3/13/21 8:09 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
Southwest donated funds directly to the National Urban League and 100 Black Men of America. This is a stark contrast to other major US airlines, most of whom either indirectly donated airfare, points, or travel funds, or made no donations at all.
While the company eventually donated to organizations supporting racial equity, they were criticized for their slow response to the Black Lives Matter movement. Their executive leadership team is also completely devoid of BIPOC; they have outlined diversity goals to address this, but they goals and calls-to-action lack specificity.
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:
8% - 9% Black, 6% - 10% BIPOC, 26% - 30% Women
0% (none) Black, 0% (none) BIPOC, 11% - 20% Women
41% - 45% Women
An appointed DEI senior leader and/or a dedicated DEI organization