Last Updated:
10/17/20 6:05 AM
overall rating:
keep going
T-Mobile
Internal Representation & Support
51%
Public Commitment
62%
External Communication
64%
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.
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Forms of monetary support we look for:
One-off donations
Recurring donations
Grant initiatives
Employee donation matching
Highlights
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.
Lowlights
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.
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Deep Dive
I. Internal Representation & Support:
Board of Directors:
8% - 9% Black, 31% - 35% BIPOC, 0.1% - 10% Women
Executive Leadership:
0% (none) Black, 11% - 15% BIPOC, 21% - 25% Women
> 40% BIPOC, 41% - 45% Women
Workforce:
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group
DEI Support:
II. Public Commitment
T-Mobile has pledged a donation of 0.01% - 0.09% of annual revenue towards racial injustice, specifically for Black lives. Additionally, T-Mobile has engaged in actions that advance racial justice and/or uplift BIPOC communities, such as partnerships with nonprofits or mission-based organizations that advance racial justice and/or uplift BIPOC communities, and matching donations to a broad range of qualifying organizations. T-Mobile is also an advocate for the LGBTQ+ community, people living with disabilities, and Indigienous populations.
III. External Communications
T-Mobile has issued a public statement, both on social media and in a public memo, addressing racial injustice The public statement acknowledged that they can be doing better to combat racial inequality within their company, included specific calls to action, and explicitly stated "Black Lives Matter." Since June 2020, 0.1% - 9% of the brand's social media content has been centered around racial injustice with posts seeming performative in nature. While the brand does not regularly feature models in their social media posts, there is little to no evidence of additional actions the brand takes to show support of the LGBTQ+ community (beyond posting for Pride) or other marginalized communities.
