Alphabet, Inc – AI Principles and Board Oversight (2024)
AI Principles and Board Oversight In 2018 Alphabet launched its Artificial Intelligence (AI) Principles which included the following: Be socially beneficial Avoid creating or reinforcing unfair bias Be built and tested for safety Be accountable to people Incorporate privacy design principles Uphold high standards of scientific excellence Be made available for uses that accord with these principles https://ai.google/responsibility/principles/ However, there is evidence which suggests that the AI Principles have not been successfully implemented. In August 2023, the New York Times reported on a project “with generative A.I. to perform at least 21 different types of personal and professional tasks, including …
Union Pacific Corporation – Paid Sick Leave (2024)
Whereas: One in five people working in the United States have no access to earned sick time, or “paid sick leave,” (PSL) for short-term illness, health needs, and preventive care.[1] They face an impossible choice: stay at home and risk their economic security or go to work and risk their own, their coworkers’, and the public’s health. Until 2023, Union Pacific Corporation (“UP”) did not offer PSL to most of its employees.[2] While we commend UP for negotiating PSL policies for unionized employees in 2023, we are concerned that UP’s practice of treating PSL as an absence subject to discipline …
Westinghouse Air Brake Technology – Workforce Diversity Data (2024)
Effectiveness of Diversity Efforts RESOLVED: Shareholders request that Wabtec Corporation (“Wabtec”) report to shareholders on the effectiveness of the Company’s diversity, equity, and inclusion efforts. The report should be done at reasonable expense, exclude proprietary information, and provide transparency on outcomes, using quantitative metrics for workforce diversity, hiring, promotion, and retention of employees, including data by gender, race, and ethnicity. WHEREAS: More than half of the S&P 500 and over one-third of the Russell 1000 have released, or have committed to release, their consolidated EEO-1 forms, a best practice in diversity data reporting.[1] As of the date of the filing …
Jones Lang LaSalle Inc. – Workforce Diversity Data (2024)
Effectiveness of Diversity Efforts RESOLVED: Shareholders request that Jones Lang LaSalle Inc. (“JLL”) report to shareholders on the effectiveness of the Company’s diversity, equity, and inclusion efforts. The report should be done at reasonable expense, exclude proprietary information, and provide transparency on outcomes, using quantitative metrics for workforce diversity, hiring, promotion, and retention of employees, including data by gender, race, and ethnicity. WHEREAS: More than half of the S&P 500 and over one-third of the Russell 1000 have released, or have committed to release, their consolidated EEO-1 forms, a best practice in diversity data reporting.[1] In 2017, JLL committed to …
CVS Health Corp – Worker Rights Assessment (2024)
Worker Rights Assessment Resolved: Shareholders urge the Board of Directors to commission and oversee an independent, third-party assessment of CVS’s adherence, above and beyond legal compliance, to its stated commitment to workers’ freedom of association and collective bargaining rights as contained in the International Labour Organization’s (ILO) Core Labor Standards and as explicitly referenced in the company’s Human Rights Policy. The assessment should address management non-interference when employees exercise their right to form or join a trade union, as well as any steps to remedy any other practices inconsistent with CVS’s stated commitments. The assessment, prepared at reasonable cost and …
Darling Ingredients, Inc. – Workforce Diversity Data (2024)
Effectiveness of Diversity Efforts RESOLVED: Shareholders request that Darling Ingredients Inc. (“DAR”) report to shareholders on the effectiveness of the Company’s diversity, equity, and inclusion efforts. The report should be done at reasonable expense, exclude proprietary information, and provide transparency on outcomes, using quantitative metrics for workforce diversity, hiring, promotion, and retention of employees, including data by gender, race, and ethnicity. WHEREAS: More than half of the S&P 500 and over one-third of the Russell 1000 have released, or have committed to release, their consolidated EEO-1 forms, a best practice in diversity data reporting.[1] As of the date of the …
Marriott International – Civil Rights Audit (2024)
Civil Rights Audit Resolved: Shareholders urge the board of directors to oversee a third-party audit (within a reasonable time and cost) which assesses and produces recommendations for improving the civil rights impact of its policies, practices, products, and services. Input from stakeholders, including civil rights organizations, employees, and customers, should be considered in determining the specific matters to be assessed. A report on the audit, prepared at reasonable cost and omitting confidential/proprietary information, should be published on the company’s website. In 2020, Marriott published a statement affirming, “We believe racism should be eradicated” and states on its website that “Diversity …
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