2/28/21 4:23 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
Through their RiseHY program, Hyatt is seeking to hire 10k "Opportunity Youth" (youth ages 16-24 who are neither in school nor working) by 2025. As part of their commitment to racial justice, they are placing a specific emphasis on Black Opportunity Youth.
Hyatt does not share any workforce diversity statistics. While they frequently share on social media how their hotels help their community, Hyatt's posts around racial justice specifically are sporadic, general, and performative. In addition, Hyatt faced backlash after Capitol rioters were filmed mingling maskless in one of its DC hotels.
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:
8% - 9% Black, 6% - 10% BIPOC, 11% - 20% Women
10% - 11% Black, 6% - 10% BIPOC, 26% - 30% Women
Information not publicly available
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group