2/21/21 12:46 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
Snapchat has created series in conjunction with celebrities such as Will Smith and Colin Kaepernick that demonstrate its continued commitment to highlighting issues of racial justice.
Snapchat stated that they would donate to causes promoting racial justice, but because CEO Evan Spiegel does not view philanthropy as a sufficient solution, the company did not release any specific donation numbers. In addition, Snapchat released a problematic Juneteenth filter that they subsequently had to pull after immediate backlash.
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:
12% - 13% Black, 11% - 15% BIPOC, 46% - 50% Women
0% (none) Black, 11% - 15% BIPOC, 26% - 30% Women
4% - 5% Black, > 40% BIPOC, 31% - 35% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group