 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
In a public statement made in June, Coca-Cola highlighted racist claims against them in the past not sugarcoating their public perception while addressing specific actions they were taking to do better. Sprite, a subsidiary, also announced a collaboration with 5 hip hop artists to support communities disproportionately affected by COVID-19 and racial inequality. “The Give Back” will amplify Black voices/help drive change, starting in the Atlanta area. Additionally, almost all of Coca-Cola's social media posts since June (though no posts from July-Sept) are in regards to social justice issues.
Coca-Cola's social media pause seems to have good intentions but could effectively be considered a cop-out. Rather than using their platform to really drive change and send a message to customers, Coca-Cola has stayed silent from June thru September (perhaps out of fear of seeming performative?). If they wanted to, Coca-Cola could use even a fraction of their revenue to pay Black creators or consultants to immediately help them outline steps toward effective change and how to leverage their social following for good.
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, 31% - 35% BIPOC, 36% - 40% Women
10% - 11% Black, 36% - 40% BIPOC, 26% - 30% Women
> 15% Black, 46% - 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group