10/11/20 4:18 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
Microsoft donated significant amounts specifically toward Black communities (a total of $235 million in the form of one-off donations, investment funds, financing, justice reform initiatives, and an increase in diverse suppliers).
Microsoft's social media activity around Black Lives Matter dropped off significantly after June, resulting in its efforts feeling performative.
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, 21% - 25% BIPOC, 41% - 45% Women
0% (none) Black, 16% - 20% BIPOC, 11% - 20% Women
4% - 5% Black, > 40% BIPOC, 26% - 30% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group