WEBVTT 00:00:00.000 --> 00:00:05.810 align:middle line:90% 00:00:05.810 --> 00:00:08.220 align:middle line:84% JULIE HYMAN: Also, we're also watching Walmart, because it is 00:00:08.220 --> 00:00:12.600 align:middle line:84% taking another step in the fight to promote diversity 00:00:12.600 --> 00:00:13.800 align:middle line:90% by being more transparent. 00:00:13.800 --> 00:00:15.900 align:middle line:84% Julia, you track Walmart closely. 00:00:15.900 --> 00:00:17.770 align:middle line:84% So what does this latest move look like? 00:00:17.770 --> 00:00:19.170 align:middle line:84% JULIA LA ROCHE: Yeah, that's right, Julie. 00:00:19.170 --> 00:00:20.610 align:middle line:84% When you think about Walmart, it is 00:00:20.610 --> 00:00:23.040 align:middle line:84% the nation's largest private employer, employing 00:00:23.040 --> 00:00:25.380 align:middle line:90% more than 1 million people. 00:00:25.380 --> 00:00:28.590 align:middle line:84% And after the killing of George Floyd, 00:00:28.590 --> 00:00:30.660 align:middle line:84% the company, along with a lot of other companies, 00:00:30.660 --> 00:00:33.690 align:middle line:84% came out condemning systemic racism 00:00:33.690 --> 00:00:36.540 align:middle line:84% and talking about social justice and equity, 00:00:36.540 --> 00:00:38.520 align:middle line:84% including within the workplace, and that they committed 00:00:38.520 --> 00:00:39.750 align:middle line:90% to taking a number of steps. 00:00:39.750 --> 00:00:41.820 align:middle line:84% And one of those is actually providing 00:00:41.820 --> 00:00:45.240 align:middle line:84% a more real-time picture of its diversity and inclusion data. 00:00:45.240 --> 00:00:48.250 align:middle line:84% Now, the company historically has put out this annual report. 00:00:48.250 --> 00:00:51.060 align:middle line:84% But now they're providing a better look into what 00:00:51.060 --> 00:00:52.210 align:middle line:90% the progress looks like. 00:00:52.210 --> 00:00:54.390 align:middle line:84% And just to give you a bit of insight 00:00:54.390 --> 00:00:57.960 align:middle line:84% here, from fiscal year 2019 through fiscal year, 00:00:57.960 --> 00:01:00.030 align:middle line:84% year-to-date 2021, the company is 00:01:00.030 --> 00:01:03.090 align:middle line:84% seen a 7.42% increase in management 00:01:03.090 --> 00:01:06.090 align:middle line:84% to management promotions for people of color. 00:01:06.090 --> 00:01:10.270 align:middle line:84% That group now accounts for 44.6% of those promotions 00:01:10.270 --> 00:01:11.070 align:middle line:90% this year. 00:01:11.070 --> 00:01:12.103 align:middle line:90% That's according to the report. 00:01:12.103 --> 00:01:15.300 align:middle line:84% The company has also seen a 2.97% 00:01:15.300 --> 00:01:17.460 align:middle line:90% increase in officers of color. 00:01:17.460 --> 00:01:21.690 align:middle line:84% Its 24.89% of those officer roles held by people of color. 00:01:21.690 --> 00:01:24.600 align:middle line:84% And the company also noted a 2.2% increase 00:01:24.600 --> 00:01:29.430 align:middle line:84% in US people of color new hires, now comprising more than 55% 00:01:29.430 --> 00:01:30.480 align:middle line:90% of the new hires. 00:01:30.480 --> 00:01:32.190 align:middle line:84% But to be sure, the company certainly 00:01:32.190 --> 00:01:33.880 align:middle line:90% has a lot of work to do. 00:01:33.880 --> 00:01:36.210 align:middle line:84% They cited some of the areas, including 00:01:36.210 --> 00:01:40.170 align:middle line:84% promoting more women of color, whether it was hiring them, 00:01:40.170 --> 00:01:42.220 align:middle line:84% promoting them to different levels. 00:01:42.220 --> 00:01:45.210 align:middle line:84% They still don't account for quite as many of those roles. 00:01:45.210 --> 00:01:48.480 align:middle line:84% Women broadly account for 45% of management roles in the US, 00:01:48.480 --> 00:01:51.780 align:middle line:84% while women of color account for just over 17% of those roles. 00:01:51.780 --> 00:01:55.680 align:middle line:84% The company officer positions are held by 30.9% of women 00:01:55.680 --> 00:01:58.530 align:middle line:84% and only 7.31% of women of color. 00:01:58.530 --> 00:02:00.990 align:middle line:84% So the company is making steps around its own hiring 00:02:00.990 --> 00:02:03.510 align:middle line:84% practices, including-- now it used to be for the officer 00:02:03.510 --> 00:02:05.020 align:middle line:90% role, but now broad based-- 00:02:05.020 --> 00:02:06.570 align:middle line:84% you have to have a diverse set of candidates 00:02:06.570 --> 00:02:08.639 align:middle line:90% and a diverse set of-- 00:02:08.639 --> 00:02:10.300 align:middle line:84% a panel assessing those candidates. 00:02:10.300 --> 00:02:12.030 align:middle line:84% I think that based on the data they've 00:02:12.030 --> 00:02:14.280 align:middle line:84% seen in recent years around the officer promotions 00:02:14.280 --> 00:02:15.300 align:middle line:90% that that would actually help. 00:02:15.300 --> 00:02:16.890 align:middle line:90% So they're trying to find ways. 00:02:16.890 --> 00:02:19.050 align:middle line:84% Again, I mentioned more than 1 million people. 00:02:19.050 --> 00:02:21.870 align:middle line:84% 75% of management roles, those folks 00:02:21.870 --> 00:02:23.370 align:middle line:84% started out as hourly associates. 00:02:23.370 --> 00:02:25.350 align:middle line:84% So they're trying to really work from the bottom, 00:02:25.350 --> 00:02:28.443 align:middle line:84% work their way up, and promote and retain their talent. 00:02:28.443 --> 00:02:29.610 align:middle line:84% JULIE HYMAN: And a theme that we've 00:02:29.610 --> 00:02:31.860 align:middle line:84% been talking about consistently is accountability 00:02:31.860 --> 00:02:33.030 align:middle line:90% when it comes to diversity. 00:02:33.030 --> 00:02:35.520 align:middle line:84% So transparency is certainly part of that picture. 00:02:35.520 --> 00:02:37.460 align:middle line:90% Thank you, Julia. 00:02:37.460 --> 00:02:41.000 align:middle line:90%