3/25/21 9:45 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
Marshalls' parent company TJX Companies has outlined in detail how it plans to promote equity among its associates, both in the short-term (e.g. education and career building) and the long-term (e.g. formalizing ongoing dialogue around unconscious bias).
Despite its parent company's internal DEI efforts, Marshalls has done little to build upon its June 2020 social media posts around BLM. The brand has partnered with Black influencers and bloggers but does not explicitly post anti-racism content.
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, 31% - 35% BIPOC, 46% - 50% Women
0% (none) Black, 0% (none) BIPOC, 11% - 20% Women
> 40% BIPOC, > 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization