Data gathered - August 1st & 2020 Annual Reports of respective companies
Disclaimer: The Positive Influence Score is a qualitative measurement designed by JIN. It comprises two sub-scores, the "Editorial Score" and the "True Impact Score".
● The Editorial Score – maximum of 50 points out of 200
To establish the narrative of the C-levels, we reviewed the share of posts dedicated to:
→ diversity & inclusion (10 points)
→ employee well-being and future of work (10 points)
→ to innovation and Tech4Good (10 points)
→ to sustainability / green topics (20 points)
All of the above are categories that touch topics within a C-levels area of responsibility and are indicators of a more stakeholder directed communication and positive impact. They are aimed to measure whether leaders place priority on these matters.
So Jane Doe, who works at the Jane Doe Corporation Inc. posts regularly on Linkedin, on a diverse set of topics that are more or less related to his professional activities, but encompass areas beyond the skill based aspect of his job. Of the 80 posts of the past year:
Five are related to diversity and inclusion. Therefore his Diversity & Inclusion sub-score will be 0,0625 ((5/80)*10 = 0,625).
Five are related to future of work and employee well-being. Therefore, his future of work subscore will be of 0,625 (5/80 * 10 = 0,625).
Five speak to Tech4Good, so his Tech4Good subscore will be of 0,625 (5/80 * 10 = 0,625)
Fifty-five relate to green topics and sustainability, his sustainability subscore will be of 13,75 (55/80 * 15 = 13,75).
This makes a grand total Editorial Score of 15,6 out of 50 possible (0,625+0,625+0,625+13,75 = 15,6)
● The True Impact Score- maximum of 50 points out of 200
Aims to measure if the editorial line and narrative of the C-level on Linkedin is backed by real life facts gathered in their respective companies´ annual reports. This score measures company performance in these categories, not specific individuals or C-level performance.
However, we believe it represents valid indication for potential dissonance between communicated priorities and actual priorities as C-levels not only hold tremendous power on company objectives and activities but also over their own editorial line.
Completely in line with the Editorial Score categories, the True Impact Score measured:
→ the share of diversity representatives in Board of Directors (company diversity subscore) (10 points)
→ the share of women in management positions (female representation subscore) (15 points)
→ the ratio of UN Sustainability Goals towards which the company actually contributes / the share of revenue engaged towards sustainable projects (sustainable investment subscore) (15 points)
→ Glassdoor ranking of the company (employee well-being subscore) (10 points)
The Jane Doe Corporation Inc. (of which Jane Doe is CEO) has :
- two women and two people of ethnic minorities on its board of directors which is composed of a total of 12 directors. Subsequently, the diversity subscore will be 3,3 ((2+2)/12)*10 = 3,3).
- 20% of management positions are female, so the female representation subscore will be of 3 ((20/100)*15 = 3)
- In 2020, 10% of Jane Doe Inc. were invested into sustainability projects, making part of the sustainability score 1,5 ((10/100)*15 = 1,5) and the other part of the sustainability score of the Jane Doe Corporation amounts to 4,4 ((5/17)*15) as it reports to directly invest into 5 of the 17 UN Sustainability Goals. The total sustainable investment score will amount to 2,95 ((1,5+4,4)/2 = 2,95)
On Glassdoor, Jane Doe Inc averages ⅘ stars from previous and current employees, amounting to 8 points ((⅘)*10 = 8) for the employee wellbeing score.
In total, Jane Doe, as the C-level of Jane Doe Inc receives 17,5 of 50 points( 3,3+3+2,95+8) for true impact.