Starbucks units range benchmarks to advertise social and racial justice

Starbucks’s mission to promote social and racial justice aims to have 30% of its corporate-level employees and 40% of retail and manufacturing functions black, indigenous or colored (BIPOC) by 2025.

At the same time, the company will publicly share data on the diversity of its workforce.

As part of these goals, the coffee chain is introducing a mentoring program that connects BIPOC employees with executives, the company said. Starbucks will also invest in strategic partnerships with professional organizations focused on developing BIPOC talent.

"Greater diversity enables us to better serve our mission," said company CEO Kevin Johnson. "We have already taken action on many of the recommendations resulting from our assessment of civil rights. While we have made progress in many areas, we know that there is still much to be done."

In addition, Starbucks said it will "provide basic inclusion and diversity learning modules and embed anti-bias content into all recruitment, development and performance assessment toolkits" while enhancing its ability to track internal talent development and opportunities.

To ensure the company achieves its goals, executive compensation will be tied to building inclusive and diverse teams, and senior management will need to undergo anti-bias training.

With regards to Starbucks corporate governance, the company will join organizations such as the Board Diversity Action Alliance to enhance diverse representation on the Board of Directors. Meanwhile, the Starbucks Foundation will provide $ 1.5 million in neighborhood grants, with a focus on nonprofits that serve African American communities, and $ 5 million in a biennial initiative to support nonprofits that support BIPOC- Serving young people.

These initiatives are among the coffee chain's recent efforts to improve their anti-bias and diversity record – after a Philadelphia store employee contacted the police about two black customers waiting in the store over two years ago.

According to the company, last year the company created the role of Global Chief Inclusion and Diversity Officer and hired Nzinga Shaw to fill the post. The new position was among the recommendations of the Civil Rights Assessment to which Johnson referred. This assessment was carried out by the international law firm Covington & Burling.

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