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2020 Starbucks 2020 Progress Report

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2020 Starbucks 2020 Progress Report A Report to Starbucks On the Progress of its Efforts to Promote Civil Rights, Equity, Diversity, and Inclusion February 24, 2020 Starbucks 2020 Progress Report Contents I. Executive Summary 4 II. Message from Eric Holder 6 III. Methodology 8 IV. Starbucks’ Efforts to Promote Civil Rights, Equity, Diversity and Inclusion 9 Sustaining the Third Place 9 Trainings and Other Educational Resources 9 Leadership Experience 2019 14 Engagement with Law Enforcement to Support the Third Place 16 Updates on Key Recommendations from Listening Sessions and to Sustain the Third Place 18 Fostering an Internal Culture of Equity and Inclusion 22 Partner Base 22 Inclusion and Diversity Leader 25 Hiring Initiatives 25 Enterprise Workforce Goals 26 Broadening Approach to Diverse Representation and Inclusion 27 Enhanced Tracking Systems 27 Other Key Initiatives 28 Pay Equity 28 Expanded Benefits 29 Commitment to Supporting the Mental Health of Partners 29 Family Expansion Reimbursement Benefit 31 Accessibility Resources 31 Updates on Recommendations for Fostering an Internal Culture of Equity and Inclusion 32 Anti-Discrimination Policy and Training 35 Updates on the Recommendations for Fostering an Internal Culture of Equity and Inclusion 36 2 Starbucks 2020 Progress Report Strengthening Communities 41 Expanding Community Stores 41 Metro Support Strategy 42 Direct Community Investments 42 Expanding Military Family Stores 43 Opening Third and Fourth Signing Stores Globally 43 Updates on Recommendations to Advance Community Engagement 45 Importance of Leadership 48 Updates on Starbucks’ Progress Toward Continued Leadership 49 3 Starbucks 2020 Progress Report I. Executive Summary In January 2019, Starbucks published a Report prepared by former Attorney General Eric Holder that evaluated Starbucks’ commitment to civil rights, equity, diversity, and inclusion. This assessment was one of many commitments that Starbucks made following the arrests of Donte Robinson and Rashon Nelson in April 2018, as the Company worked to mitigate the effects of implicit bias in its stores, and to ensure that all of its customers and partners were treated equally. The Report found that Starbucks’ policies and procedures promoted diversity, inclusion, and equal treatment, and offered several recommendations for continued progress in these areas. It also documented Starbucks’ current initiatives and historical efforts to be “a different kind of company”—one that strives to promote civil rights—for its workforce, its customers, and the communities the Company serves. The 2019 Report noted, however, that it would be important to reassess the Company’s efforts in the future, to ensure that Starbucks’ commitment endured. In the year since Starbucks published the 2019 Report, the Company has sustained its commitment to leadership on issues of civil rights and diversity and fulfilled many of the commitments and recommendations described in the 2019 Report, in some cases going beyond what we recommended. While the Company’s commitment to further this work is ongoing (and expected to continue), this Progress Report describes Starbucks’ efforts during the last year to operationalize the Company’s commitment to civil rights and equal treatment in the four categories discussed in the 2019 Report: (1) Sustaining the Third Place; (2) Fostering an Internal Culture of Equity and Inclusion; (3) Community Engagement; and (4) The Importance of Leadership. Starbucks’ progress in each of these areas is described below. Sustaining the Third Place: Starbucks’ concept of a third place in which everyone feels welcomed cannot exist if some customers are treated unequally because of bias. Starbucks has developed new material in its “Third Place Development Series,” featuring diverse speakers and rich content on topics ranging from mindful decision making to mental health. To promote a deeper understanding of implicit bias among its partners, the Company commissioned Arizona State University to develop, in collaboration with more than 50 subject-matter experts, a publicly available 15-part curriculum called “To Be Welcoming” and updated trainings to include role- playing exercises on 12 of the most common disruptive behaviors faced by partners in cafés. Fulfilling a commitment CEO Kevin Johnson made after Philadelphia, Starbucks gathered together more than 12,000 leaders, including all U.S. and Canada Store Managers in Chicago in September 2019 to redefine “what it means to be a leader” at Starbucks. Starbucks has also continued to build relationships and trust with law enforcement, which is critical to maintaining the safety of the Third Place, through interactive “Coffee With a Cop” meetings, in addition to other events and law enforcement alliances. 4 Starbucks 2020 Progress Report Fostering an Internal Culture of Equity and Inclusion: As recommended in the 2019 Report, Starbucks hired a Chief Inclusion and Diversity Officer, Nzinga Shaw, who will be a leader accountable for integrating Starbucks’ inclusive and equitable practices in hiring, development, leadership, and compensation across the organization. The Company has also refined its representation goals and broadened its approach to inclusion and diversity in placements, promotions, retention, and compensation, brought a global focus to gender pay equity, and made meaningful expansions to the Company’s benefit programs, concentrating on mental health in response to partner input. Starbucks also implemented the revisions recommended in the 2019 Report to its EEO statement and its anti-discrimination and anti-harassment policies to create more transparency and accountability by Starbucks for customers and partners. Community Engagement: Starbucks has a long history of community engagement, a commitment reflected in the Company’s Mission and Values. In the last five years, Starbucks has opened 14 Community Stores designed to empower local communities, and it will soon open a 15th. In a significant expansion of this commitment, Starbucks will open a total of 100 Community Stores in the next five years, each of which will include a designated space for community events and meetings. Starbucks has also launched two creative partnerships with United Way Worldwide—one involving local United Way affiliates partnering with Community Stores to create community-based programming, and the other featuring United Way “outreach workers” who will assist individuals struggling with homelessness, mental illness, and addiction in and around certain Starbucks stores. Starbucks has also expanded its FoodShare program in partnership with Feeding America to provide meals to those in need. Finally, the Starbucks Foundation invested more than $10 million in communities in 2019, and consistent with one of the 2019 recommendations, Starbucks announced that it will invest $10 million in four community lenders “to drive economic opportunity in Chicago.” The Importance of Leadership: Starbucks’ leadership continues to set the right tone from the top, investing monetary and hands-on partner resources necessary to follow through on the Company’s commitments, while also sharing openly to the public—at no cost—the lessons that Starbucks has learned from its efforts to promote civil rights, diversity, equity, and inclusion. These include trainings and case studies that focus on anti-bias efforts, including Starbucks’ “To Be Welcoming” series. Starbucks has continued to lead in other areas as well. On April 2, 2019— Equal Pay Day—Starbucks and 20 other U.S. employers across industries signed a letter pledging to uphold a shared set of equal pay principles. 5 Starbucks 2020 Progress Report II. Message from Eric Holder A year ago, I reported the results of an assessment I conducted of Starbucks’ efforts to promote civil rights, equity, diversity, and inclusion for its partners and its customers. Following a months-long evaluation that I conducted with a team of lawyers from Covington & Burling, LLP, I concluded that the Company’s commitment to minimizing the effects of implicit bias in its stores and among its workforce was genuine, and that Starbucks had taken a number of steps to promote equity, diversity, and inclusion in its stores and in the communities it serves. It was clear to me that Starbucks’ efforts to promote civil rights were much more than window dressing. They reflected a sincere commitment from the Company’s senior leadership, including Starbucks’ CEO, Kevin Johnson. Starbucks asked that I include in my Report recommended steps that it might take to improve in the areas my team evaluated, and we included several. When I met with Kevin near the end of the project, he assured me that Starbucks’ work to be more inclusive and equitable would continue, and that the Company would consider our recommendations seriously. I believed him, but I did not expect to be involved in the Company’s ongoing efforts. But last fall, the Company asked me to take on a new project, to evaluate the progress Starbucks had made over the last year and I agreed. This Report is the result of that effort. Starbucks has made significant progress during the course of the last year, both within its own business and workforce, and in the communities it serves. This Report is not designed to provide an in-depth assessment of each of the Company’s actions taken in response to our 2019 recommendations, but rather to highlight the key areas of progress and the challenges that remain. I did not expect Starbucks to implement every recommendation we made, or for the Company to implement them in
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