10/25/20 4:32 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
Chase's overall $30 billion over 5 years commitment to Black and Latinx communities is massive in comparison to most other corporations (approximately 4% of its 2019 annual revenue). Chase has also shown its support through events and sponsorships, for instance its celebration of HBCU grads back in May; its launch of a program supporting Black entrepreneurs; and the continuation of its Fellowship Initiative that helps BIPOC men prepare for college. In addition, Chase has been actively cutting ties with racially abusive customers.
Chase allegedly has a history of donating to police groups. In addition, the CEO's photo kneeling with staff (as a reference to Kaepernick) was accused of being performative. While its overall donation amount is commendable, the company has not provided specifics around the allocation of its donation to antiracist organizations.
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:
10% - 11% Black, 6% - 10% BIPOC, 26% - 30% Women
> 15% Black, 26% - 30% BIPOC, > 50% Women
12% - 13% Black, > 40% BIPOC, > 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group