The SHE Mark's JEDI Commitment

At The SHE Mark, we believe gender equality is an everyone issue. Underpinning this core value is the belief that all people deserve to be treated, respected, and valued equally. Because of this, and in consideration of the many ways our society and systems have historically and currently disadvantage certain people, we have intentionally built The SHE Mark on a foundation of

Justice, Equity, Diversity, & Inclusion:


It is important to us to maintain our values through our actions and choices in consideration of how that impacts our company and its culture, and how we impact the world around us. The SHE Mark is a social enterprise, and we are deeply aware of the responsibilities that this carries, as we work to create a new narrative of the relationship between consumers and companies, driving changes rooted in truth and public awareness to promote economic equity. We have built JEDI (or, as it’s most commonly referred to, “DEI,” standing for diversity, equity, and inclusion) into our operations at every level as a reflection of our values. Every single person working for our company is engaged on this matter as a formal aspect of their job performance.

We recognize our responsibility to use our platform and resources to amplify voices that continue to be marginalized, and to take actions that impact change. In particular, we recognize the ways in which feminism has been weaponized against Black people and people of color and has historically upheld White Supremacy; all femmes do not face the same unequal treatment. In particular, and in light of the global COVID pandemic crisis, we want to be clear that we see the struggles of the Asian community and we stand against any form of discrimintation against them. To be clear, #StopAsianHate.

While the business case for diversity is thorough, presenting it alone is a relic of past, traditional corporate structures, where profits are the only goal. As a Benefit Corporation, we find sufficient reasoning to increase diversity and inclusion in the term "justice," as in, it is right, moral, and just to make efforts to include people of all backgrounds, and understand why they may have traditionally and/or systematically been excluded previously. We want to be clear that any assumptions regarding prioritization of increasing diversity of background, thought, and experience leading to a necessity for any lowered bar or expectations of the people with whom one works are patently incorrect - research shows that diverse and inclusive organizations have greater profitability and innovation, and have smarter teams.


This Justice, Equity, Diversity, & Inclusion report will outline for you the ways in which we have built JEDI and anti-racism into our operations, and the goals we have for the future (and how we intend to work towards them). We understand the importance of educating the public about social, political, and economic issues that impact equity in the workforce and around the world. We empower consumers to take responsibility for their individual impact on the world and the economy, and are committed to highlighting voices and promoting resources to uplift underrepresented people in the workforce. 

Even though half of all women-owned businesses are owned by women of color, those businesses make up only 23% of total women-owned businesses' revenue. That's less than a quarter of what white-women-owned businesses make! If women-of-color-owned businesses were to earn at parity with white-women-owned businesses, it would add almost $1 billion to the global economy.


2019 The State of Women-Owned Businesses, American Express

How we currently incorporate JEDI into our operations:

We take initiative:

  • We organized as a Benefit Corporation;

  • We have developed formal meetings operations in consideration of creating an inclusive meeting environment;

  • We offer our employees opportunities to seek out education that will further our/their understanding of diverse life experiences and their impact on opportunities:

    • SHE will reimburse employees’ pre-approved educational expenses where the education sought in intended to grow their understanding of DEI, corporate social responsibility, management and promotion; and,

    • SHE regularly offers community education events, sourcing online education opportunities that can be accessed by all employees, such as inclusivity and accessibility workshops.

  • We have set aside non-traditional paid holidays in consideration of their significance as opposed to simply their historical use

    • For example, Election day is a paid holiday, as is Juneteenth and Indigenous People's Day 

  • We commit to seeking out diverse, sustainable contractors and partners, instead of simply going with what’s easiest or cheapest;

  • We’re building out a library of books and other written resources to educate our employees on diversity, inclusion, conscious capitalism, etc. This library is made available to all of our employees as they request. You can find a list of the books that are already in our library, here;

  • We are committed to being an educational resource for all members of our community, sharing information regarding gender equality in the economy around the world; 

  • We have set aside 250 applications which will be offered at no cost to companies owned by underrepresented demographics; and,

  • We have implemented accessibility measures across our media and communication channels by using CamelCase for any hashtags or long strings of words, and by adding captions to all visual and audiovisual content shared on social media. 

    • We’ve also added the UserWay accessibility widget to our website to allow for a multitude of navigation options when using our website. You can peruse the widget and all of its functionalities by clicking the small purple circle in the bottom left corner of your screen.

We take inventory:

  • SHE is conscious of diversifying where and with whom we spend our money, as well as who we feature in our communications and database - working to ensure that the breadth of companies and people with whom we work and interact is representative of the diversity in the world:

    • We regularly review our external communications to ensure they reflect the true diversity of society (for example, we have instituted regular review of our social media posts about people, to be sure that we feature Black people commensurate with their representation in society);

    • All applications for a SHE Mark request additional demographic information, so we can be sure that our marks and database reach and represent an accurately broad swath of communities and individuals; and

    • When reviewing options of businesses and contractors with which to spend money, we research ownership and management, and inquire closely into employee happiness and consideration to be sure that a potential contractor is in line with our values. 

  • We have recently instituted a contractor-onboarding survey, which allows contractors to self-identify according to several key criteria that we rely on to ensure we are retaining diverse professionals, including gender identity, ethnicity and race, and more;

  • Currently, at The SHE Mark:

    • We have two full-time employees, one of whom is a White woman, and one of whom is a White, semitic, gender nonbinary femme/woman; and

    • We are currently actively working with 18 contractors and businesses, of which:

      • 8 are small businesses;

      • 3 are owned and/or operated by women or gender diverse people, and 1 is gender-equally co-owned (and 10 of which do not have publicly-available ownership information); and

      • 3 are owned by non-White people.

    • We also keep several contractors “on reserve,” meaning we don’t have any currently open projects with them but we work with them regularly enough to anticipate working with them again in the near future. Of those 5 contractors:

      • 3 are small businesses; and

      • 2 are women.


How we plan to continue this work going forward:

We stay interested:

  • We will continue investing in our employees’ education:

    • By hiring educators to and reimbursing for paid events that teach our employees how to incorporate these considerations into our operations, and inform and educate our employees on our impact in society; and

    • By hiring a diverse swath of educators to ensure we are learning from multiple people with various perspectives and experiences, and to avoid “only burnout” from our advisors and teachers;

  • While we currently encourage uncomfortable conversations as they arise, we are in the process of developing a formal and regularly scheduled employee review and feedback process:

    • We are developing a considerate communications plan, which will be included in all new employee on-boarding; and

    • We are changing up the structure of our employee town halls to ensure we effectively make space for uncomfortable criticism.

We expand upon and maintain inclusiveness:

  • As we move towards being able to expand our team, we are developing a plan rooted in what research shows will ensure we meet our diversity and inclusion goals:

    • This will include de-identified hiring practices, as well as internal application of the Rooney Rule; 

    • Diversity goals will continue to be communicated as requirements of their position; and,

    • We will also include this in our onboarding process, including communication of our values, internal tracking and regular auditing of employee demographics and attendant diversity and inclusion goals, and ongoing initial-stage employment reviews.

  • We have formalized procedures to measure and address the results of stakeholder engagement by auditing and reporting this information;

  • We are expanding our definition of “stakeholders” in our 2021 Benefit Report to specifically target AAPI women; and

  • We are developing an Advisory Board to assist in our company’s growth and innovation, and we are working to ensure that there will be broad representation on such a Board, and additionally we intend to create specific spaces for underrepresented voices to be heard on each.

We intend to use our privilege and our platform to amplify the voices of people who are gender diverse, Black, Indigineous, and of various nationalities, ethnicities, and other diverse backgrounds. We are committed to transparency and accountability as we work to build an inclusive company and a more equitable world, and so we will maintain this page on our site, and will update it each year.

It is of utmost importance to us at The SHE Mark that everyone in our community be treated with respect. We are on the precipice of a conscious-capitalism revolution, and we encourage everyone to inform themselves and incorporate what you learn into your everyday life - including your job, and in your purchasing decisions. If you’d like to be more regularly updated on our work, or if you’re looking for more ways to show up for your community, we will continue to share anti-racist and anti-sexist information and educational resources on our social media accounts:


Our JEDI efforts deserve specific highlight on this page, but you can learn more about the other ways The SHE Mark is considerate of its impact on people and planet in our Benefit Statement, our Accessibility Statement, and our Sustainability Commitment, which will also stay available on our site and which we will update regularly. While these documents are separated for individual focus and ease of information access, we want to stress that none of these documents, nor the efforts and intentions therein, stands alone; anti-racism is (and to be effective, must be) incorporated into all of The SHE Mark’s operations.


We do not expect that we have everything correct, so we have created this anonymous submission form, where you can share ideas and criticisms regarding our JEDI initiatives and their impact:























If we ever fail in our mission to treat you or anyone equitably, we want to know about it. We believe wholeheartedly that everyone around the world has the right to self-determination, especially as regards their economic well-being, so please do not hesitate to reach out to us via that form or directly at


Before you go, we want you to know that you can and should hold all companies with which you engage to these or higher standards.

Last updated as of: August 18, 2021

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