1/24/21 3:12 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
While Lyft does not have a particularly large social media following (under 200k followers on IG and under 300k followers on Twitter), they nevertheless dedicate the majority of their posts to bringing awareness to matters of social justice, from anti-racism to voter suppression to the lack of equitable transportation to communities of color that have been disproportionately impacted by COVID-19.
Lyft's top executives are all white, and only one out of the five is a woman.
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:
14% - 15% Black, > 40% BIPOC, 41% - 45% Women
0% (none) Black, 0% (none) BIPOC, 11% - 20% Women
8% - 9% Black, > 40% BIPOC, 46% - 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization