10/24/20 3:02 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.
In August, subsidiary & Other Stories used the n-word in a product overview. As a result, H&M's HQ published a new set of diversity action items, but some of their deadlines are not until the end of 2021. Organizationally, the Board of Directors and Executive Leadership Team has zero Black or BIPOC representation; while this may be due to HQ's location in Sweden, the brand's massive American presence absolutely constitutes the need for diversity in the company's leadership.
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, 0% (none) BIPOC, > 50% Women
0% (none) Black, 0% (none) BIPOC, 36% - 40% Women
> 15% Black, > 40% BIPOC, > 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization