Intercontinental Exchange – Diversity Targets (2022)
The business case for workforce diversity is compelling. McKinsey & Company’s ongoing studies find that highly diverse executive teams have higher returns on equity and earnings performance than those with low diversity. Companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have industry-leading profitability. Companies in the top quartile for ethnic/cultural diversity were 36 percent more likely to have industry-leading profitability. (1) A key finding is that ethnicity is consistently linked to higher outperformance than gender is. Leaders believe that finding diverse talent is the biggest challenge in changing workforce demographics. However, …
BJ’s Wholesale Club – Diversity Report (2021)
RESOLVED: Shareholders request that the Board of Directors adopt a policy requiring BJ’s Wholesale Club Holdings Inc. (“BJ’s”) to disclose on its website BJ’s Consolidated EEO-1 Report, a comprehensive breakdown of its workforce by race, ethnicity and gender that BJ’s is required to submit annually to the U.S. Equal Employment Opportunity Commission (EEOC).The Company shall annually disclose its EEO-1 Report within 60 days of submission. The business case for workforce diversity is compelling. McKinsey & Company, for example, found in 2015, and in a larger study in 2017 that highly diverse executive teams had higher returns on equity and earnings …
Home Depot – EEO-1 Disclosure (2021)
WHEREAS: We believe equal employment opportunity (EEO) is both a fair employment practice and an investment issue since diversity affects shareholder value. We believe companies with good EEO records have a competitive advantage in recruiting/retaining employees. The Home Depot customers are increasingly diverse; a diverse work force can anticipate and respond effectively to consumer demand. The Home Depot annually files an EEO-1 report with the Equal Employment Opportunity Commission. Information could be made available to shareholders at minimal additional cost. In 2001, The Home Depot provided EEO information to investors upon request but, since then, reversed policy on its EEO …
Home Depot – Workforce Diversity (2020)
WHEREAS: Equal employment opportunity (EEO) is a fair employment practice and an investment issue. We believe companies with good EEO records have a competitive advantage in recruiting/retaining employees. We believe Home Depot customers are increasingly diverse. A diverse work force is more likely to anticipate and respond effectively to consumer demand. EEO practices have economic relevance. Home Depot annually files an EEO-1 report with the Equal Employment Opportunity Commission. This information could be available to shareholders at a minimal additional cost. In 2001, Home Depot provided EEO information to investors upon request. Since then, Home Depot reversed policy on its …
Marriott International – Workforce Diversity (2020)
WHEREAS: The business case for workforce diversity is compelling. McKinsey & Company, for example, found in 2015, and in a larger study in 2017 that highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. Companies in the top quartile for gender diversity on executive teams were 21 percent more likely to have industry-leading profitability. Companies in the top quartile for ethnic/cultural diversity were 33 percent more likely to have industry-leading profitability. In 2019, Marriott’s CEO signed the Business Roundtable’s “Statement on the Purpose of a Corporation,” joining 180 chief executives who publicly …
Travelers Companies – Workforce Diversity (2020)
WHEREAS: Travelers Companies states that “diversity and inclusion is a business imperative for us” and “We are committed to not only increasing diversity in our hiring at all levels but also fostering an inclusive environment where all employees can develop and thrive.” However, all six of Travelers named executive officers are white males. Women represent only 24% of the 26 member executive team, but comprise 55% of the company’s total workforce. Beyond this, Travelers Companies does not disclose comprehensive workforce data, or disclose results of diversity initiatives. As a result, shareholders have insufficient information to determine if Travelers Companies has …
Hanesbrands, Inc. – Workforce Diversity (2020)
WHEREAS: The business case for workforce diversity is compelling. A growing body of empirical research indicates a significant positive relationship between firm value and the percentage of women and people of color in senior leadership roles. McKinsey & Company, for example, found companies in the top quartile for gender or racial ethnicity are more likely to financially outperform national industry medians. Specifically, companies with greater ethnic diversity were 35 percent more likely to outperform. For every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes rise 0.8 percent. In a study released …
EastGroup Properties – Gender Identity Non-Discrimination Policy (2020)
WHEREAS East Group Properties (EastGroup) does not explicitly prohibit discrimination based on gender identity or gender expression in its written employment policy. According to the Human Rights Campaign Foundation’s 2019 survey, 85 percent of Fortune 500 companies prohibit discrimination based on gender identity or expression, a historic high. Organizations like the Business Roundtable have also called for strong LGBT workplace practices. The US Chamber of Commerce recently published “Business Success and Growth Through LGBT-Inclusive Culture” to discuss the business imperative for LGBT inclusion in the workplace. We believe that corporations that prohibit discrimination on the basis of gender identity or …
Syneos Health – Gender Identity Non-Discrimination Policy (2020)
WHEREAS Syneos Health does not explicitly prohibit discrimination based on gender identity or gender expression in its written employment policy. According to the Human Rights Campaign Foundation’s 2019 survey, 85 percent of Fortune 500 companies prohibit discrimination based on gender identity or expression, a historic high. Organizations like the Business Roundtable have also called for strong LGBT workplace practices. The US Chamber of Commerce recently published “Business Success and Growth Through LGBT-Inclusive Culture” to discuss the business imperative for LGBT inclusion in the workplace. We believe that corporations that prohibit discrimination on the basis of gender identity or expression have …
Rogers Corporation – Gender Identity Non-Discrimination Policy (2020)
WHEREAS Rogers Corporation does not explicitly prohibit discrimination based on gender identity or gender expression in its written employment policy. According to the Human Rights Campaign Foundation’s 2019 survey, 85 percent of Fortune 500 companies prohibit discrimination based on gender identity or expression, a historic high. Organizations like the Business Roundtable have also called for strong LGBT workplace practices. The US Chamber of Commerce recently published “Business Success and Growth Through LGBT-Inclusive Culture” to discuss the business imperative for LGBT inclusion in the workplace. We believe that corporations that prohibit discrimination on the basis of gender identity or expression have …
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