Bloomberg accompanied the new dashboard with a survey of corporate practices to increase representation, including questions such as:
- Does the company have a specific numerical target for Black representation overall and in management?
- Does the company have a Chief Diversity Officer?
- Did company hiring from HBCUs (Historically Black Colleges and Universities) increase in 2020 and 2021 and does the company have a partnership to recruit graduates?
- Does the board self-identify by race/ethnicity and gender?
- Did the company make donations in the wake of George Floyd’s killing?
- Does the company have a quota for working with minority-owned suppliers?
The answers to these questions are also public, with company names identified, enabling searchers to view each company’s responses in the context of their EEO-1 disclosure. The report notes that 76 of the S&P 100 now disclose EEO-1 data, with 10 more committed to doing so soon. The SEC is also likely to prescribe a form of diversity disclosure in the upcoming human capital metrics rule, which may or may not align with the EEO-1 filings companies are under increasing pressure to disclose. Given the shortcomings of the EEO-1 filing as a proxy for company diversity, the Center is focused on ways to influence the SEC to accept a range of disaggregated diversity disclosures with job categories that make sense in the current era.
