3/19/21 4:21 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
Ulta's new MUSE project aims to magnify, uplift, support, and empower Black beauty influencers, business-owners, and activists focused on diversifying the beauty industry. Their Instagram continues to feature many of the people involved in this project. Ulta has also specifically pledged $4m to marketing for the growing number of Black-owned businesses they've partnered with in the past year, as well as $20m for investing and working with more marginalized communities of color.
In August 2019, Ulta responded to multiple allegations of racial profiling made by both customers and employees. Though Ulta has improved its approach to diversifying their company and uplifting Black-owned businesses/community members since then, these allegations were widely publicized and fairly recent. Ulta still lacks full transparency of their workforce demographics despite doing the #PullUporShutUp challenge (by UOMA Beauty/Sharon Chuter) on Instagram. Their monetary donations are still somewhat self-serving despite featuring more Black-owned brands (ie. investments towards marketing, employment etc).
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:
> 15% Black, 16% - 20% BIPOC, > 50% Women
12% - 13% Black, 11% - 15% BIPOC, 46% - 50% Women
> 40% BIPOC, > 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization