3/15/21 7:25 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
During Black History Month 2021, United Airlines teamed up with Chase and Visa to encourage customer donations to civil rights and education organizations such as the United Negro College Fund.
In June 2020, United Airlines was extremely vocal about donating to LGBTQ+ organizations during but did not once mention any donations in support of racial justice. Their corporate DEI page is extremely brief and vague, providing no information on their goals or action steps toward achieving equity.
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:
14% - 15% Black, 26% - 30% BIPOC, 21% - 25% Women
10% - 11% Black, 6% - 10% BIPOC, 11% - 20% Women
Information not publicly available
An appointed DEI senior leader and/or a dedicated DEI organization