Equal Employment Opportunities

We support:

 

Proposals that require companies to execute equal employment opportunity initiatives and

formulate reports that include the following:

      • A statistical break down of companies by job category, sex, race, age and sexual

        orientation.

      • A description of affirmative action policies and programs in place for minorities and

        women.

      • The company’s Form EEO-1 report.

      • A description of programs designed to increase the number of persons employed with

        disabilities.

      • A description of how the company is working to eliminate “glass ceilings” for female and

        minority employees.


Equal Employment Opportunity, Sexual Orientation, and Gender Identity

 

We support:


Proposals that call for companies to enforce and report on enforcement of the following
practices:

•   The adoption of official policies against discrimination, based on sexual orientation or
gender identity.

•   An internal policy to include sexual orientation and gender identity in company-wide
guidelines prohibiting discrimination.

•   The granting of spousal benefits to domestic partners, regardless of sexual orientation or
gender identity.


We do not support:


•   Proposals asking companies to remove the words “sexual orientation” or “gender identity”
from their nondiscrimination policies.


•   Proposals asking for spousal benefits to be rescinded or revoked based on sexual
orientation or gender identity.


•   Proposals asking companies to implement MacBride Principles (or urge franchises to adopt
said principles).


Executive Pay


We support:


•   Proposals that ask companies to develop executive compensation criteria based on an
executive’s accomplishment of non-financial goals, which include the improvement of:


    •   Diversity Issues
    •   Treatment of Employees
    •   Corporate Social Responsibility Initiatives
    •   Proposals that encourage third-party evaluations of company reports and promote clarity,
        transparency and ease of access. These reports should be made publicly available, i.e.
        published on companies’ websites, and in annual reports.


•  Proposals that encourage the creation of an independent compensation committee. To be
“independent” according to the definition developed by Institutional Shareholder Services, a
member must have no material connection to the company other than his/her respective
seat on the committee.


•   Proposals that companies apply their anti-discrimination policies to companies and
organizations with which it is engaged in sponsorships and executive perks.


We do not support:


•   Proposals that request that firms compare top executive pay with the lowest paid US
    workers. Typically, these proposals are vague and not specifically related to social issues
    as much as one of governance.