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Business and Racial Justice

Special Report | 36 pages

Special Report: Business and Racial Justice in America

2 Margin of error: • U.S. total margin of error: +/ - 2.2% (n=2,000) • Ethnicity -specific data margin of error: Non-Hispanic White +/ - 2.7 % (n= 1,283) ; Black, Hispanic, and Asian +/ - 4.4% (n=500) 2022 Edelman Trust Barometer Special Report Business and Racial Justice in America Fieldwork: April 19 – April 25, 2022 U.S. Online Survey • 2,000 general population respondents • All data is nationally representative based on age, region, gender, ethnicity • Racial and ethnic segments • All racial and ethnic segments are nationally representative based on age, region and gender **Asian includes Native Hawaiian and Pacific Islanders Male 49% Female 51% 18- 34 29% 35- 54 34% 55+ 37% Demographic Composition Northeast 19% Midwest 23% South 36% West 22% Republican 28% Democrat 44% Ind./Third -party 23% White n=1,283 Black n=500 Hispanic n=500 Asian** n=500 Fieldwork for other data cited: April 2021: collected between April 19 and 26, 2021 May 2022*: collected between May 17 and 20, 2022, the week following the May 14 Tops grocery store shooting in Buffalo, NY *Note: the sample sizes collected in May vary from those in the rest of this report.

EMPLOYERS FAIL TO HEED GROWING CALL FOR RACIAL JUSTICE

4 Percent who say 2020 – 2022: AMERICA IN A STATE OF CONSTANT ELEVATED ANXIETY OVER RACISM 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q1. How concerned are you about systemic racism and racial injustice in this country? 7-point scale. General population, U.S. Data is a sum of codes 5-7. May 2022 data came from a separate flash poll conducted between May 17 and 20, 2022. I am concerned about systemic racism and racial injustice in this country 79 63 69 65 64 62 67 June 2020 Aug 2020 Sept 2020 Apr 2021 June 2021 April 2022 May 2022 Racially -motivated mass shooting at Tops grocery store in Buffalo, NY Concerns re- ignite following shooting of Jacob Blake in Kenosha, WI First wave fielded 2 weeks after the murder of George Floyd in Minneapolis, MN U.S. general population Murders of Michelle Go, Christina Lee, and Yao Pan Ma in New York, NY Shooting at Taiwanese church in Laguna Woods, CA Mass shooting ignites broad recognition and surge of anti -Asian hate crimes in Atlanta, GA

5 40 45 64 73 46 57 47 63 57 61 76 84 61 74 71 83 April 2022 May 2022 April 2022 May 2022 April 2022 May 2022 April 2022 May 2022 Percent who say MAY 2022: RACISM FEARS SURGE ACROSS COMMUNITIES FOLLOWING RACIALLY -MOTIVATED VIOLENCE 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q1. How concerned are you about systemic racism and racial injustice in this country? 7-point scale; code 5, concerned; top 2 box, very/extremely concerned. U.S., among Non-Hispanic White, Black, Hispanic and Asian populat ions. May 2022 data came from a separate flash poll conducted between May 17 and 20, 2022. I am concerned about systemic racism and racial injustice in this country White Black Hispanic Asian Percent who are concerned Percent who are very/extremely concerned May 14, 2022 Mass shooting at Tops grocery store in Buffalo, NY May 15, 2022 Shooting at Taiwanese church in Laguna Woods, CA +9 pt increase in very/extremely concerned +11 pt increase in very/extremely concerned +16 pt increase in very/extremely concerned

6 83 77 60 79 71 67 54 87 70 18-34 35-54 55+ Low Middle High Rep. Dem. Ind/3rd party Percent who say RECOGNITION OF RACIAL INJUSTICE GROWS ACROSS DEMOGRAPHICS 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q7. Do you personally believe that systemic racism and racial injustice exists in this country today? General population, U.S., and by demographics, and among Non-Hispanic White, Black, Hispanic and Asian populations. I believe systemic racism and racial injustice exist in this country U.S. general population 73 % +5 pts Change, Apr 2021 to Apr 2022 - 0 + 67 90 78 78 68 78 White Black Hispanic Asian Men Women +6 +10 -2 +6 +2 -1 +4 +4 +5 +6 +4 -3 -1 0 +9 Communities | Gender Age | Income | Political affiliation Significant gains among Americans age 18 - 54

7 Percent who say they have done each in response to racism in this country MAJORITY OF AMERICANS AGES 18 TO 54 NOW IN THE FIGHT FOR RACIAL JUSTICE 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Activist groupings. General population, U.S., by age. For more information on how these groupings were created please refer to the Technical Appendix. 39 30 8 31 26 12 70 56 20 Age 18-34 Age 35-54 Age 55+ I have advocated or acted against racism Advocates only Supported product boycotts Posted anti -racist content Signed petitions to support anti -racist initiatives “Liked” or reposted anti -racist content Activists Attended public protests Communicated with political or business leaders Campaigned for political candidates Volunteered with organizations fighting racism 50%

8 Among those who believe racism exists, percent who trust each to do what is right when it comes to responding to systemic racism and racial injustice in this country MY EMPLOYER REMAINS ONLY INSTITUTION TRUSTED ON RACISM RESPONSE 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q7A. For each of the institutions and groups of people listed below, please indicate how much you trust them to do what is right when it comes to responding to the problem of systemic racism and racial injustice in this countr y. 9 -point scale; top 4 box, trust. General population, U.S. “My employer” only shown to those who are an employee of an organization (Q43/1). Data is filtered to be among those who say they personally believe that systemic racism and racial injustice exists in this country today (Q7/1). 72 53 51 48 47 My employer NGOs Business Media Government -1 0 +1 -2 +1 Change, Apr 2021 to Apr 2022 - 0 + Distrust (1-49) Neutral (50 -59) Trust (60 -100) Media and government continue to be distrusted

9 Among those who believe racism exists, percent of employees who say TRUST IN EMPLOYER RACISM RESPONSE FALLS; GREATEST DECLINE AMONG BLACK AND ASIAN COMMUNITY 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q7A. For each of the institutions and groups of people listed below, please indicate how much you trust them to do what is right when it comes to responding to the problem of systemic racism and racial injustice in this country. 9- point scale; top 4 box, trust. U.S., among Non- Hispanic White, Black, Hispanic and Asian populations. “My employer” only shown to those who are an employee of an organization (Q43/1). Data is filtered to be among those who say they personally believe that systemic racism and racial injustice exists in this country today (Q7/1). Change, Apr 2021 to Apr 2022 - 0 + Distrust (1-49) Neutral (50 -59) Trust (60 -100) 74 59 71 65 White Black Hispanic Asian -3 -9 0 -9 I trust my employer to do what is right when it comes to responding to systemic racism and racial injustice in this country

RACIAL JUSTICE AT WORK: EMPLOYEES RAISE THE STAKES

11 Percent of employees who agree EMPLOYEES CHOOSE OR LEAVE JOBS OVER THEIR EMPLOYER’S RACISM RESPONSE 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q23. Please indicate how much you agree or disagree with the following statements. 9-point scale; top 4 box, agree. General population, U.S., and by demographics, and among Non-Hispanic White, Black, Hispanic and Asian populations. Data is filtered to be among those who are an employee of an organization (Q43/1). Data is a net of attributes 3, 20, and 21. I would not work for an organization that fails to speak out against racial injustice, or I have left a job in the last year because the organization has failed to address racism U.S. employees 60 % +2 pts Change, Apr 2021 to Apr 2022 - 0 + 55 63 60 52 61 59 White Black Hispanic Asian Men Women 72 60 28 56 61 63 51 71 48 18-34 35-54 55+ Low Middle High Rep. Dem. Ind/3rd party +1 +1 -3 -6 +3 +5 -2 +4 +1 0 +1 -9 -2 -1 +6 Communities | Gender Age | Income | Political affiliation Majority under age 55 chose jobs based on company racism response

12 Majority under age 55 consider workplace diversity critically important Percent of employees who agree INCLUSIVE CULTURE NOW CRITICAL TO TALENT ACQUISITION AND RETENTION 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q23. Please indicate how much you agree or disagree with the following statements. 9-point scale; top 4 box, agree. General population, U.S., and by demographics, and among Non-Hispanic White, Black, Hispanic and Asian populations. Data is filtered to be among those who are an employee of an organization (Q43/1). An inclusive work culture with a strong and well -supported diversity program is critically important to attract and retain someone like me as an employee 58 60 54 60 61 54 White Black Hispanic Asian Men Women 59 63 40 45 59 67 49 69 45 18-34 35-54 55+ Low Middle High Rep. Dem. Ind/3rd party +2 +7 -4 +2 +4 +7 +3 +5 +1 Age | Income | Political affiliation +5 -4 -7 +1 +3 +4 U.S. general population 58 % +4 pts Change, Apr 2021 to Apr 2022 - 0 + Communities | Gender

13 48 77 88 Percent of employees who agree with each statement, across amount of progress seen MORE EMPLOYEE LOYALTY, ADVOCACY, AND COMMITMENT WITH MEANINGFULL PROGRESS ON RACIAL JUSTICE 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. EMP_ENG. Thinking about your current employer, to what extent do you agree with the following statements? 9-point scale; top 4 box, agree. Question asked of those who are an employee of an organization (Q43/1). “Loyalty” is attribute 1; “Advocacy” is attribute 3; “ Commitment” is an average of attributes 4-6. General population, U.S., among those who see a lot progress (WORK_PROG/1), some progress (WORK_PROG/ 2) or no progress (WORK_PROG/3-4). 52 78 86 LOYALTY I want to stay working for my employer for many years when a lot of progress is seen + 34 pts 51 71 85 How much meaningful progress has your employer made addressing racism and racial inequities in the workplace? None Some A lot when a lot of progress is seen + 40 pts when a lot of progress is seen + 34 pts EMPLOYER ADVOCACY I would recommend my employer as an employer to others COMMITMENT I do more than what is expected to help my employer succeed

EMPLOYERS FAIL TO LIVE UP TO THEIR PROMISES

15 U.S. employees White Black Hispanic Asian My work environment is free of microaggressions 23 23 24 25 We are free of racist traditions/people 22 22 25 20 23 24 LESS THAN 1 IN 4 EMPLOYEES REPORT A WORKPLACE FREE OF RACISM 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. IDEAL_WRKPL. Which of the following, if any, are true of the organization you work for? Question asked of those who are an employee of an organization (Q43/1). General population, U.S., and among Non-Hispanic White, Black, Hispanic and Asian populations. For the full question text, please refer to the appendix. Percent of employees who say this is true of their organization

16 U.S. employees White Black Hispanic Asian Our workforce is racially representative 24 22 22 29 Mid -level managers are racially representative 18 20 19 17 We have diverse suppliers 14 22 27 22 Our executive leadership team is racially representative 15 17 18 13 Our Board of Directors is racially representative 10 14 16 11 14 16 19 19 23 Percent of employees who say this is true of their organization LESS THAN 1 IN 4 EMPLOYEES REPORT A REPRESENTATIVE WORKPLACE 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. IDEAL_WRKPL. Which of the following, if any, are true of the organization you work for? Question asked of those who are an employee of an organization (Q43/1). General population, U.S., and among Non-Hispanic White, Black, Hispanic and Asian populations. For the full question text, please refer to the appendix.

17 U.S. employees White Black Hispanic Asian Pay equity across employees 25 25 29 21 Programs for career development of racially diverse employees 18 22 25 19 Community initiatives that serve the needs of all racial and ethnic communities 20 19 21 19 Employee assistance programs for diverse employees 19 18 19 18 19 20 21 25 Percent of employees who say this is true of their organization ONLY 1 IN 4 CAN COUNT ON THEIR EMPLOYER FOR EQUITY AND INCLUSION 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. IDEAL_WRKPL. Which of the following, if any, are true of the organization you work for? Question asked of those who are an employee of an organization (Q43/1). General population, U.S., and among Non-Hispanic White, Black, Hispanic and Asian populations. For the full question text, please refer to the appendix.

18 Percent of employees who say LACK OF DEI LEADERSHIP IMPEDES EMPLOYER PROGRESS ON RACISM 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. WORK_PROG. Do you feel that the organization you work for is making meaningful progress when it comes to addressing racism and r acial inequities in your workplace? 5- point scale; codes 2- 4; not much or any progress. Question asked to those who are an employee of an organization (Q 43/1). General population, U.S., and among Non- Hispanic White, Black, Hispanic and Asian populations. WHY_NO_ACT. You said that you are not seeing any or much meaningful progress from the organization you work for when it comes to addressing r aci sm and racial inequities. Why do you feel your organization is not making much or any progress? Pick all that apply. Question asked to those who are not seeing a lot of meaningful progress (WORK_PROG/2- 4). General population, U.S. Data on the right is in rank order, showing the top 5, with ties broken by nearest decimal place. “None of the above” is excluded from the ranking. F or the full question text, please refer to the appendix. 52 % I do not see my company making much progress addressing racism and racial inequity in the workplace No one is tasked with leading DEI initiatives Too many employees worry DEI initiatives would exclude them Executives do not prioritize eliminating racial inequities Executives do not see racism as a problem No one has called for DEI Among those that don’t see much progress, top 5 reasons why (shown in rank order) 46 62 50 65 White Black Hispanic Asian U.S. employees

19 HEAD OF DEI LACKS CREDIBILITY; NO SINGLE VOICE TRUSTED 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. VOICES. Which of the following people do you trust to tell you the truth about racism, diversity, equity and inclusion matters within the organization you work for? Pick all that apply. Question asked of those who are an employee of an organization (Q43/1). General population, U.S., and among Non-Hispanic White, Black, Hispanic and Asian populations. U.S. employees White Black Hispanic Asian I do not trust anyone in the organization 28 26 26 32 My racially diverse co- workers 26 33 28 33 My direct boss/supervisor 27 22 28 24 Head of HR 24 22 24 21 The CEO 27 19 23 15 Racially diverse executives 20 21 20 14 Head of DEI 19 20 16 19 18 20 24 24 27 28 26 +1 -1 +2 +1 0 -3 +3 Percent of employees who say Highest agreement among each community I trust each to tell me the truth about racism, diversity, equity and inclusion within my organization Change, Apr 2021 to Apr 2022 - 0 +

20 U.S. general population White Black Hispanic Asian All employees 39 40 37 48 Black employees 20 23 20 17 Hispanic employees 12 13 20 11 Asian employees 11 10 11 14 White employees 9 12 10 7 No one. I do not feel anyone benefits 22 15 13 15 Percent who say each group benefits from workplace diversity, equity and inclusion initiatives ONLY 4 IN 10 AGREE DEI INITIATIVES BENEFIT ALL EMPLOYEES 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. DEI_BENE. When a workplace has initiatives that address diversity, equity, and inclusion, who, if anyone, do you feel ultimately benefits the from those initiatives? Pick all that apply. General population, U.S., and among Non -Hispanic White, Black, Hispanic and Asian populations. 19 9 12 14 21 38

RACISM AT WORK: AN URGENT NEED FOR LEADERSHIP AND ACTION

22 Percent who say THE FIGHT FOR RACIAL JUSTICE: COMPANIES MUST KEEP THE PROMISES THEY’VE MADE 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. MEET_EXP. How well do you believe companies are doing at living up to the promises and commitments they have made to address racism both within their own organizations as well as in the country? 5-point scale; bottom 2 box, failing; code 3, mediocre. General population, U.S., and by demographics, and among Non-Hispanic White, Black, Hispanic and Asian populations. Companies are doing mediocre Companies are failing/doing poorly 35 23 15 19 30 30 27 62 52 49 51 61 60 62 18-34 35-54 55+ White Black Hispanic Asian Age | Communities I believe companies are not living up to the promises they have made to address racism within their organization and the country Among ages 18– 34, 6 in 10 believe companies not keeping their promises Majority across communities

23 Percent who say CEOS EXPECTED TO GET EDUCATED AND LEAD DEI EFFORTS 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. WCEO_RESP. Which of the following things do you believe that CEOs must do in response to the systemic racism and racial injustice in this country? Pick all that apply. General population, U.S., and among Non-Hispanic White, Black, Hispanic and Asian populations. “Expectation” is a net of attributes 1-12, and 14-17. Data on the left is in rank order, showing the top 5, with ties broken by nearest decimal place. For the full question text, please refer to the appendix. 82 % I expect CEOs to do something in response to systemic racism and racial injustice Top 5 actions CEOs expected to take: Institute a policy of zero tolerance of racism Educate themselves on issues that impact communities Ensure their workforce at all levels is representative of the country as a whole Ensure there is diversity on the company’s board Foster the career growth of Black, Hispanic and Asian employees U.S. general population 77 93 89 90 White Black Hispanic Asian

24 White Black Hispanic Asian Wage inequality 66 76 71 75 Technology and automation’s impact on jobs 61 70 66 69 Prejudice and discrimination 57 73 69 71 Global warming and climate change 56 68 66 69 Whether companies should continue doing business in Russia 59 63 62 70 Systemic racism and racial injustice 56 76 66 68 Gender inequality 54 70 69 69 Immigration 49 63 64 53 LGBTQIA+ rights 49 66 58 60 32 31 38 41 40 40 41 38 45 53 54 59 60 61 61 62 63 67 Percent who expect CEOs to inform and shape conversations and policy debates about each issue EQUITY AMONG URGENT ISSUES FOR CEOS TO ADDRESS 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. CEO_RSP. For each of the following topics, please indicate to what degree corporate CEOs should be held responsible for directly helping to inform and shape ongoing conversations and policy debates. 5- point scale; top 2 box, strong/mandatory; c ode 3, some expectation. Question asked of half of the sample. General population, U.S., and among Non- Hispanic White, Black, Hispanic and Asian populations. Strong/ mandatory Some expectation

25 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. HOU_ORD. Before a CEO speaks out on the issue of racism in this country, how far along should their organization be in achieving its own racial equity - and diversity -related goals? U.S., among Non-Hispanic White, Black, Hispanic and Asian populations. Data is rebased to exclude those that said, “a CEO should NOT publicly speak out on this issue...”. CEOS: DON’T WAIT FOR PROGRESS TO TAKE A STAND Don’t wait for progress Goals established Concrete plans developed Some progress made A lot of progress made Most of its goals achieved 31 32 32 25 22 21 21 24 Asian Hispanic Black White 50% or more say CEOs have permission to speak once their company has reached this stage Percent who say: Before a CEO speaks out on racism, how far along should their own company be in achieving racial equity and diversity goals?

3 4 2 1 BUSINESS AND THE FIGHT FOR RACIAL JUSTICE: FROM WORDS TO MEANINGFUL ACTION Action earns trust The majority of Americans under age 55 will support or avoid companies and employers based on their racism response and culture of inclusion. Empower and embed DEI across operations Employers must set clear DEI commitments, allocate resources, and provide support, access and visibility to DEI leaders. CEOs must show personal commitment The CEO must set the tone and demonstrate a personal commitment to get educated about systemic racism, and to create accountability and action. Drive structural and cultural change Go beyond the words to show measurable progress on representation, create an inclusive workplace culture and enforce zero tolerance of discrimination.

SUPPLEMENTAL DATA

28 Among those who believe racism exists, percent who trust each to do what is right when it comes to responding to systemic racism and racial injustice in this country TRUST IN INSTITUTIONS TO RESPOND TO RACISM 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Q7A. For each of the institutions and groups of people listed below, please indicate how much you trust them to do what is right when it comes to responding to the problem of systemic racism and racial injustice in this countr y. 9 -point scale; top 4 box, trust. General population, U.S., and by demographics, and among Non-Hispanic White, Black, Hispanic and Asian populations. “My employer” only shown to those who are an employee of an organization (Q43/1). Data is filtered to be among those who say they personally believe that systemic racism and racial injustice exists in this country today (Q7/1). Communities Gender Region Location Age Income Political Affiliation U.S. GP White Black Hispanic Asian Men Women Northeast Midwest South West Urban Suburban Rural 18 - 34 35 - 54 55+ Low Middle High Rep. Dem. 3 rd party/ Ind % +/- My Employer 72 -1 74 -3 59 -9 71 0 65 -9 78 -3 66 +1 72 -4 71 -2 72 +1 73 -1 75 n/a 64 n/a - - 70 +1 75 -4 - - 61 -4 73 +2 83 +3 83 +9 71 -4 65 -2 NGOs 53 0 53 -1 43 -7 48 -9 53 -6 61 +1 47 0 56 +1 48 -1 55 +2 53 -3 61 n/a 46 n/a 45 n/a 51 -1 58 -4 50 +5 44 +1 55 +4 69 +1 54 +3 61 +2 41 -3 Business 51 +1 52 0 42 -6 47 -3 47 -4 59 +2 45 +2 52 +2 49 +3 52 +1 51 0 61 n/a 42 n/a 47 n/a 49 0 56 -1 48 +5 42 +5 53 +4 66 -1 58 +3 55 +1 42 +3 Media 48 -2 47 -3 38 -14 41 -11 46 -1 56 -1 42 -1 48 -5 44 0 48 -3 52 +2 59 n/a 38 n/a 38 n/a 45 -3 53 -4 45 0 40 -1 49 +3 62 -4 45 +3 57 -3 33 -3 Government 47 +1 47 0 37 -7 44 -3 42 -4 54 0 42 +3 48 0 43 -3 49 +3 48 +3 58 n/a 38 n/a 39 n/a 49 0 49 -5 44 +7 37 0 51 +5 59 0 49 +2 55 +1 34 +3 +/- Apr 2021 to Apr 2022 Distrust Neutral Trust

29 Percent who say they have done each in response to racism in this country ACTIVISM AND ADVOCACY ACROSS DEMOGRAPHICS 2022 Edelman Trust Barometer Special Report: Business and Racial Justice in America. Activist groupings. General population, U.S., and by demographics, and among Non-Hispanic White, Black, Hispanic and Asian populations . For more information on how these groupings were created please refer to the Technical Appendix. I have advocated or acted against racism Communities Gender Region Location Age Income Political Affiliation U.S. GP White Black Hispanic Asian Men Women Northeast Midwest South West Urban Suburban Rural 18 – 34 35 - 54 55+ Low Middle High Rep. Dem. 3 rd party/Ind % Advocate 23 20 31 29 31 17 27 18 18 26 25 24 23 19 31 26 12 29 20 19 15 28 24 Activist 25 19 31 33 19 27 23 27 20 25 28 39 16 10 39 30 8 19 28 28 17 34 19 Total 48 39 62 62 50 44 50 45 38 51 53 63 39 29 70 56 20 48 48 47 32 62 43

APPENDIX

31 2022 EDELMAN TRUST BAROMETER SPECIAL REPORT: BUSINESS AND RACIAL JUSTICE HOW WE SEGMENTED RESPONDENTS INTO RACISM RESPONSE GROUPS For this analysis, we took the possible responses from a question which asked respondents: “ There are many things that a person might do to help address the racism problem in this country. Which of the following, if any, have you done in response to racism in this country?” The possible answer choices are shown on the right, along with how those answers were categorized. The answer choices shown underneath denier and on the sideline are exclusive, meaning that if a respondent chooses one of these responses, they can’t choose anything else. Respondents qualify as an advocate against racism if they answer yes to any of the four advocacy choices, but none of the activist items. If a respondent answers yes to any of the activist items, they qualify as an activist against racism, whether or not they also qualify as an advocate. Possible categories respondents could fall into: 1. Denier: • I do not believe racism is a problem in this country, so I have not personally done anything to address or fight it • I do not believe that racism is a problem in this country, and I have engaged in counter protests against people or organizations that have attempted to characterize the U.S.as a racist country. 2. On the sideline • I believe racism is a problem, but I have not personally done anything to address or fight it. 3. Advocate actions: • I have supported and participated in product and business boycotts in response to a company’s racist behavior or racist policies quartile • I have signed petitions to support specific actions and initiatives aimed at addressing racism • I have “liked” or reposted content on social media that calls attention to or discusses the problem of racism • I have donated money to groups that are committed to ending racism 4. Activist actions: • I have attended public protests or marches to oppose racist behavior, incidents, or policies • I have communicated directly to political or business leaders about what I want or expect them to do to address racism • I have campaigned for political candidates that share my views regarding the importance of ending racism • I have volunteered with organizations that are committed to fighting racism

32 2022 EDELMAN TRUST BAROMETER: FULL TEXT FOR ANSWER CHOICES ABBREVIATED WORKPLACE DESCRIPTIONS Shortened Full My work environment is free of microaggressions The working environment is free of micro- aggressions (e.g., making assumptions about others based on their race, telling insensitive jokes) We are free of racist traditions/people We are free of racist traditions and racist imagery, and have publicly disavowed any of our past leaders or spokespeople who were racist Our workforce is racially representative Our workforce is racially representative of the country as a whole Mid -level managers are racially representative Mid -level managers and supervisors are racially representative of the country as a whole We have diverse suppliers We have a significant number of Hispanic/Latino, Black, or Asian American- owned businesses as suppliers or consultants Our executive leadership team is racially representative Our executive leadership team is racially representative of the country as a whole Our Board of Directors is racially representative Our Board of Directors is racially representative of the country as a whole IDEAL_WRKPL. Which of the following, if any, are true of the organization you work for?

33 2022 EDELMAN TRUST BAROMETER: FULL TEXT FOR ANSWER CHOICES ABBREVIATED WORKPLACE DESCRIPTIONS Shortened Full Pay equity across employees There is pay equity across White, Hispanic/Latino, Black, and Asian American employees Programs for career development of racially diverse employees There is leadership- skills training, mentoring, sponsorships, or internship programs to help the career development of racially diverse employees Community initiatives that serve the needs of all racial and ethnic communities Our involvement in the community and in social issues includes initiatives that serve the needs of all racial/ethnic communities Employee assistance programs for diverse employees We have employee assistance programs and other benefits that are focused on meeting the needs of our Hispanic/Latino, Black, and Asian American employees IDEAL_WRKPL. Which of the following, if any, are true of the organization you work for?

34 2022 EDELMAN TRUST BAROMETER: FULL TEXT FOR ANSWER CHOICES ABBREVIATED REASONS FOR LACK OF DEI LEADERSHIP Shortened Full No one is tasked with leading DEI initiatives No one in the organization is tasked with leading diversity, equity and inclusion initiatives Too many employees worry DEI initiatives would exclude them Too many employees worry that diversity, equity, and inclusion initiatives would exclude them from advancement opportunities Executives do not prioritize eliminating racial inequities The CEO and other executive leaders do not prioritize racism and eliminating racial inequities within the organization as an issue Executives do not see racism as a problem The CEO and other executive leaders do not see racism and racial inequity as problems within the organization No one has called for DEI Our employees have not explicitly or forcefully called for initiatives around diversity, equity and inclusion WHY_NO_ACT. You said that you are not seeing any or much meaningful progress from the organization you work for when it comes to addressing racism and racial inequities. Why do you feel your organization is not making much or any progress? Pick all that apply.

35 2022 EDELMAN TRUST BAROMETER: FULL TEXT FOR ANSWER CHOICES ABBREVIATED CEO EXPECTATIONS IN RESPONSE TO RACISM Shortened Full Institute a policy of zero tolerance of racism Institute a policy of zero tolerance of racism within their organization Educate themselves on issues that impact communities Educate themselves on the issues that impact the Black, Asian American, and Hispanic/Latino communities in this country Ensure their workforce at all levels is representative of the country as a whole Ensure that their workforce at all levels is racially representative of the country as a whole Ensure there is diversity on the company’s board Ensure that there is ethnic diversity on the company’s board of directors Foster the career growth of Black, Hispanic and Asian employees Establish programs within the workplace to foster the growth and career development of Black, Hispanic/Latino and Asian American employees WCEO_RESP. Which of the following things do you believe that CEOs must do in response to the systemic racism and racial injustice in this country? Pick all that apply

36 1. Colleagues Having Meeting In Boardroom: iStock/ Prostock -Studio via Getty Images 2. Buffalo Community Continues To Grieve In Aftermath Of Racially Motivated Mass Shooting That Killed 10 People: Spencer Platt via Getty Images 3. Asylum Seekers In Yuma, Arizona: Katie McTiernan/Anadolu Agency via Getty Images 4. Rally In New York's Chinatown Protests Violence Against Asian Americans: Spencer Platt via Getty Images 5. Memorial Grows For Doctor Killed In Southern California Church Shooting: Mario Tama via Getty Images 6. Students Protest As CA School District Considers Ban On Critical Race Theory: Leonard Ortiz/MediaNews Group/Orange County Register via Getty Images 7. March On Washington To Protest Police Brutality: Drew Angerer via Getty Images 8. President Biden Delivers Remarks On Ketanji Brown Jackson's Confirmation To Supreme Court : Anna Moneymaker via Getty Images 1 2 3 4 5 6 7 8 On The Cover