11/8/20 9:03 AM
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
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.
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.
I. Internal Representation & Support:
Board of Directors:
6% - 7% Black, 11% - 15% BIPOC, 31% - 35% Women
0% (none) Black, 0% (none) BIPOC, 26% - 30% Women
Information not publicly available
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group