NREI CSR Guide | Where Do We Go from Here?

2 0 2 3 Prepared by former John R. Lewis Social Justice Fellows Shelby Birch and Jasmine Payne

Where Do We Go from Here?

A Guide to Advance Racial Equity Through Environmental, Social and Corporate Governance

INTRODUCTION

Now more than ever, consumers, investors, and employees are compelling major corporations to define their purpose beyond profit. 1 From Fortune 500 global companies to small-to-mid-size enterprises, organizations are expected to integrate humanitarian efforts into their business models that will positively serve the public, improve social outcomes for marginalized groups, and advance the global community.

Corporate Social Responsibility (CSR) employs such efforts to better align a company with its business purpose and values. In concert, Environmental, Social and Governance (ESG) is progressive, industry-forward language that frames how companies can make impact in key areas of societal responsibility. Industry experts may use CSR and ESG interchangeably to elevate their social impact efforts.

At CBCF, our work reflects our commitment to fiercely advocate for and advance the global Black community. We believe that sincere investments that center racial justice are a standard that we urge our partners to embrace as they engage in this critical work. As companies seek ways to address systemic and social injustice beyond a reactionary response, CBCF introduces this CSR and ESG guide to offer forward-thinking, racially progressive strategies and best practices that will create earnest value and impact for all Black stakeholders.

CSR and ESG initiatives are a common way for companies to demonstrate their commitment to social well-being and ethical operational practices. It also presents an opportunity to strengthen their pledge to uphold racial equity. Achieving these goals requires an awareness and understanding of the unique issues, taking a clear stance against racial injustice, and engaging in authentic advocacy. As we strive for our efforts to transition from short-lived moments to sustainable movements, you may use this CSR and ESG guide as a resource to evaluate, generate or reinstate a welldeveloped CSR and ESG strategy into your organizational structures to advance these goals. We hope to equip our business leaders with the tools and knowledge to better serve their Black stakeholders and communities.

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Overview of CSR and ESG Programs How many companies have CSR and ESG programs?

In 2019,

In 2020,

OF S&P 500 INDEX COMPANIES PROVIDED SUSTAINABILITY REPORTS.2

OF COMPANIES THAT PUBLICLY TRADE HAVE EMBRACED ESG.3

90%

88%

Three Theaters of CSR Programs

THEATER ONE: FOCUSING ON PHILANTHROPY

THEATER TWO: IMPROVING OPERATIONAL EFFECTIVENESS

THEATER THREE: TRANSFORMING THE BUSINESS MODEL

Programs in this theater are not incentivized by monetary gain or achieving performance efficiency. Instead, they focus efforts on supporting causes and activities that bolster civic engagement and address big social problems.

Examples of philanthropic programs include donations of money or resources to community organizations and implementing employee volunteer programs.

Programs in this theater seek to benefit the employer, the employee and/or workplace environment. They improve the company’s efficiency and effectiveness while creating opportunities that can positively impact those delivering the services.

Programs may—but do not always—increase revenue, decrease costs, or both.

Examples include sustainability initiatives that reduce resource use, waste, or emissions, which may in turn reduce costs; and investments in employee working conditions, health care, or education, which may enhance productivity, retention, and company reputation.

Programs in this theater create novel businesses and initiatives centered on social entrepreneurship— the entrepreneurial process of developing and funding products that address social issues.

These initiatives focus on social or environmental challenges and assess progress through the level of community good they invoke. An example of this theater would be a company recruiting women in a village, teaching them skills, and then hiring them to be the retailer for the business.4

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72% of employees are more likely to apply for a job at an organization they consider to be socially responsible5

44%

of people under age 30 strongly agree that they try to support companies and brands that have a purpose of making a positive difference in society6

Key Takeaways from CSR and ESG Experts

UNDERSTANDING ORGANIZATIONAL IDENTITY Companies must clearly understand their organizational identity to develop an effective CSR and ESG strategy.

Implementing a framework that helps corporations recognize their identity can strengthen their CSR and ESG analysis by focusing their strategy toward aligning organizational values, actions, and goals. For example, adopting a sensemaking process model framework helps companies create a cognitive mapping of their environments that connects their thoughts, language, and behaviors to their organizational character.7 CSR and ESG programs are commonly driven by stakeholder, performance, and motivation indicators. However, a sensemaking process model framework provides a more robust, conceptual basis for companies to consider their work alongside aspirational standards for impact, rather than simply analyzing their work within a certain context or timeframe.8 With this lens, scholars Basu and Palazzo define CSR as, “The process by which managers within an organization think about and discuss relationships with stakeholders as well as their roles in relation to the common good, along with their behavioral disposition with respect to the fulfillment and achievement of these roles and relationships.”

This framework challenges companies to think critically and strategically about who they are and how they behave to identify the most effective CSR and ESG initiatives that are authentic to their organizational fabric.

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EXPANDING STAKEHOLDER EQUITY Corporations must consider the value of reimagining stakeholder relationships, inclusivity, and community impact. We urge them to maximize their stakeholders’ equity beyond a financial definition by assessing how their products and services affect diverse individuals and communities. By doing this, corporations can evaluate their impact to find solutions, especially for problems they create or perpetuate.

Moreover, they have the potential to serve an array of human values that may influence significant societal transformation. This level of corporate awareness creates an opportunity to acknowledge the symbiotic relationship between society and businesses that, when cultivated, can strengthen societal health, and improve community outcomes. 9

RELATIONSHIP BUILDING WITH WORKERS The heart of corporate social responsibility is listening to workers and community members to identify their needs and find solutions. Racial equity cannot be achieved without critical communication and dialogue between diverse participants. Companies can identify fundamental challenges and necessary changes that may have been overlooked or dismissed if these voices were absent. Sometimes these changes are global, affecting the environment and influencing other companies worldwide to act. At other times these changes are local, ensuring that workers have an ergonomic workplace to produce goods in a safe environment to improve efficiency and effectiveness. Listening to and amplifying the voices of those directly impacted by company actions or their unintended consequences helps to enhance workplace relationships and drive empathy for all.10

43%

of employees are reconsidering their current job because their company is not doing enough to address social justice issues externally11

SOCIAL

climbed to the most important Environmental, Social, and Governance (ESG) priority for U.S. investors in a 2020 study of global institutional investors, increasing from 3rd to 1st 12

Brands and corporations that take a stand in response to

RACIAL

INJUSTICE

are

3X

more likely to

GAIN TRUST than lose it7

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5

53%

of consumers believe companies who issue a statement of racial justice support must follow up with concrete action to avoid being seen as exploitative/ opportunistic14

71%

of Americans would be more likely to buy from a company if it did a better job talking about how it is helping to solve the climate crisis15

84% of global consumers consider sustainability important when choosing a brand 16

CENTERING SOCIAL GOOD As companies create their CSR and ESG strategy, they must prioritize the good they seek to create and connect it with their business goals. Increased business efficiency or sales should be a byproduct of the social good centered on the initiative. Companies successfully accomplish this by:

Transforming their business models to align with social good Establishing evaluation metrics that determine if the value their services and products create positively influences customers and other community members Making it a priority to contribute more than they acquire

To accomplish this goal, companies must design a CSR and ESG strategy that connects to other business goals. This method reinforces the alignment and interlaces their principles into workstreams. It should be so integrated that performance measures include an assessment of the CSR and ESG principles17

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CSR and ESG Programmatic Area Snapshot: Racial Justice, Workers’ Rights, Environmental Justice, & Global Impact The following section describes four CSR and ESG programmatic engagement areas from various corporations. Organizations were selected based on their work within each category, program scale, and evidence of social impact.

Note: The selected organizations are not an endorsement of the company or biased recognition that their work adequately addresses all social impact efforts. Instead, they serve as models for replication, observation, and a benchmark of how to advance CSR and ESG efforts. As social problems continue to persist, we encourage all organizations to improve their current

46% of consumers pay close attention to a brand’s social justice efforts before purchasing a product18

70%

of consumers want to know what the brands they support are actually doing to address social issues.19

CSR and ESG programs and strategies.

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Applying a racial justice lens is critical for pursuing ethical business practices.

Without intentional intervention, it is easy for racism and implicit bias to surface and dominate hiring practices, skew promotion rates, and perpetuate discriminatory treatment for employees. Business practices void of a racial justice lens may produce unintended consequences that negatively impact consumers, such as sourcing goods from companies that disproportionately harm Black and Brown communities. Racial justice is standing in solidarity with allies and risking privilege and power to achieve equity for marginalized and disenfranchised groups. This work must be embedded in hiring practices, policies, board representation and ongoing commitments toward inclusion.

Proctor and Gamble: My Black is Beautiful Campaign sponsored by P&G with commercials promoting Black beauty and identity. The campaign employs commercials and other media to advocate for inclusion and protection for Black women. In 2019 P&G also promoted positive images of Black people in media partnering with Queen Latifah.

Increase Opportunity—Business leaders can ensure that diverse groups are included in the employee pool (especially in positions of leadership) and supply chain and ensure there is training to maintain a diverse talent pipeline.

acial

RACIAL JUSTICE

Representation—Corporations can combat negative stereotypes and include diverse voices through commercial campaigns, board membership and hiring.

Accenture: The Black Founders Development Program was created at Accenture to invest in startup organizations that are run and founded by Black-founded people.

Hewlett Packard: The company pledged to increase supplier diversity to 10% and to double the amount of Black and Brown executives by 2025.

Sponsorship and Partnership—Companies and stakeholders may partner with other organizations who are committed to full-time social justice work to collaboratively facilitate change.

Ben and Jerry’s: In support of racial justice efforts, the company partnered with organizations whose missions’ advance racial justice such as Color of Change and Poor People’s Campaign.

CBCF Fellowship, Internships and Scholarships: CBCF fellows and interns gain government and business experience as a premier pipeline program for future Black leaders. These opportunities are sponsored by various corporations. To find a list of the fellowships and their sponsors please visit this website.

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acial Justic

Research—Organizations may conduct research to benchmark current levels of diversity and evaluate levels of racism in the industry to understand what work needs to be done and hold companies accountable for improvement.

Sephora: Considering the implicit discrimination and calls for diversity in retail, Sephora conducted a racial bias research study from 2019 to 2020. Retailers, including Sephora, are now using the findings to reposition their work, products, and practices.

Product Advocacy—Corporations may use goods and tools to promote messages and donate the proceeds to racial justice causes.

Ben & Jerry’s: In protest to racism and discrimination, the company created a “Pecan Resist” flavor sold in stores.

The organization then donated $100,000 to organizations helping to mitigate racism and xenophobia.

Nike: After Colin Kaepernick protested police brutality and criminal justice in 2016, Nike featured him in commercials and ads, further amplifying his message and maintaining him as a brand ambassador despite his non-affiliation with a professional sports team. The company made efforts to redefine their marketing with solidarity. Moreover, Nike continued their work by committing to give $140 million to social justice causes in collaboration with Michael Jordan and partnered with Black Girls Code, National Urban League, Black Voters Matter, and the Equal Justice Initiative.

What We Hope To See: Mental health resources for Black, Indigenous, and People of Color (BIPOC) employees, support for racebased interest groups and executive team members to address concerns and uplift initiatives, a dedicated percentage of brands, retailers, and employees from BIPOC groups, and transparent practices to ensure equity.

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Protections and benefits for workers should not be reserved for high earning employees— every worker deserves basic rights. Still, depending on the level of vulnerability, corporations often limit offerings and diminish benefits for workers that have challenges identifying and securing employment. Communities of color are more susceptible to these limited offerings which present barriers to economic mobility. This may include lower rates of attaining a college education, obtaining higher-paying jobs, and limited negotiating power.

In the absence of these privileges, it benefits Black communities to have a minimum standard of compensation and protection from companies to guarantee safe conditions, job security and living wages and to reduce the racial wealth gap.

Workers’ rights are the series of policies and decisions to ensure safe and equitable working conditions for employees. This includes offering ergonomic conditions, recovery periods, and a living wage to help employees support themselves and their families. When employees can meet their personal needs, they are better people and better employees.

Fair Pay and Consistent hours—One of the most direct ways an employer can influence their employees’ well-being is through fair pay. They can advance these efforts by establishing a minimum wage that is a living wage, defined as the pay that would help workers meet minimum needs such as food and shelter.

orkers’

WORKERS’ RIGHTS

Costco: In 2022, Costco committed to a $17 hourly wage with a guarantee of minimum hours set two weeks in advance. In recent years, they have raised their minimum in dollar increments. They also give employees a check bonus twice a year.

Target: In July 2020, Target instituted a $15 hourly wage, permanently raising its wages as one of the largest employers in the United States.

Paid Leave & Rest—Expanding one’s family is a key step in workers’ lives. To support employees, employers may provide job protections for the recovery period after birth or adoption to heal and bond with the new baby. During this leave, employers also continue to pay their employees so that their financial needs are met, permitting them to smoothly transition back to the workplace.

Netflix: The parental leave policy is not based on a specific number of days, but a concept. “Take care of your baby and yourself” is their guiding approach that provides flexibility based on the amount of time needed for your family. This policy is for any parent regardless of their sexual identification and parenting status. This policy is coupled with an unlimited vacation policy.

Facebook/Meta: To recognize the need for rest, Facebook instituted a 30-day break every five years for long-term employees.

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orkers’ Right

Continuing Education—To help workers enhance their skills and qualify for higher-level jobs, employers offer pathways to continue education.

Starbucks: Through the Scholarships College Achievement Plan, employees receive 100% tuition costs paid through Arizona State University.

Employees who do not initially receive admission may take classes paid for by Starbucks to help them improve their chances at enrollment.

Publix: The tuition assistance program offers up to $16,000 for tuition reimbursement for an array of undergraduate programs. Publix offers a lower level of assistance for majors outside of their priority.

Stock Options—Each employee plays a role in company success. To acknowledge their contribution, reward efforts, and incentivize retention, employers are offering employee stock options. Stock can greatly increase employee equity and compensation and may give employees a deeper connection to the company and work as a minority owner.

Cheesecake Factory: The Cheesecake Factory offers stock options for the management team to become shareholders. In 2020 they offered $210 million to employees via stock.

What We Hope To See: A livable wage based on the cost of living in the area indexed with inflation, basic benefits packages including health insurance provided to all employees, predictable schedules confirmed at least two weeks in advance and inclusive paid leave and flexible time to return.

Intuit: The Employee Stock Purchase Plan at Intuit permits all employees to have access to equity programs. The employee’s job level and number of years committed determines the type of stock, if it is automatically granted or needs to be purchased and the vesting schedule.

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Communities of color are disproportionately victimized by environmental hazards and are far more likely to live in areas with heavy pollution. People of color are more likely to die of environmental causes, and more than half of the people who live close to hazardous waste are people of color. The stakes are higher for Black and lowincome communities, who are disproportionately affected by air pollution in the United States.20 Environmental Justice (EJ) is the fair treatment and meaningful involvement of all people regardless of race, color, national origin, or income, with respect to the development, implementation, and enforcement of environmental laws, regulations, and policies.21 Emerging ESG and EJ policy trends include common elements seeking to protect vulnerable communities from the burdens of environmental harm. This may include taking steps to reduce its carbon footprint, restructuring business operations to adopt policies that mitigate negative externalities, and centering environmental consciousness that will protect vulnerable communities from the burdens of environmental harm.

nvironme Justic

ENVIRONMENT JUSTICE

Reducing Carbon Footprint—Carbon emissions have devastating effects on the environment, especially as many companies are responsible for emitting copious quantities into the atmosphere through business operations. Reducing one’s carbon footprint minimizes the amount of greenhouse gases emitted and can mitigate the effects of global climate change.

American Electric Power (AEP): As part of decommissioning of coal-fired assets and the decarbonization of their generation portfolio, AEP announced plans to retire an East Texas fossil fuelburning power plant by 2023. In creating the closure plans, AEP partnered with the Just Transition Fund to convene a community transition taskforce and draft a high-level action plan for local economic diversification within six months of closure. The transition taskforce also helped relocate members of the plant’s workforce into new jobs outside of coal.

Apple: The Power for Impact Initiative brings clean, renewable energy solutions to communities most affected by climate change around the world.

Further, its Supplier Clean Energy Program advances clean energy through its manufacturing supply that reduces product-related carbon emissions, creates a more resilient supply chain, and contributes to healthier communities.

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nvironme Justic

Recycling Materials—Recycling materials are the process of collecting and processing materials that would otherwise be thrown away as trash and turning them into new products. Recycling can benefit communities and the environment by reducing waste and harmful toxins near Black and low-income communities.

LEGO: In 2019, LEGO launched LEGO Replay, a pilot program that will accept all previously used LEGO bricks and donate them to children’s non-profits in the United States. The effort is a collaboration with Give Back Box, Teach for America, and Boys & Girls Clubs of Boston.

Nike: The Nike Grind program uses footwear and surplus manufacturing materials transformed into new shoes and apparel, running tracks, basketball courts, outdoor play equipment, and more. It has recycled 30 million pairs of sports shoes.

Climate Equity and Food Insecurity—Climate equity ensures the just distribution of the benefits of climate protection efforts and alleviates unequal burdens created by climate change. Food insecurity is the state of being without reliable access to enough affordable, nutritious food. Climate equity helps to preserve grassroots mobilizing efforts to ensure protections against environmental degradation, while food security helps Black communities gain access to food and healthy options, often a result from living within a food desert.22 Patagonia: The Patagonia Action Works program supports grassroots activists and organizations working to find solutions to the environmental crisis. The initiative provides customers and stakeholders with educational resources on environmental justice and makes the company’s stance clear: “environmental justice is racial justice.”

What We Hope To See: Expanded environmental justice programs that concentrate efforts in Black and Brown communities through researching the environmental impact of their products on the community and how their interventions are improving conditions for Black people.

Panera Bread: At the end of each day, Panera Bread donates all unsold bread and baked goods to local area hunger relief agencies and charities as part of its local Day-End Dough-Nation program.

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Black communities across the global diaspora are impacted by business operations who must be prioritized when considering equitable treatment and opportunity. Enterprises can affect the human rights of their employees and contract workers, their customers, workers in their supply chains, communities around their operations and end users of their products or services. They can have an impact—directly or indirectly—on the entire spectrum of internationally recognized human rights.

Coca-Cola: The 5by20 Program addresses structural inequalities and economic barriers that women entrepreneurs face by providing business skills training, mentoring networks, financial services, and other assets to support women and their businesses.

lobal

GLOBAL IMPACT

Gender Equality—As we strive to use an intersectional lens to racial justice, gender equality is necessary to increase access to resources, skills and knowledge needed to close the gender gap we see worldwide.

Gap, Inc: The Personal Advancement & Career Enhancement (P.A.C.E.) program provides women and girls in the global apparel industry the opportunity to thrive with foundational life skills, technical training, and support to advance at work, in their lives, and in their communities. More than 1 million women and girls have directly participated in the program across 19 countries.

Humanitarian & Disaster Relief—This initiative helps disaster-stricken communities rebuild by enhancing preparedness, urgent response, and recovery efforts through its disaster response network.

UPS: Humanitarian Relief and Resilience Program provides medical drone networks to deliver supplies medications and resources to rural communities, global disaster response, and public private partnerships to support supply chain engagement models.

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Global Impac

Water Security—This social issue encompasses ideas and concepts about sustainability, integration, and adaptiveness of water resource management. As many communities in the global Black diaspora face challenges accessing clean water, attaining water security is integral for sustaining healthy and functional communities.

Coca-Cola: RAIN Program (Replenish Africa Initiative) aims to improve the lives of people in Africa through Water, Sanitation and Hygiene (WASH) programs and other water-based initiatives. Since 2009, RAIN has worked to address specific community needs— deploying a vast network of partners including governments, the private sector and civil society.

Starbucks: In January 2020, Starbucks set an ambitious goal to conserve or replenish 50% of water used in green coffee production in our direct operations, as part of the company’s multi-decade commitment to become a resource positive company. In August 2021, Starbucks expanded this goal to include global operations, agricultural supply chain, and packaging, increasing the projected water conserved or replenished and addressing some of the biggest impacts on Starbucks water footprint.

What We Hope To See: Applied culturally competent approaches to mitigating global hunger and humanitarian efforts through employing, equipping and empowering local experts and community members to implement change.

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10 Essential Questions to Ask to Evaluate Racial Equity Progress In response to the 2020 murders of Breonna Taylor, Ahmaud Arbery, and George Floyd, many companies have made significant contributions and pledges toward advancing racial equity within their internal organizational structures and for the broader Black community.

Today and for the years to come, community members must continue to hold corporate leaders accountable and assess their progress for upholding their promises. We urge top executives to answer tough questions to determine if their organizations have remained dedicated to their commitments or must improve their efforts to move the needle further.

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Here we offer 10 questions to help companies evaluate their progress toward achieving racial equity.

This may also serve as a catalyst to create new strategies to bolster efforts in hopes of maintaining previous momentum and engagement.

1.

Beyond financial contributions and donations, what other sustainable initiatives is our company doing to advance racial equity?

2.

What anti-racism personnel policies and racial-equity training have been instated?

How frequently?

3.

What does pay equity look like at our company?

4.

How have we advocated and lobbied for racial justice policies at the local and/or federal level?

5.

What does supporting Black employees look like in our company? How are the voices of Black employees centered in the conversation around how they can be supported?

6.

Do our metrics demonstrate a commitment toward hiring and promoting more Black employees in our company? Are Black attrition rates trending positively or negatively?

7.

Is equitable representation present at every level of leadership and within our workforce?

8.

How are we including stakeholders to assess if newly implemented changes appropriately address their needs? Have we gathered a diverse group to confirm?

9.

Have our efforts dwindled since the last high-profile social justice event?

10. Have we fulfilled our commitments toward advancing racial justice?

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Representation and Inclusion Ensure that there is diversity and equitable representation within all realms of the organization’s footprint, including leadership, supply chain, and media presence.

Dignified Employee Standards

Best Practices

Establish a minimum standard of care (protections & benefits) for every employee, regardless of their position within the company.

Ethical Practices As we build on guiding principles from practitioners in the field and consider the lived experiences of Black people who are most impacted by corporate movements, we offer the following best practices that can help advance racial equity within CSR and ESG programs.

Institutionalize ethical operational practices that are environmentally and socially conscious and align with the organization’s character.

Authentic Advocacy Take a clear stance and stand up for injustice that is not a reactionary or performative response to social injustice.

Local and Global Supports Support local communities and grassroots organizing efforts domestically and internationally.

Impact Evaluation Assess and identify root causes of issues that need solutions. Carefully design strategic plans with key stakeholders to create attainable, measurable, and specific goals.

Measure if the intervention or initiative is generating meaningful impact by tracking program metrics while continuously making improvements along the way.

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ENDNOTES 1

Countable. (2020). TAKE FIVE: Lessons Learned From Industry Leaders in Corporate Social Responsibility.

“G&A Institute Publishes ‘2021 Sustainability Reporting in Focus.’” (2020). Governance and Accountability Institute. https://www.sustainability-reports.com/ga-institutes-publishes-2021-sustainability-reporting-infocus-trends-report/#:~:text=G%26A’s%20research%20found%20that%2092,the%20largest%20U.S.%20 public%20companies.

2

3 Niemoller,J. (2022). 25 ESG Statistics You Need to Know in 2022. https://www.navexglobal.com/blog/article/ environmental-social-governance-esg-global-survey-findings/

Ranga, V.K , Chase, L., & Karim, S. (2015, Jan-Feb.). “The Truth About CSR.” Harvard Business Review. https://hbr.org/2015/01/the-truth-about-csr

4

5

Sustainability at a Turning Point, IBM, 2021

6

Radically Better Future, BBMG and GlobeScan, 2020

7

2021 Edelman Trust Barometer Special Report: Business and Racial Justice in America, Edelman, 2021

Basu, K., & Palazzo, G. (2008). Corporate Social Responsibility: A process model of sensemaking. Academy of Management Review, 33(1), 122–136.

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9 Birwatkar, V. P. (2017). Corporate Social Responsibility: All at Sea. The Journal of Territorial and Maritime Studies, 4(2), 66–86. https://www.jstor.org/stable/26664154 10 Motthida, Chin. Be the opportunity: the heart and soul of corporate social responsibility. Journal of Fair Trade.

Vol. 1(1):27-35. DOI: 10.13169/jfairtrade.1.1.0027 11

Porter Novelli Focus: All Gender, Porter Novelli, 2021

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2021 Edelman Trust Barometer, Edelman, 2021

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2021 Edelman Trust Barometer Special Report: Business and Racial Justice in America, Edelman, 2021

Gond, J.-P., Cabantous, L., & Krikorian, F. (2018). How do things become strategic? ‘Strategifying’ corporate social responsibility. Strategic Organization, 16(3), 241–272. https://www.jstor.org/stable/26978089 14

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2021 Edelman Trust Barometer Special Report: Business and Racial Justice in America, Edelman, 2021

16

Business Action for Climate Crisis, Porter Novelli, 2021

17

Sustainability at a Turning Point, IBM, 2021

Schaeffer, L. (2019, October 2). Consumers expect the brands they support to be socially responsible.

Business Wire. Retrieved June 21, 2022, from https://www.businesswire.com/news/home/20191002005697/en/ Consumers-Expect-the-Brands-they-Support-to-be-Socially-Responsible

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19 Schaeffer, L. (2019, October 2). Consumers expect the brands they support to be socially responsible.

Business Wire. Retrieved June 21, 2022, from https://www.businesswire.com/news/home/20191002005697/en/ Consumers-Expect-the-Brands-they-Support-to-be-Socially-Responsible

Patnaik, A., Son, J., Feng, A., & Ade, C. (2020, August 15). Racial disparities and climate change - psci. Princeton University. Retrieved June 21, 2022, from https://psci.princeton.edu/tips/2020/8/15/racial-disparities-andclimate-change

20

Environmental Protection Agency. (n.d.). EPA. Retrieved June 21, 2022, from https://www.epa.gov/environmentaljustice

21

Bowen, J. (2020, December 7). Food equity: Our social awakening. Clean Label Project. Retrieved June 21, 2022, from https://cleanlabelproject.org/blog-post/food-equity-our-social-awakening/?gclid=Cj0KCQjw2MWVBhCQARI sAIjbwoPrJSL8_KVH_pzrnp8BqqBSe392snF2gdPVRbVWkx__LRmctp-a0DcaAi17EALw_wcB

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