10/31/20 10:00 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
Puma has been extremely specific in disclosing which organizations they support around Black Lives Matter, LGBTQ+, and gender inequality; in addition, when Jamaican model/vitiligo spokesperson Winnie Harlow announced her partnership with PUMA, she specified which anti-racist organizations she is partnering with. Puma has also begun a series called "Black History Moments", which genuinely seeks to educate their followers.
PUMA's public statement around fighting racial injustice did not specify amounts donated to organizations, explicitly acknowledge that they have work to do internally, or provide any sort of plan regarding how they will implement organizational changes.
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, 16% - 20% BIPOC, 31% - 35% Women
0% (none) Black, 0% (none) BIPOC, 31% - 35% Women
46% - 50% Women
Information is not publicly available