{"id":39479,"date":"2023-11-22T12:45:01","date_gmt":"2023-11-22T17:45:01","guid":{"rendered":"https:\/\/test.greenmoney.com\/2025\/?p=39479"},"modified":"2023-11-27T15:45:03","modified_gmt":"2023-11-27T20:45:03","slug":"trilliums-advocacy-approach-to-gender-racial-and-ethnic-diversity","status":"publish","type":"post","link":"https:\/\/test.greenmoney.com\/2025\/trilliums-advocacy-approach-to-gender-racial-and-ethnic-diversity\/","title":{"rendered":"Trillium\u2019s Advocacy Approach to Gender, Racial and Ethnic Diversity"},"content":{"rendered":"<div class=\"landing-links\"><a href=\"\/\">&gt;&gt; Back to December 2023 Issue<\/a><\/div>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Logo.png\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-39555\" src=\"https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Logo.png\" alt=\"\" width=\"475\" height=\"122\" srcset=\"https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Logo.png 1185w, https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Logo-300x77.png 300w, https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Logo-1024x263.png 1024w, https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Logo-768x197.png 768w\" sizes=\"auto, (max-width: 475px) 100vw, 475px\" \/><\/a>Trillium Asset Management believes that diversity, inclusive of gender and race, is an essential component of sound governance and essential to a well-functioning organization. As a firm, we seek to achieve diversity at all levels and seek to invest in companies that are doing the same.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There should be no doubt that diverse Boards, C-Suites and workforces supported by an inclusive work environment lead to better business outcomes. Studies by McKinsey &amp; Company, <\/span><i><span style=\"font-weight: 400;\">The Wall Street Journal<\/span><\/i><span style=\"font-weight: 400;\">, ISS Analytics, and others confirm consistent correlation between diversity on boards and in senior leadership ranks and improved shareholder value, higher levels of innovation or positive financial measures.<\/span><span style=\"font-weight: 400;\"><sup>1,2<\/sup><\/span><\/p>\n<p><span style=\"font-weight: 400;\">We also know environments that foster a culture that welcomes diverse perspectives is critical to a healthy economy and democracy. The #MeToo movement, the Women\u2019s March, the removal of confederate monuments, kneeling NFL players and other efforts both large and small have helped amplify questions and deeper discussion about how we treat women, and racial and ethnic minorities in our communities, workplaces, and schools. These events show us that no industry is immune to the consequences of workplace inequality and underlined the need for companies to measure and report useful investor information on their progress to build inclusive workplaces.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Trillium\u2019s Advocacy Approach: Engaging Portfolio Companies on their Workforce, Executive Leadership and Board Diversity<\/span><\/h2>\n<ul>\n<li><b><i>Building a Diverse Pipeline\u00a0<\/i><\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Companies can best serve a diverse marketplace if their employee ranks reflect that diversity. In order to understand if companies are building diverse and equitable workplaces, investors need meaningful data. That is why Trillium and investor partners began decades ago advocating for disclosure of a company\u2019s EEO-1 report. This report, which companies with more than 100 employees must complete, shows workforce composition data by gender, race, ethnicity, and job category. In 2017, our EEO-1 proposal at <\/span><b>Palo Alto Networks<\/b><span style=\"font-weight: 400;\"> received a majority vote of 50.9 percent. This was the first majority vote recorded for a proposal of this kind and resulted in Palo Alto publishing its EEO-1 report and continuing to do so annually, as well as expand disclosures of its diversity practices. When a majority of shareholders voted in favor of our EEO-1 proposal at <\/span><b>Travelers<\/b><span style=\"font-weight: 400;\"> in 2020, the multi-line insurer began publishing its annual Equal Employment Opportunity (EEO-1) report for the first time.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Timeline.png\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-39553\" src=\"https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Timeline.png\" alt=\"Trillium Asset Mgmt Timeline\" width=\"771\" height=\"136\" srcset=\"https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Timeline.png 771w, https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Timeline-300x53.png 300w, https:\/\/test.greenmoney.com\/2025\/wp-content\/uploads\/2023\/11\/Trillium-Asset-Mgmt-Timeline-768x135.png 768w\" sizes=\"auto, (max-width: 771px) 100vw, 771px\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Since 2020, more investors and pension funds have campaigned for increased EEO-1 disclosure. As a result, nearly two-thirds of S&amp;P 500 companies are now disclosing annual EEO-1 employment reports.<\/span><span style=\"font-weight: 400;\"><sup>3<\/sup><\/span><span style=\"font-weight: 400;\"> EEO-1 data does not capture all aspects of diversity, but the EEO-1 report provides important diversity data that other reports may not include. A company\u2019s decision to disclose its EEO-1 report demonstrates a corporate culture of transparency and can build accountability into diversity and inclusion efforts. When companies provide EEO-1 data as well as hiring, promotion and retention rates, investors and other stakeholders have a more complete understanding of a company\u2019s workforce and whether it reflects the communities it serves.\u00a0<\/span><\/p>\n<div class=\"visibility-wrapper-970-to-300\">\n<div id=\"div-gpt-ad-1652553476095-0\"><script>\n    googletag.cmd.push(function() { googletag.display('div-gpt-ad-1652553476095-0'); });\n<\/script><\/div>\n<div id=\"div-gpt-ad-1622053269469-0\" class=\"ad-float-left\"><script>\n    googletag.cmd.push(function() { googletag.display('div-gpt-ad-1622053269469-0'); });\n<\/script><\/div>\n<\/div>\n<ul>\n<li><b><i> Building Diversity in Leadership Ranks\u00a0<\/i><\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Research continues to point to the lack of diversity in corporate pipelines as a primary reason why too few women are being promoted to senior leadership roles. In 2021, for every 100 men promoted from entry-level roles to manager positions, only 87 women were promoted and only 82 women of color were promoted.<\/span><span style=\"font-weight: 400;\"><sup>4<\/sup><\/span><span style=\"font-weight: 400;\"> Women comprise 47% of the U.S. workforce yet represent only 14% of named executive roles of Russell 3000 companies.<\/span><span style=\"font-weight: 400;\"><sup>5<\/sup><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Over the past several years, Trillium has been raising the importance of diversity across multiple dimensions in leadership ranks with companies across all our strategies. In 2018-19, Trillium began engaging eight companies on this issue. We filed shareholder proposals asking each to assess the current state of diversity within their leadership teams and identify how they might make improvements. This led to successful withdrawals at five companies and strong shareholder votes at the remaining three companies. Our proposal at <\/span><b>IPG Photonics<\/b><span style=\"font-weight: 400;\"> garnered 45% support. In addition, a majority of shareholders at <\/span><b>Newell Brands<\/b><span style=\"font-weight: 400;\"> and <\/span><b>PayCom<\/b><span style=\"font-weight: 400;\"> supported the proposals. Soon afterward, Newell strengthened diversity in its C-suite by appointing a person of color to the CEO role. PayCom promoted a woman to its C-Suite, and the year following our engagement appointed a person of color to its board of directors.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In 2021, we sharpened our request and began engaging companies on setting public, company-wide, quantitative, and time-bound goals. Trillium filed a novel diversity target proposal at <\/span><b>Intercontinental Exchange (ICE).<\/b><span style=\"font-weight: 400;\"> We were concerned that while the company states publicly that its workforce should reflect the broader communities where it operates, diversity in ICE\u2019s workforce did not meet this goal. After a series of dialogues, the company publicly committed to diversity targets. ICE will double the representation of under-represented minorities in the US officer population from 6% to 12% in 5 years, increase the representation of female officers globally from 23% to 30% in 5 years, and include a minimum of two diverse candidates when interviewing for any open officer position in which third-party search firms are used. As a result, we were able to successfully withdraw the shareholder proposal.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In 2022, concerned about the lack of progress in <\/span><b>IPG Photonics\u2019<\/b><span style=\"font-weight: 400;\"> leadership ranks, we filed a similar proposal. After a series of dialogues, management improved transparency and accountability and we were able to successfully withdraw the proposal. IPG committed to increase representation of women in its global workforce to 40% from 36%, women in manager and above positions to 28% from 24%, and representation of minorities in management and above positions to 18% from 14% by 2030.<\/span><\/p>\n<div id=\"div-gpt-ad-1622053479374-0\" class=\"ad-float-left\"><script>\ngoogletag.cmd.push(function() { googletag.display('div-gpt-ad-1622053479374-0'); });\n<\/script><\/div>\n<p><span style=\"font-weight: 400;\">Trillium<\/span><span style=\"font-weight: 400;\"> has a long history of successfully engaging companies on the issue of board diversity. For example, of 28 companies with which we have had substantive engagements, 75% appointed a woman director within 13 months after proposals went to a vote or were successfully withdrawn. One example of this kind of engagement is First Solar. Recognizing a lack of diversity on its board, we filed a proposal asking for a report on steps the Board was taking to enhance board diversity beyond then-current levels, with a focus on racial and ethnic diversity. The Board advised shareholders to vote against the proposal, yet an overwhelming majority (91%) of votes cast supported the call for greater diversity. Soon afterward, First Solar appointed a woman of color with extensive senior executive experience to its board. Women, and particularly women of color, are underrepresented on boards, but we believe investors have an important role to play to move boards closer to gender and racial parity.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Conclusion<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In our view, diversity and inclusion, from entry-level to the C-suite and the Boardroom, is a bottom-line issue affecting competitiveness and financial performance. It is also a vitally important social issue. How companies instantiate their commitments to diversity have real world impacts on how women, girls, and under-represented minorities are treated in society. <\/span><a href=\"https:\/\/trilliuminvest.com\/\"><span style=\"font-weight: 400;\">Trillium Asset Management<\/span><\/a><span style=\"font-weight: 400;\"> believes diversity at every level should be a top priority of every company\u2019s efforts to deliver long-term value to its shareholders and all stakeholders.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><b>Foot Notes:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">1 &#8211; <\/span><a href=\"https:\/\/sloanreview.mit.edu\/article\/gender-diversity-at-the-board-level-can-mean-innovation-success\/\"><span style=\"font-weight: 400;\">https:\/\/sloanreview.mit.edu\/article\/gender-diversity-at-the-board-level-can-mean-innovation-success\/<\/span><\/a><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">2 &#8211; <\/span><a href=\"https:\/\/www.wsj.com\/articles\/the-business-case-for-more-diversity-11572091200\"><span style=\"font-weight: 400;\">https:\/\/www.wsj.com\/articles\/the-business-case-for-more-diversity-11572091200<\/span><\/a> <span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">3 &#8211; <\/span><a href=\"https:\/\/diversiq.com\/300-eeo1-reports\"><span style=\"font-weight: 400;\">https:\/\/diversiq.com\/300-eeo1-reports<\/span><\/a> <span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">4 &#8211; <\/span><a href=\"https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/women-in-the-workplace#\/\"><span style=\"font-weight: 400;\">https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/women-in-the-workplace#\/<\/span><\/a> <span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">5 &#8211;\u00a0 <\/span><a href=\"https:\/\/read.nxtbook.com\/equilar\/c_suite\/issue_39_summer_2022\/boards_making_incremental_pro.html\"><span style=\"font-weight: 400;\">https:\/\/read.nxtbook.com\/equilar\/c_suite\/issue_39_summer_2022\/boards_making_incremental_pro.html<\/span><\/a><\/p>\n<p><b>Important Disclosure<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is not a recommendation to buy or sell any of the securities mentioned. It should not be assumed that investments in such securities have been or will be profitable. The specific securities were selected on an objective basis and do not represent all of the securities purchased, sold or recommended for advisory clients. Information and opinions expressed are those of the author and may not reflect the opinions of other investment teams within Trillium Asset Management, LLC. Information is current as of the date appearing in this material only and subject to change without notice. This material may include estimates, outlooks, projections and other forward-looking statements. Due to a variety of factors, actual events may differ significantly from those presented.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>At Trillium we believe that diversity, inclusive of gender and race, is an essential component of sound governance and is vital to a well-functioning organization. As a firm, we seek to achieve diversity at all levels and look to invest in companies that are doing the same. Studies have shown diverse Boards, C-Suites and workforces supported by an inclusive work environment lead to better business outcomes.<\/p>\n","protected":false},"author":3,"featured_media":39551,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[386],"tags":[135,124,136,134],"class_list":["post-39479","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-december-2023-women-and-sustainable-investing","tag-energy-climate","tag-featured-articles","tag-impact-investing","tag-sustainable-business"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Trillium\u2019s Advocacy Approach to Gender, Racial and Ethnic Diversity - Green Money Old version<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Trillium\u2019s Advocacy Approach to Gender, Racial and Ethnic Diversity - Green Money Old version\" \/>\n<meta property=\"og:description\" content=\"At Trillium we believe that diversity, inclusive of gender and race, is an essential component of sound governance and is vital to a well-functioning organization. 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