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Qualitative ESG Screens
For these qualitative screens, the PIN methodology considers the strengths of a company’s Environmental, Social and
Governance (ESG) policies and practices to determine overall portfolio suitability for each investor. Evaluations are based
on numerous factors within distinct categories. Each category may be prioritized in three levels of importance: High,
Medium or Low. Mark the level of importance you place on a category – in relation to the other categories you
consider important. Select Not a Factor if the category is not important to you.
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1) Corporate Governance -- evaluates a company’s policies and practices as they apply to Corporate Governance to best enhance shareholder and stakeholder value. Specifically,companies are evaluated in the areas of Auditing and Accounting practices; Board Accountability,Composition, Independence; and CEO Compensation.
2) Employee Relations -- evaluates a company’s performance in areas such as Employee Diversity among senior management and disclosure, Sexual orientation non-discrimination policy, Same-sex benefits, Employee benefits, and history of Strikes or Labor Actions
3) Environmental Performance– evaluates practices regarding Climate Change policy, emissions and disclosure, Environmental Policy Disclosure and Environmental Performance encompassing Superfund Sites, Green House Gas (GHG) Emissions and Environmental Fine trends.
4) Community & Politics – evaluates Community Involvement programs and policies, Lobbying expenses, Political spending disclosure, as well as involvement in Predatory Lending practices.
5) Human Rights – evaluates a company’s Human Rights policies, including child labor policy, and ties to oppressive regimes (countries that Freedom House identifies as “not free” based on its evaluation of political and civil rights.)
6) Codes of Conduct -- evaluate a company’s involvement in a series of specific programs which may include environmental, human rights, workforce or other issues Among those programs are The UN Global Compact, Clinton Global Initiative, CERES, Global Sullivan Principles and others.
7) Recognition – evaluates a company’s recognition from “top 100” and “ top 10” type lists in the areas of Diversity Recognition and Workplace Recognition, such as the “100 Best Companies to Work for.” (Note: this category tends to favor larger companies)
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