11/1/20 7:33 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
In 2019, McDonald's launched their Black & Positively Golden movement to uplift Black communities. In addition, both their Board of Directors and Executive Leadership team are more than 15% Black.
Two former Black McDonald's executives sued for racial discrimination, as well as 52 former Black franchisees; the company's recent partnership with Travis Scott has been speculated to have been created in order to detract from these lawsuits. In addition, the ACLU has publicly written to McDonald's, stating that that by neglecting to offer paid sick and family leave for all employees (the majority of whom are BIPOC), the company is perpetuating racism.
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, 21% - 25% BIPOC, 21% - 25% Women
> 15% Black, 26% - 30% BIPOC, 36% - 40% Women
> 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group