11/1/20 8:20 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
We have not identified any notable highlights for this brand.
Domino's diversity page is practically nonexistent as it only contains a few vague sentences. In addition, their "Not All Karens" PR stunt in Australia and New Zealand locations—which pledged to give free pizza to 100 women named "Karen" who did not engage in a racist incident—unsurprisingly backfired.
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, 21% - 25% BIPOC, 31% - 35% Women
0% (none) Black, 0% (none) BIPOC, 11% - 20% Women
Information not publicly available
Information is not publicly available