11/8/20 3:15 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
GAP brands are part of 38 brands to initially join the Black In Fashion Council to represent and secure the advancement of Black individuals in the fashion and beauty industry. Additionally, as of July, GAP finally committed to paying garment workers in full for orders.
GAP has donated only 0.002% of revenue across all of its brands. Additionally, GAP Brands has no Black members on their Board of Directors and Executive Leadership Team.
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:
0% (none) Black, 11% - 15% BIPOC, 46% - 50% Women
0% (none) Black, 6% - 10% BIPOC, > 50% Women
> 15% Black, > 40% BIPOC, > 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group