3/15/21 8:58 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
Through its social media platforms as well as on its corporate blog, Tinder has sought to amplify the voices of Black community members. While the in-depth narratives were concentrated mostly in summer 2020, the company has nevertheless genuinely attempted to educate its community.
In June 2020, multiple Tinder users accused the app of banning them after they encouraged donations to Black Lives Matter in their profiles. Tinder issued a statement addressing the issue but did not specify why such banning occurred in the first place.
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, 26% - 30% BIPOC, 46% - 50% Women
0% (none) Black, 26% - 30% BIPOC, 31% - 35% Women
Information not publicly available
A Black employee resource group