Equal Employment Opportunity Report – Walmart

WHEREAS:

Equal employment opportunity (EEO) is an important issue for corporate shareholders, employees and management, especially as the workforce becomes more diverse. According to the bipartisan Glass Ceiling Commission report, a positive diversity record makes a positive impact on the bottom line.

Yet, while women and minorities comprise two thirds of our population and 57% of the United States workforce, the Commission found that they represent little more than 3% of executive-level positions. Various projections indicate that women and minorities will constitute 62% of the workforce by 2006.

Workplace discrimination has created a significant burden for shareholders due to the high cost of litigation and potential loss of government contracts. Such litigation also damages corporate and industry images. In the pharmaceutical, petroleum and retail industries, discrimination lawsuits have resulted in a financial impact on shareholders that adds up to billions of dollars.

The Glass Ceiling Commission recognized that “public disclosure of diversity data-specifically data on the most senior positions-is an effective incentive to develop and maintain innovative, effective programs to break the glass ceiling barriers.” The Commission recommended that both the public and private sectors work toward increased public disclosure of diversity data.

“Accurate data on minorities and women can show where progress is or is not being made in breaking glass ceiling barriers,” observed the Commission.

More than 200 major U.S. corporations disclose EEO-1 reports to their shareholders. Among these companies are many who have experienced large racial and gender discrimination lawsuits; for example, Texaco, Shoney, Denny, Smith Barney and Coca-Cola. Today virtually every industry can claim some corporations who provide these reports to their shareholders. As an example, some institutions in the financial industry that have disclosed comprehensive EEO-1 data are Bank of America, Bank of New York, Citigroup, Wachovia, Merrill Lynch and JPMorganChase.

RESOLVED:

The shareholders request our company prepare a report, at reasonable cost and omitting confidential information, within four months of the annual meeting, including the following:

1. A chart identifying employees according to their sex and race in each of the nine major EEOC-defined job categories for the last three years, listing either numbers or percentages in each category;

2. A summary description of any affirmative action policies and programs to improve performances, including job categories where women and minorities are underutilized;

3. A description of any policies and programs oriented specifically toward increasing the number of managers who are qualified females or minorities;

4. A general description of how our company publicizes its affirmative action policies and programs to merchandise suppliers and service providers.

Equal Employment Opportunity Report – Walmart

Equal employment opportunity is an important issue for corporate shareholders, employees and management, especially as the workforce becomes more diverse. According to the bipartisan Glass Ceiling Commission report, a positive diversity record makes a positive impact on the bottom line.

Yet, while women and minorities comprise two thirds of our population and 57% of the United States workforce, the Commission found that they represent little more than 3% of executive-level positions. And various projections indicate that women and minorities will constitute 62% of the workforce by 2005.

Workplace discrimination has created a significant burden for shareholders due to the high cost of litigation and potential loss of government contracts. Such litigation also damages corporate and industry images. In the pharmaceutical, petroleum and retail industries discrimination lawsuits have resulted in a financial impact on shareholders that adds up to billions of dollars.

The Glass Ceiling Commission recognized that “public disclosure of diversity data-specifically, data on the most senior positions-is an effective incentive to develop and maintain innovative, effective programs to break the glass ceiling barriers.” The Commission recommended that both the public and private sectors work toward increased public disclosure of diversity data.

“Accurate data on minorities and women can show where progress is or is not being made in breaking glass ceiling barriers,” observed the Commission.

More than 200 major U.S. corporations disclose EEO-1 reports to their shareholders. Among these companies are many who have experienced large racial and gender discrimination lawsuits; for example, Texaco, Shoney, Denny, Smith Barney and Coca Cola. Today virtually every industry can claim some corporations who provide these reports to their shareholders. As an example, some institutions in the financial industry that have disclosed comprehensive EEO-1 data are Bank of America, Bank of New York, Citigroup, Wachovia, Merrill Lynch and JPMorganChase.

RESOLVED: The shareholders request our company prepare a report, at reasonable cost and omitting confidential information, within four months of the annual meeting, including the following:

1.  A chart identifying employees according to their sex and race in each of the nine major EEOC-defined job categories for the last three years, listing either numbers or percentages in each category.

2. A summary description of any affirmative action policies and programs to improve performances, including job categories where women and minorities are underutilized.

3. A description of any policies and programs oriented specifically toward increasing the number of managers who are qualified females and/or belong to ethnic minorities.

4. A general description of how our company publicizes its affirmative action policies and programs to merchandise suppliers and service providers.

Equal Employment Opportunity/Diversity Report – The Home Depot

WHEREAS:

Equal employment opportunity (EEO) is an important issue for shareholders, employees and managements, especially as the workforce becomes more diverse. According to the1995 bipartisan Glass Ceiling Commission report, a strong diversity record makes a positive financial impact.

Yet, while women and minorities comprise 47% and 27% of the U.S. workforce, respectively, they represent less than 19% and 11% of executive-level positions. Representation in management is better, but still disproportionately low. Moreover, there was a significant decline in women’s share of executive positions in the 1990s. (Peopleclick Research Institute, Feb. 2004, using U.S. Census Bureau’s Census 2000 Special Equal Employment Opportunity Tabulation.)

Workplace discrimination can be a significant burden for shareholders due to the high cost of litigation, potential loss of government contracts, and the financial consequences of a damaged corporate image resulting from alleged regulatory violations. In several instances, including at Home Depot, the financial costs to shareholders of settling discrimination lawsuits has exceeded $100 million.

While Home Depot’s most significant EEO settlement was in 1998, allegations of discrimination have persisted. In August 2004, Home Depot agreed to pay $5.5 million to settle U.S. Equal Employment Opportunity Commission charges of class-wide discrimination based on gender, race and national origin in its Colorado stores.

We agree with the Glass Ceiling Commission that “public disclosure of diversity data—specifically data on the most senior positions—is an effective incentive to develop and maintain innovative, effective programs to break the glass ceiling barriers.” The Commission advocated for increased public disclosure of diversity data.

Well over one hundred major U.S. corporations disclose comprehensive EEO information to shareholders, including some that had previously experienced significant discrimination lawsuits, such as Chevron-Texaco and Coca-Cola.

In 2001 Home Depot entered into an agreement with a coalition of more than two dozen shareholder proponents representing investment firms, religious investors, foundations and a union, to provide comprehensive EEO information to investors, upon request. Since then, however, Home Depot has reversed its policy on disclosure of comprehensive EEO information.

We commend Home Depot for its leadership on many corporate social responsibility issues, particularly in the areas of environmental impact and community involvement. However, we believe Home Depot needs to show more leadership on workplace equality and honor its previous commitment to comprehensive EEO disclosure.

RESOLVED: The shareholders request our company prepare a report, at reasonable cost and omitting confidential information, within four months of the annual meeting, including the following:

1 A chart identifying employees according to their gender and race in each of the nine major EEOC-defined job categories for the last three years, listing numbers or percentages in each category;

2. A summary description of any affirmative action policies and programs to improve performance, including job categories where women and minorities are underutilized; and

3. A description of any policies and programs oriented specifically toward increasing the number of managers who are qualified females or minorities.

Prepare a sustainability report – YUM

Sustainability Report to Shareholders – 2003

Whereas the global economy presents corporations with the challenge of creating sustainable business relationships by participating in the sustainable development of communities in which they operate. The World Commission on Environment and Development defined sustainable development as “development which meets the needs of the present without compromising the ability of future generations to meet their own needs.” (Our Common Future, 1987)

We believe the ability of corporations to continue to provide goods/services in our interdependent world depends on their acceptability to the societies where they do business. Good corporate citizenship goes beyond the traditional functions of creating jobs and paying taxes, to include corporate practices designed to protect human rights, worker rights, land and the environment.

According to Dow Jones Sustainability Group, sustainability includes: “Encouraging long lasting social well being in communities where they operate, interacting with different stakeholders (e.g. clients, suppliers, employees, government, local communities and non-governmental organizations) and responding to their specific and evolving needs thereby securing a long term ‘license to operate,’ superior customer and employee loyalty and ultimately superior financial returns.” (www.sustainability-index.com; March 2000)

Footwear and apparel companies accept their responsibility for working conditions and wages throughout their supply chain. The food service industry must accept its responsibility for sustainability throughout its supply chain, including the agricultural workers who pick the many products that are part of the food sold. Just as these workers through their labor, contribute to the sustainability of the company, so must YUM Brands accept its responsibility for the working conditions, wages and benefits of these workers. These workers then contribute to the sustainability of their home communities from which they come and where their families live.

Concerned investors evaluate companies on their financial, environmental and social performance — the triple bottom line. Some companies have published sustainability reports and are taking a long-term approach to creating shareholder value through embracing opportunities and managing risks derived from economic, environmental and social developments. We believe sustainability reporting should be included in our company’s annual report.

We believe corporate sustainability includes a commitment to pay a sustainable living wage to employees as a means to empowering sustainable economies. Workers need to have the purchasing power to meet their basic needs. We believe paying sustainable wages contributes to community development and employee loyalty to the company.

The sustainability of corporations, we believe, is connected to the economic sustainability of their workers and the communities where corporations operate and sell products. Effective corporate policies can benefit both communities and corporations.

Resolved: Shareholders request the Board of Directors to prepare at reasonable expense a sustainability report. A summary of the report should be provided to shareholders by October 2003.

Supporting Statement

We believe the report should include:

1. Yum Brand’s operating definition of sustainability.
2. A review of current Yum Brand policies and practices related to social, environmental and economic sustainability throughout the supply chain.
3. A summary of long-term plans to integrate sustainability objectives throughout company operations.

Implement Sexual Orientation Nondiscrimination Policy – ExxonMobil

Add ‘Sexual Orientation’ to Nondiscrimination Policy – ExxonMobil Corporation

WHEREAS:  ExxonMobil claims to bar all forms of employment discrimination but its post-merger written policies do not explicitly prohibit discrimination based on sexual orientation;

Prior to the merger Mobil explicitly prohibited discrimination based on sexual orientation in its equal employment opportunity policy;

Our competitors Chevron, Sunoco, Atlantic Richfield, BP Amoco and Texaco explicitly prohibit discrimination based on sexual orientation;

The hundreds of corporations with non-discrimination policies relating to sexual orientation have a competitive advantage to recruit and retain employees from the widest talent pool;

Employment discrimination on the basis of sexual orientation diminishes employee morale and productivity;

Our company has an interest in preventing discrimination and resolving complaints internally so as to avoid costly litigation and damage to its reputation as an equal opportunity employer;

San Francisco, Atlanta, Seattle and Los Angeles have adopted legislation restricting business with companies that do not guarantee equal treatment for lesbian and gay employees and similar legislation is pending in other jurisdictions;

Our company has operations in and makes sales to institutions in states and cities which prohibit discrimination on the basis of sexual orientation;

A recent National Gay and Lesbian Task Force study has found that 16% – 44% gay men and lesbians in twenty cities nationwide experienced workplace harassment or discrimination based on their sexual orientation;

National public opinion polls consistently find more than three-quarters of the American people support equal rights in the workplace for gay men, lesbians and bisexuals;

RESOLVED: The Shareholders request the Board of Directors to amend ExxonMobil’s written equal employment opportunity policy to explicitly prohibit discrimination based on sexual orientation and to substantially implement that policy.

STATEMENT: By implementing a written policy prohibiting discrimination based on sexual orientation, our Company will ensure a respectful and supportive atmosphere for all employees and enhance its competitive edge by joining the growing ranks of companies guaranteeing equal opportunity for all employees. 

Report on Equal Employment Opportunities for Women and Minorities – Wal-Mart

Publicly Disclose Diversity Data – Morgan Stanley Dean Witter

MORGAN STANLEY DEAN WITTER

Whereas equal employment is a key issue for many shareholders. The 1995 bipartisan Glass Ceiling Commission Study explains that a positive diversity record has a positive impact on the bottom line. Yet while women and minorities comprise 57% of the U.S. workforce, they represent only 3% of executive management positions.

Whereas workplace discrimination has often created a significant burden for shareholders, in several instances exceeding $100 million to settle discrimination lawsuits. This issue is a priority for stakeholders due to the high cost of litigation, potential loss of government contracts, and the financial consequences of a damaged corporate image resulting from discrimination allegations.

Whereas Morgan Stanley Dean Witter (“Morgan Stanley”) has faced several high profile race and sex discrimination lawsuits in recent years, including three separate charges of race-based discrimination, and one charge of gender-based discrimination. In June 2000, the Equal Employment Opportunity Commission (EEOC) found that our company had discriminated against a female executive, and that it had engaged in a “pattern and practice of discrimination” against the executive and possibly against other women in similar positions in the company. In September, our company agreed to make a $1 million payment to the National Urban League in exchange for an agreement by a former employee to drop a racial discrimination lawsuit..

Whereas more than 150 major U.S. corporations publicly report to shareholders on workforce diversity progress and challenges. Among them are large financial institutions that report workforce data according to the EEOC s comprehensive EEO-1 data form, including Bank of New York, Chase Manhattan, First Union, J.P. Morgan, Merrill Lynch and Wachovia.

Resolved: Shareholders request that Morgan Stanley prepare a report at reasonable cost, which may exclude confidential information. This report shall be made available to shareholders and employees by September 2001 and shall include:

1. A table identifying the number of employees by race and sex in each of the nine Equal Employment Opportunity Commission defined job categories for 1998, 1999 and 2000.

2. A table identifying the number of employees by race and sex at the vice president, senior vice president and executive vice president levels.

3. A summary of policies and initiatives to advance for women and minorities into managerial positions and other job classifications where they are found to be underutilized.

4. A description of policies and programs directing the purchase of goods and services to minority and/or women-owned businesses.

5. A report on material litigation in which Morgan Stanley is involved concerning race, sex, and any other characteristic protected by federal, state or municipal employment law.

SUPPORTING STATEMENT

Just as the Financial Accounting Standards Board sets standards on the reporting of financial data, the Equal Employment Opportunity Commission sets the standard on reporting diversity data. Since the company already collects the data in the EEOC format, it would not be burdensome to make this data available to investors. Comprehensive disclosure is a powerful incentive for companies to accomplish fully their equal opportunity objectives. Such accountability would solidify management’s dedication to a diverse workforce.

Publicly Disclose Diversity Data – Bank of America

BANK OF AMERICA

Whereas equal employment is a key issue for many shareholders. The 1995 bipartisan Glass Ceiling Commission Study explains that a positive diversity record has a positive impact on the bottom line. Yet while women and minorities comprise 57% of the U.S. workforce, they represent only 3% of executive management positions.

Workplace discrimination has often created a significant burden for shareholders, in several instances exceeding $100 million to settle discrimination lawsuits. This issue is a priority for stakeholders due to the high cost of litigation, potential loss of government contracts, and the financial consequences of a damaged corporate image resulting from discrimination allegations.

More than 150 major U.S. corporations publicly report to shareholders on workforce diversity progress and challenges. Among the companies releasing comprehensive Equal Employment Opportunity (EEO) data are many large financial institutions such as Bank of New York, Chase Manhattan, First Union, J.P. Morgan, Merrill Lynch and Wachovia.

Despite having earned praise for its achievements promoting diversity from Fortune, Working Mother, the National Association of Urban Bankers and others, Bank of America has yet to join other leading companies committed to full public accountability and disclosure on EEO.

We believe full accountability is especially important for Bank of America given its plans to eliminate about 10,000 employees (7% of the total), including substantial numbers of middle and upper level managers.

Resolved: Shareholders request that Bank of America prepare a report at reasonable cost, which may exclude confidential information. This report shall be made available to shareholders and employees by September, 2001 and shall include:

1. A table identifying the number of employees by gender and race in each of the nine Equal Employment Opportunity Commission defined job categories for 1998, 1999 and 2000.

2. A table identifying the number of employees by gender and race at the vice president, senior vice president and executive vice president levels.

3. A summary of policies and initiatives to advance women and minorities into managerial positions and other job classifications where they are found to be underutilized.

4. A description of policies and programs directing the purchase of goods and services to minority and/or women-owned businesses.

5. A report on material litigation in which Bank of America is involved concerning race, gender, or the physically challenged.

SUPPORTING STATEMENT

Just as the Financial Accounting Standards Board sets the standards on how to report financial data, there are standards set forth by the Equal Employment Opportunity Commission (EEOC) on how to report diversity data. Since the company already collects the data in the EEOC format, it would not be burdensome to make this data available to investors.

We believe Bank of America aspires to real leadership on this issue and has, in many respects, a solid record of achievement. It is time for our company to take the next step. Comprehensive disclosure is a powerful incentive for companies to accomplish fully their equal opportunity objectives. Such accountability would solidify management’s dedication to a diverse workforce.

Publicly Disclose Equal Employment Data – Home Depot, Inc.

Equal employment opportunity is a key issue for many shareholders. The 1995 bipartisan Glass Ceiling Commission Study explains that a positive diversity record has a positive impact on the bottom line. Yet while women and minorities comprise 57% of the U.S. workforce, the Commission found that they represent only 3% of executive management positions.

We believe Home Depot aspires to real leadership on this issue and that it is making meaningful progress toward that end. Full disclosure is a powerful incentive for companies to achieve their equal opportunity objectives. Such accountability symbolizes management s strong dedication to a diverse workforce.