Aqua America – Gender Identity Non-Discrimination Policy (2020)
WHEREAS Aqua America 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 …
LKQ Corporation – Gender Identity Non-Discrimination Policy (2020)
WHEREAS LKQ Corporation (LKQ) 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 …
International Flavors & Fragrances – Gender Identity Non-Discrimination Policy (2020)
WHEREAS International Flavors & Fragrances 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 …
A.O. Smith – Gender Identity Non-Discrimination Policy (2020)
WHEREAS A.O. Smith 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’s recently published report Business Success and Growth Through LGBT – Inclusive Culture, discusses the business imperative for LGBT inclusion in the workplace. We believe that corporations that prohibit discrimination on the basis of gender identity or …
Xilinx, Inc. – Workplace Diversity (2019)
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. ISS Analytics examined companies with CEO tenure of at least three years, and found those that combined gender diversity in the boardroom and the C-Suite showed the best results in terms of risk-adjusted quality of performance. (ISS Analytics /Governance Insights/October, 2018) Xilinx’s board is committed to a policy of inclusiveness when selecting new board candidates. Xilinx believes “Diversity …
Travelers Companies – Workplace Diversity (2019)
WHEREAS: Travelers Companies states that “At Travelers, diversity is not just good business, it’s a business imperative” and “Diversity, and the ideas it brings, is essential for our success as an insurance company. Travelers values the unique abilities and talents each individual has to offer.” However, Travelers Companies does not disclose workforce data, or disclose results of diversity initiatives. As a result, shareholders have insufficient information to determine if Travelers Companies has a diverse workforce or has been successful in expanding diversity into senior and executive roles. Leading insurance companies such as MetLife, Aflac, and Allstate Corporation provide details of …
Home Depot – Workplace Diversity (2019)
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 …
Analog Devices – Workforce Diversity (2019)
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. Further, the lack of diversity among high tech workers is a central public policy concern according to the U.S. Equal Employment …
F5 Networks – Workforce Diversity (2019)
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. F5 Networks states that it “recognize[s] that diversity and inclusion are critical for our success; that an individual’s background, experience, and …
Nike, Inc. – Sexual Misconduct Risk management – (2018)
RESOLVED: Shareholders request the Board Compensation Committee prepare a report assessing the feasibility of integrating improvement of culture or diversity metrics into the performance measures of senior executives under the Company’s compensation incentive plans. Nike has come under heavy public scrutiny for allowing a workplace with gender imbalance and pay disparity at its highest ranks. After internal complaints about inappropriate workplace behavior surfaced in March 2018, two veteran executives abruptly left the company. This moment of intense scrutiny is an opportunity for Nike to demonstrate leadership and to address the issue comprehensively. There is a compelling business case for stopping …
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