Explore 801 company actions
This is what inclusive capitalism looks like
Members of the Council for Inclusive Capitalism share their best ideas and business actions for a more inclusive and sustainable capitalism on this platform. Business leaders can explore leading private sector actions and apply learnings to their own operations. The result is the most comprehensive public platform of private sector actions that profitably create value for everyone — employees, communities, shareholders, and the planet. The commitments to action in this collection are…
Bold
Demonstrating an organization’s effort to transform its operations
forward looking
Reflecting ongoing or new effort, not a past effort or achievement
Measurable
Defining clear outcome targets to allow assessment of progress
We map our members’ commitments to action against existing frameworks for change, including the World Economic Forum International Business Council’s pillars for sustainable value creation — People, Planet, Principles of Governance, and Prosperity — and the United Nations’ Sustainable Development Goals (SDGs).
Members share progress update on their inclusive capitalism commitments
Our members know that sharing progress against these commitments is a crucial part of learning and enabling others to act. This year, the Council surveyed members who made commitments with end dates from 2021 and 2022 to ask how they have made progress in their work. Our inaugural update report explores successes and challenges companies are experiencing with action taken, provides early insights into the inclusive capitalism movement, and highlights company updates.
The platform
View hundreds of examples of how companies are pursuing business at its best and get ideas for actions you can take that can advance a more inclusive capitalism. Use the filters below to refine results by industry, geography, UN SDG, company size, and more.
| Organization | Priority Areas | Commitment | SDGs | |
|---|---|---|---|---|
| THINK ESG LTD | THINK ESG is committed to promoting diversity and inclusion by collecting data on employee demographics, including the percentage of employees per employee category, per age group, and gender by the end of 2024. | |||
| Aviva | Aviva Plc aims to run 3 inclusion programmes annually aimed at boosting diversity. | |||
| Aviva | Aviva Plc aims to meet their ambitions by the end of 2023, we will continue to support all our communities with a strong focus on our set target of 12.5% ethnically diverse senior leadership. | |||
| Climate & Capital Connect | Climate & Capital Connect will promote gender diversity by increasing the proportion of women members from 43.7% to 50%. | |||
| Climate & Capital Connect | Climate & Capital Connect will promote geographic diversity by increasing the proportion of members outside North America from 11.5% to 30% by 2026. | |||
| Repsol | Repsol understands D&I as an element allowing us to be more competitive by having people of different origins, age, gender, abilities, etc. To be recognized as a diverse and inclusive company with 35% of women in leadership positions by 2025 | |||
| Repsol | Repsol is committed to a sustainable world and is working to mitigate impacts and dependencies on biodiversity and the resources it provides us by applying READS tool to evaluate our new projects' effects on biodiversity, ecosystem services, and natural capital by 2025. | |||
| Blue Medium | Blue Medium will commit to share our values in the early stages of new business discussions, in order to confirm that we are aligned and can represent the client with confidence and care, guided by our strategic plan and progress reports as discussed in yearly innovation retreats (details below). | |||
| DuPont | DuPont will work to accelerate diversity, equity and inclusion with the goal of becoming one of the world's most inclusive companies by 2030, including investing $10 million in the next 10 years and targeting gender parity in senior leadership. | |||
| Mastercard | We are expanding our annual spending with Black suppliers by more than 70% to $100 million annually by 2025. | |||
| Johnson & Johnson | By 2025, Johnson & Johnson aims to achieve 35% ethnic/racial diversity in management positions within the U.S | |||
| Johnson & Johnson | By 2025, Johnson & Johnson aims to achieve $4.5B Global Impact Spend with small and diverse suppliers. | |||
| Motorola Solutions, Inc. | Motorola Solutions will strengthen our diversity, equity and inclusion efforts by making DEI a competitive advantage for our company. | |||
| Cointinuum Bit Real Estate Exchange | We pledge to help diversify the technology industry by committing that at least 20% our real estate investments and innovation projects will be located in under-served communities and with under-served individuals by September 30, 2022. | |||
| H&R Block | H&R Block is committed to the diversity of its workforce and creating an inclusive environment for its employees and will report progress on an annual basis. | |||
| Birus | Birus will have diversity and equaility, which includes maintaining 50% of women on their workforce. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of employees of color in MD roles to 22% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of employees of color in SVP+ roles to 22% by 2022. | |||
| Temasek | Temasek is committed to create an inclusive and cohesive workplace that celebrates and values unique personalities, diverse perspectives, skill sets and experiences. | |||
| DiversIQ | DiversIQ is committed to providing objective data on the diversity, equity, and inclusion practices of public companies by the end of 2023. | |||
| Temelio | Temelio is committed to addressing gender equality by having 50% of women in its workforce by the end of 2023 | |||
| TIAA | TIAA is committed to expanding our Supplier Diversity Program as we transition to Business Diversity by 2022. | |||
| Boston Consulting Group (BCG) | BCG is committed to advancing diversity, equity, and inclusion, including by ensuring a 40% global female representation annually and 40% female representation among entry-level new hires to our consulting teams yearly. | |||
| Smith+Co (Iberia) | Smith+Co (Iberia) will promote diversity in the workplace by committing to gender parity in the workplace by 2025, and promoting the best people for roles regardless of gender, race, religion, or sexuality. | |||
| CalPERS | CalPERS is committed to Talent Management and Diversity. We plan to increase employee engagement survey score average related to diversity and inclusion by 1.6 percent annually (8 percent by 2022). | |||
| LongView Asset Management | LongView will increase the diversity in senior management positions by 25% by 2026. | |||
| Emerald Peak Private Equity | Emerald Peak commits to increase the percentage of women in middle and senior management of the portfolio companies to 50% within 3 years of operations. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of women in AVP roles to 44% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of women in VP roles to 38% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of women in SVP+ roles to 36% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of employees of color in VP roles to 33% by 2022. | |||
| inploi | inploi is committed to addressing bias and exclusion for job applicants by reviewing all opportunity distribution and applicant experiences by end January 2023. | |||
| Ayala Corporation | ACEN will protect and conserve biodiversity, maintain ecosystem services, and adequately manage living natural resources in our new projects and throughout the lifecycle of our power plants. We will develop a framework to measure progress by 2023. | |||
| Purposeful Strategies | Purposeful Strategies consultancy teams will have gender and racial balance by the end of 2022. | |||
| Fortis Lux Financial | Fortis Lux Financial will promote employee diversity and inclusion by increasing women and minorities in our workforce by 20% by the end of 2023 and deliver 50 financial plans to minorities within 3 years to help close the racial wealth gap. | |||
| Discussion Partner Collaborative LLC | By December 2021 Discussion Partners will expand our Alliance Company affiliations by 40% to include Women and Minority Owned start-ups whose strategic mission is to support DEI initiatives via thought leadership and PR promotions. | |||
| TowerBrook Capital Partners L.P. | TowerBrook commits to increasing the diversity of our material suppliers by measuring by end of 2021 our vendors’ diversity of ownership, leadership, and team representation, and setting goals for increasing procurement spend with diverse vendors. | |||
| TowerBrook Capital Partners L.P. | TowerBrook commits to increasing the diversity of our portfolio company boards through implementing a policy of at least one diverse board member on the boards of all controlled portfolio companies acquired from 2021. | |||
| VegTech Invest | VegTech™ Invest is committed to addressing deforestation and biodiversity loss through its impact investment strategy, execution and product in the public markets. We are establishing tracking measurements to quantify this by 2023 | |||
| The Serendra Group | The Serendra Group's CEO commits to serve as a pro bono Advisor on at least two Gender-Lens Investing firms in the Asia-Pacific region, to promote female economic empowerment, and inclusion by the end of 2021. | |||
| SEAF | SEAF will expand our internal Diversity, Equity, and Inclusion initiatives across our global organization by 2023. | |||
| Patterson Construction Group | Patterson Construction Group will promote company diversity by hiring employees from ethnic groups, especially those underrepresented in the American workforce, by increasing to 50% by 2022 and 75% by 2023. | |||
| Earth & Organics | Earth & Organics will promote the consumption of food grown using sustainable and regenerative practices by engaging in study of soil health improvements and how it is linked to the overall reduction of green house gas emissions in the next 3 years. | |||
| Social Economy Ventures | Social Economy Ventures operates with the foundation that diverse/gender-diverse management teams objectively outperform their non-diverse counterparts and competitors at the bottom-line. Our goal is to deploy $25M into these companies by 2027. | |||
| ImpactVest | ImpactVest commits to allocating 20% of investments to underrepresented founder startups, aiming for a 50% increase by the end of 2024. | |||
| Visa Inc. | Visa aims to promote employee inclusion and diversity by increasing the number of under-represented Visa colleagues in the general U.S. workforce by 50% by 2025 from a 2020 baseline. | |||
| Steps | Steps will empower the private and public sector to hire neurodivergent people in 90 positions by the end of 2024. | |||
| CE-IV(Certainty in Venture) | CE-IV is committed to fostering diversity and increasing the representation of African Female CEOs in technology start-ups on a global scale. Within our portfolio, our goal is to 20% female representation. | |||
| Aviva | Aviva Plc aims to meet their ambitions by the end of 2023, we will continue to support all our communities with a strong focus on our set target of 40% women in senior management. | |||
| CE-IV(Certainty in Venture) | CE-IV has set a clear and ambitious objective to empower a minimum of 10 visionary entrepreneurs by the year 2025. |
The platform
View hundreds of examples of how companies are pursuing business at its best and get ideas for actions you can take that can advance a more inclusive capitalism. Use the filters below to refine results by industry, geography, UN SDG, company size, and more.
Filter by...
| Organization | Priority Areas | Commitment | SDGs | |
|---|---|---|---|---|
| THINK ESG LTD | THINK ESG is committed to promoting diversity and inclusion by collecting data on employee demographics, including the percentage of employees per employee category, per age group, and gender by the end of 2024. | |||
| Aviva | Aviva Plc aims to run 3 inclusion programmes annually aimed at boosting diversity. | |||
| Aviva | Aviva Plc aims to meet their ambitions by the end of 2023, we will continue to support all our communities with a strong focus on our set target of 12.5% ethnically diverse senior leadership. | |||
| Climate & Capital Connect | Climate & Capital Connect will promote gender diversity by increasing the proportion of women members from 43.7% to 50%. | |||
| Climate & Capital Connect | Climate & Capital Connect will promote geographic diversity by increasing the proportion of members outside North America from 11.5% to 30% by 2026. | |||
| Repsol | Repsol understands D&I as an element allowing us to be more competitive by having people of different origins, age, gender, abilities, etc. To be recognized as a diverse and inclusive company with 35% of women in leadership positions by 2025 | |||
| Repsol | Repsol is committed to a sustainable world and is working to mitigate impacts and dependencies on biodiversity and the resources it provides us by applying READS tool to evaluate our new projects' effects on biodiversity, ecosystem services, and natural capital by 2025. | |||
| Blue Medium | Blue Medium will commit to share our values in the early stages of new business discussions, in order to confirm that we are aligned and can represent the client with confidence and care, guided by our strategic plan and progress reports as discussed in yearly innovation retreats (details below). | |||
| DuPont | DuPont will work to accelerate diversity, equity and inclusion with the goal of becoming one of the world's most inclusive companies by 2030, including investing $10 million in the next 10 years and targeting gender parity in senior leadership. | |||
| Mastercard | We are expanding our annual spending with Black suppliers by more than 70% to $100 million annually by 2025. | |||
| Johnson & Johnson | By 2025, Johnson & Johnson aims to achieve 35% ethnic/racial diversity in management positions within the U.S | |||
| Johnson & Johnson | By 2025, Johnson & Johnson aims to achieve $4.5B Global Impact Spend with small and diverse suppliers. | |||
| Motorola Solutions, Inc. | Motorola Solutions will strengthen our diversity, equity and inclusion efforts by making DEI a competitive advantage for our company. | |||
| Cointinuum Bit Real Estate Exchange | We pledge to help diversify the technology industry by committing that at least 20% our real estate investments and innovation projects will be located in under-served communities and with under-served individuals by September 30, 2022. | |||
| H&R Block | H&R Block is committed to the diversity of its workforce and creating an inclusive environment for its employees and will report progress on an annual basis. | |||
| Birus | Birus will have diversity and equaility, which includes maintaining 50% of women on their workforce. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of employees of color in MD roles to 22% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of employees of color in SVP+ roles to 22% by 2022. | |||
| Temasek | Temasek is committed to create an inclusive and cohesive workplace that celebrates and values unique personalities, diverse perspectives, skill sets and experiences. | |||
| DiversIQ | DiversIQ is committed to providing objective data on the diversity, equity, and inclusion practices of public companies by the end of 2023. | |||
| Temelio | Temelio is committed to addressing gender equality by having 50% of women in its workforce by the end of 2023 | |||
| TIAA | TIAA is committed to expanding our Supplier Diversity Program as we transition to Business Diversity by 2022. | |||
| Boston Consulting Group (BCG) | BCG is committed to advancing diversity, equity, and inclusion, including by ensuring a 40% global female representation annually and 40% female representation among entry-level new hires to our consulting teams yearly. | |||
| Smith+Co (Iberia) | Smith+Co (Iberia) will promote diversity in the workplace by committing to gender parity in the workplace by 2025, and promoting the best people for roles regardless of gender, race, religion, or sexuality. | |||
| CalPERS | CalPERS is committed to Talent Management and Diversity. We plan to increase employee engagement survey score average related to diversity and inclusion by 1.6 percent annually (8 percent by 2022). | |||
| LongView Asset Management | LongView will increase the diversity in senior management positions by 25% by 2026. | |||
| Emerald Peak Private Equity | Emerald Peak commits to increase the percentage of women in middle and senior management of the portfolio companies to 50% within 3 years of operations. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of women in AVP roles to 44% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of women in VP roles to 38% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of women in SVP+ roles to 36% by 2022. | |||
| State Street Corporation | State Street will promote diversity and inclusion by increasing the number of employees of color in VP roles to 33% by 2022. | |||
| inploi | inploi is committed to addressing bias and exclusion for job applicants by reviewing all opportunity distribution and applicant experiences by end January 2023. | |||
| Ayala Corporation | ACEN will protect and conserve biodiversity, maintain ecosystem services, and adequately manage living natural resources in our new projects and throughout the lifecycle of our power plants. We will develop a framework to measure progress by 2023. | |||
| Purposeful Strategies | Purposeful Strategies consultancy teams will have gender and racial balance by the end of 2022. | |||
| Fortis Lux Financial | Fortis Lux Financial will promote employee diversity and inclusion by increasing women and minorities in our workforce by 20% by the end of 2023 and deliver 50 financial plans to minorities within 3 years to help close the racial wealth gap. | |||
| Discussion Partner Collaborative LLC | By December 2021 Discussion Partners will expand our Alliance Company affiliations by 40% to include Women and Minority Owned start-ups whose strategic mission is to support DEI initiatives via thought leadership and PR promotions. | |||
| TowerBrook Capital Partners L.P. | TowerBrook commits to increasing the diversity of our material suppliers by measuring by end of 2021 our vendors’ diversity of ownership, leadership, and team representation, and setting goals for increasing procurement spend with diverse vendors. | |||
| TowerBrook Capital Partners L.P. | TowerBrook commits to increasing the diversity of our portfolio company boards through implementing a policy of at least one diverse board member on the boards of all controlled portfolio companies acquired from 2021. | |||
| VegTech Invest | VegTech™ Invest is committed to addressing deforestation and biodiversity loss through its impact investment strategy, execution and product in the public markets. We are establishing tracking measurements to quantify this by 2023 | |||
| The Serendra Group | The Serendra Group's CEO commits to serve as a pro bono Advisor on at least two Gender-Lens Investing firms in the Asia-Pacific region, to promote female economic empowerment, and inclusion by the end of 2021. | |||
| SEAF | SEAF will expand our internal Diversity, Equity, and Inclusion initiatives across our global organization by 2023. | |||
| Patterson Construction Group | Patterson Construction Group will promote company diversity by hiring employees from ethnic groups, especially those underrepresented in the American workforce, by increasing to 50% by 2022 and 75% by 2023. | |||
| Earth & Organics | Earth & Organics will promote the consumption of food grown using sustainable and regenerative practices by engaging in study of soil health improvements and how it is linked to the overall reduction of green house gas emissions in the next 3 years. | |||
| Social Economy Ventures | Social Economy Ventures operates with the foundation that diverse/gender-diverse management teams objectively outperform their non-diverse counterparts and competitors at the bottom-line. Our goal is to deploy $25M into these companies by 2027. | |||
| ImpactVest | ImpactVest commits to allocating 20% of investments to underrepresented founder startups, aiming for a 50% increase by the end of 2024. | |||
| Visa Inc. | Visa aims to promote employee inclusion and diversity by increasing the number of under-represented Visa colleagues in the general U.S. workforce by 50% by 2025 from a 2020 baseline. | |||
| Steps | Steps will empower the private and public sector to hire neurodivergent people in 90 positions by the end of 2024. | |||
| CE-IV(Certainty in Venture) | CE-IV is committed to fostering diversity and increasing the representation of African Female CEOs in technology start-ups on a global scale. Within our portfolio, our goal is to 20% female representation. | |||
| Aviva | Aviva Plc aims to meet their ambitions by the end of 2023, we will continue to support all our communities with a strong focus on our set target of 40% women in senior management. | |||
| CE-IV(Certainty in Venture) | CE-IV has set a clear and ambitious objective to empower a minimum of 10 visionary entrepreneurs by the year 2025. |
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