Starbucks – Workplace Diversity (2018)
WHEREAS: Starbucks states that “Embracing diversity not only enhances our work culture, it also drives our business success. It is the inclusion of these diverse experiences and perspectives that create a culture of empowerment, one that fosters innovation, economic growth and new ideas.” However, Starbucks does not disclose comprehensive workforce data, or disclose results of diversity initiatives. As a result, shareholders have insufficient information to determine if Starbucks has a diverse workforce or has been successful in expanding diversity into senior roles. Without this information we believe the company cannot persuasively demonstrate that it is capturing the potential business value …
Palo Alto Network – Workplace Diversity (2017)
WHEREAS: McKinsey & Company found companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. Palo Alto Network states that its “commitment to women in technology is evident through our partnerships with the Anita Borg Institute and other organizations promoting diversity”. However, the Company does not disclose workforce data or share results of diversity and inclusion initiatives. Lack of diversity among high tech workers is a central public policy concern according to the U.S. Equal Employment Opportunity Commission. In 2014, the Commission reported that the high-tech sector employed a larger share …
Acuity Brands – Non-discrimination Policy (2018)
WHEREAS Acuity Brands does not explicitly prohibit discrimination based on sexual orientation, gender identity or gender expression in its written employment policy; According to the Human Rights Campaign Foundation’s 2016 survey, 75 percent of Fortune 500 companies prohibit discrimination based on sexual orientation, gender identity or expression, a historic high. We believe that corporations that prohibit discrimination on the basis of gender identity or expression have a competitive advantage in recruiting and retaining employees from the widest talent pool; According to an analysis of surveys conducted by the Williams Institute at the UCLA School of Law, sixteen to sixty eight …
EOG Resources – Gender Identity Non-Discrimination (2017)
WHEREAS EOG Resources (EOG) 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 2016 survey, 75 percent of Fortune 500 companies prohibit discrimination based on sexual orientation and gender identity or expression, a historic high. We believe that corporations that prohibit discrimination on the basis of gender identity or expression have a competitive advantage in recruiting and retaining employees from the widest talent pool; According to an analysis of surveys conducted by the Williams Institute at the UCLA School of Law, sixteen to sixty eight …
Dentsply – Gender Identity Non-Discrimination (2017)
WHEREAS Dentsply Sirona (Dentsply) 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 2016 survey, 75 percent of Fortune 500 companies prohibit discrimination based on sexual orientation and gender identity or expression, a historic high. We believe that corporations that prohibit discrimination on the basis of gender identity or expression have a competitive advantage in recruiting and retaining employees from the widest talent pool; According to an analysis of surveys conducted by the Williams Institute at the UCLA School of Law, sixteen to sixty eight …
T. Rowe Price – Workforce Diversity (2017)
WHEREAS: A McKinsey & Company report found companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. CEO Bill Stromberg stated: “An inclusive culture allows us to benefit from different perspectives, experiences, and backgrounds—to create value for our clients.” However, T. Rowe Price does not disclose comprehensive workforce data, or disclose results of diversity initiatives. As a result, shareholders have insufficient information to determine if T. Rowe Price has a diverse workforce or has been successful in expanding diversity into senior roles. Leading financial services firms such as Wells Fargo, JP …
Verisk Analytics – Gender Identity Non-Discrimination (2017)
WHEREAS: Verisk Analytics (Verisk) 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 2016 survey, 75 percent of Fortune 500 companies prohibit discrimination based on sexual orientation and gender identity or expression, a historic high. We believe that corporations that prohibit discrimination on the basis of gender identity or expression have a competitive advantage in recruiting and retaining employees from the widest talent pool; According to an analysis of surveys conducted by the Williams Institute at the UCLA School of Law, sixteen to sixty eight …
First Republic Bank – Workforce Diversity (2017)
WHEREAS: A McKinsey & Company report found companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. However, First Republic Bank does not disclose workforce data, or disclose results of diversity initiatives. As a result, shareholders have insufficient information to determine if First Republic Bank has a diverse workforce or has been successful in expanding diversity into senior roles. Leading financial services firms such as Wells Fargo, JP Morgan, and Bank of New York Mellon provide details of diversity programs and policies, and disclose workforce statistics consistent with data provided to …
Travelers Companies – Workforce Diversity (2017)
WHEREAS: A McKinsey & Company report found companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. 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 …
Jones Lang LaSalle – Workforce Diversity (2017)
WHEREAS: A McKinsey & Company report found companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. Jones Lang LaSalle’s diversity and inclusion goals aim to “Attract, develop and retain great talent with various backgrounds, experiences and perspectives. Remaining a leader in the real estate industry requires the best talent, contributing at the highest level.” However, Jones Lang LaSalle does not disclose workforce data, or disclose results of diversity initiatives. As a result, shareholders have insufficient information to determine if Jones Lang LaSalle has a diverse workforce or has been successful …
Recent Comments