3/21/21 8:55 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
Since its initial public statement in June 2020 in support of racial justice, Visa has been clear about its need for internal improvement as well as its specific action steps for addressing its shortcomings. In addition to internal improvements, Visa created a $10 million fund to both provide scholarship assistance to college-bound Black students as well as guarantee them full-time employment with the company.
Visa has zero Black representation on its executive leadership team.
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, 16% - 20% BIPOC, 31% - 35% Women
0% (none) Black, 21% - 25% BIPOC, 31% - 35% Women
6% - 7% Black, > 40% BIPOC, 41% - 45% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group