10/9/20 2:15 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
Comcast put together a virtual Internet Essentials Impact on Education Summit to combat the digital divide. The event includes thought leaders and experts in education to discuss lasting solutions to create digital equity.
While Comcast has shown genuine support for underrepresented communities, they could have a heavier emphasis on uplifting the Black community. Comcast has talked about specific actions they want to take part on for external change, however, they did not necessarily acknowledge work they have to do internally and how they can improve.
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:
10% - 11% Black, 16% - 20% BIPOC, 26% - 30% Women
0% (none) Black, 0% (none) BIPOC, 0% (none) Women
> 15% Black, > 40% BIPOC, 31% - 35% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group