11/8/20 10:05 AM
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 November 2020, Pepsi hosted an HBCU marching band experience (in partnership with iHeartRadio and YouTube). Pepsi in general has also been extremely specific about their need to improve internally, as well as what specific calls-to-action they will take to combat racism within their organization.
Pepsi did not change its racist Aunt Jemima branding until being prompted to in 2020. In addition, Pepsi's problematic Kendall Jenner commercial in 2017 has been accused of trivializing the Black Lives Matter movement. On social media, Pepsi has dedicated very little of their content to posting about their support for Black Lives Matter.
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:
> 15% Black, 21% - 25% BIPOC, 21% - 25% Women
10% - 11% Black, 16% - 20% BIPOC, 11% - 20% Women
14% - 15% Black, 36% - 40% BIPOC, 36% - 40% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group