11/1/20 1:47 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
Pizza Hut partnered with Karamo from Queer Eye—a prominent Black member of the LGBTQ+ community—to promote access to diverse children's books. In addition, the company has publicly pledged to hire their own Pizza Hut diversity officer. They also recently created a new multicultural employee resource group.
Other than a retweet of parent company Yum! Brands' statement, Pizza Hut's social media accounts are completely void of posts that express 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, 26% - 30% BIPOC, 36% - 40% Women
> 15% Black, 26% - 30% BIPOC, 11% - 20% Women
46% - 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization