10/17/20 6:05 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 September 2020, T-Mobile announced their creation of an external D&I council. The company aslo ended their partnership with Fox News host Tucker Carlson after his controversial comments around the Black Lives Matter movement.
T-Mobile seems to be making strides internally (for instance through their diversity inclusion council), but they rarely use their platform to promote good. Their anti-racist content, if any, centers what they are doing as a company rather than genuinely sharing resources. In addition, the diversity partnership they entered into last year involved a pledge of $25 million in grants, but since they do not specify the period of time over which this amount will be distributed, we expect that they would have donated more than the $150k they pledged to the NAACP (which came out to only 0.0003% of their 2019 annual revenue).
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, 31% - 35% BIPOC, 0.1% - 10% Women
0% (none) Black, 11% - 15% BIPOC, 21% - 25% Women
> 40% BIPOC, 41% - 45% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group