10/24/20 7:46 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
Levi's consistently works with Black and Indigenous influencers that are highly respected in their spaces. They keep up the momentum via hosted discussions, partnerships with nonprofits that promote voting rights, etc. Both the volume and quality of their posts in terms of bringing awareness to social justice issues is outstanding.
Levi's has a huge lack of Black representation in leadership roles internally. Additionally, Levi's minimal donation amount does not match their efforts put into social content and engagement.
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, 16% - 20% BIPOC, 31% - 35% Women
6% - 7% Black, 11% - 15% BIPOC, 41% - 45% Women
> 15% Black, > 40% BIPOC, > 50% Women
A Black employee resource group