11/8/20 11:55 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 August 2020, Pinterest hired a new Global Head of Inclusion and Diversity and appointed a Black woman to the Board of Directors. The following month, the company hired an Asian woman as the Head of Content and Editorial Partnerships, and the month after that, they appointed another Black woman to the Board of Directors. Pinterest has also improved its skin tone ranges to promote inclusion.
Two former Pinterest employees accused the company of racial discrimination. Pinterest's leadership eventually apologized, but only after their initial defensive response asserting that the employees were in fact treated fairly. In addition, while Pinterest now displays considerable Black representation in their social media feeds, this was not the case prior to June 2020.
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, 36% - 40% BIPOC, 36% - 40% Women
8% - 9% Black, > 40% BIPOC, 41% - 45% Women
4% - 5% Black, > 40% BIPOC, 46% - 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization