Amid the tumultuous market environment of 2020, as virtually every country grappled with the unprecedented coronavirus pandemic, another important investment movement was emerging from a tragedy of a different kind.
Generating Insights on DEI and Corporate Culture
(Fig. 1) A lack of comprehensive and comparable data is an ongoing challenge
Source: T. Rowe Price.
The interest of investors and other stakeholders in diversity, equity, and inclusion (DEI) exploded following the tragic death of George Floyd at the hands of Minneapolis police in May 2020. An extended period of protests against racial injustice followed, both across the U.S. and in cities around the world. These incidents prompted many of us as individuals to examine how we could promote positive change in our own lives, but they also caused corporations to examine their links to systemic racism and explore ways to change these persistent, destructive patterns. Corporations were responding to a variety of stakeholders as they undertook this analysis: their employees, investors, communities, potential future employees, and boards of directors. Often, corporate leaders felt it was an important moment to speak out.
In this paper, we describe the ways that DEI intersects with investment decision‑making at T. Rowe Price. We also share what we learned in 2020 after speaking with hundreds of companies about their perspectives and actions to create truly inclusive and representative workplaces.
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