Last Updated:
11/8/20 9:03 AM
overall rating:
do better
CVS
Internal Representation & Support
33%
Public Commitment
65%
External Communication
45%
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.
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Forms of monetary support we look for:
One-off donations
Recurring donations
Grant initiatives
Employee donation matching
Highlights
CVS provided free COVID-19 tests in Atlanta's Westside and opened up more community-based testing sites for underserved populations. In addition, as part of their $600M commitment to fighting racial injustice, they invested $13.7M to renovate low-income housing and fund community programs in Columbus, OH, which is 95% Black.
Lowlights
There is zero Black or BIPOC representation on CVS' leadership team. In announcing their commitment to fighting racial injustice, they did not specify which anti-racist organizations they are donating to, only vaguely stating "civil rights and social justice 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.
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Deep Dive
I. Internal Representation & Support:
Board of Directors:
6% - 7% Black, 11% - 15% BIPOC, 31% - 35% Women
Executive Leadership:
0% (none) Black, 0% (none) BIPOC, 26% - 30% Women
Information not publicly available
Workforce:
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group