Last Updated:

5/9/21 4:37 PM

overall rating:

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UPS

Internal Representation & Support
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82%

Public Commitment
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61%

External Communication
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63%

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To evaluate this pillar, we take into consideration a range of factors, including but not limited to:

- Employee representation

- Diversity, equity, & inclusion (DEI)

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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:

One-off donations
Recurring donations
Grant initiatives
Employee donation matching

 

Highlights

During Black History Month 2021, UPS partnered with the 30 Day Fund to invest in small Black-owned businesses, providing direct financial assistance to 28 different Black-owned business. In addition to frequently promoting these Black-owned businesses on social media, UPS provides a platform for these business owners to share their experiences.

Lowlights

In 2019, 19 former and current employees of a UPS facility in Ohio sued the company, stating that it "encouraged a culture of racism and racially discriminatory conduct to take root." Examples cited in the lawsuit included the use of such as hate symbols and racist slurs as well as the denial of job opportunities for minorities.

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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:

> 15% Black, 26% - 30% BIPOC, 36% - 40% Women

Executive Leadership:

> 15% Black, 31% - 35% BIPOC, 31% - 35% Women

> 15% Black, > 40% BIPOC, 21% - 25% Women

Workforce:

An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group

DEI Support:

II. Public Commitment

UPS has pledged a donation of 0.001% - 0.009% of annual revenue towards racial injustice, specifically for Black lives. Additionally, UPS has engaged in actions that advance racial justice and/or uplift BIPOC communities, such as partnerships with nonprofits or mission-based organizations, sponsorship of individuals who use their platform to speak out on racial injustice, and sponsorship of events. UPS is also an advocate for the LGBTQ+ community, people living with disabilities, and Indigienous populations.

III. External Communications

UPS has issued a public statement, both on social media and in a public memo, addressing racial injustice ; however, it did not acknowledge that they can be doing better to combat racial inequality within their company, include specific calls to action, or explicitly state "Black Lives Matter." Since June 2020, 21% - 30% of the brand's social media content has been centered around racial injustice with posts seeking to continue the momentum of BLM. The brand has made an effort to include ethnic diversity, specifically increasing Black representation, and has shown support of the LGBTQ+ community beyond Pride on social media, there is little to no evidence of inclusion of people living with disabilities or a wide range of models with varying body types.
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