3/21/21 6:44 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
Williams Sonoma has been amplifying the work of Black chefs through a collection of cookbooks by Black authors, emphasizing the integral role that Black culinary and cultural contributions have played in shaping US history.
The company's June 2020 statement in support for racial justice did not specify any monetary contributions or internal calls-to-action. In addition, there is no Black representation on the Board or the 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:
0% (none) Black, 16% - 20% BIPOC, 46% - 50% Women
0% (none) Black, 11% - 15% BIPOC, 46% - 50% Women
12% - 13% Black, 36% - 40% BIPOC, > 50% Women
A Black employee resource group