It is hard to establish whether a company supports internal sustainability efforts (ISEs) like gender equality, diversity, and general staff welfare, not least because of lack of methodologies operationalizing these internal sustainability practices, and of data honestly documenting such efforts. We developed and validated a six-dimension framework reflecting Internal Sustainability Efforts (ISEs), gathered more than 350K employee reviews of 104 major companies across the whole US for the (2008-2020) years, and developed a deep-learning framework scoring these reviews in terms of the six ISEs. Commitment to ISEs manifested itself at micro-level -- companies scoring high in ISEs enjoyed high stock growth. This new conceptualization of ISEs offers both theoretical implications for the literature in corporate sustainability, and practical implications for companies and policymakers. To further explore these implications, researchers need to add potentially missing ISEs, to do so for more companies, and establish the causal relationship between company success and ISEs.

翻译：衡量一家公司是否支持内部可持续发展努力（如性别平等、多元化和员工整体福利）十分困难，这主要是因为缺乏将此类内部可持续发展实践操作化的方法，也缺少真实记录这些努力的数据。我们构建并验证了一个包含六个维度的内部可持续发展努力（ISE）框架，收集了2008-2020年间全美104家主要公司超过35万条员工评论，并开发了一个深度学习框架，从这六个维度对这些评论进行评分。对内部可持续发展努力的承诺在微观层面体现出来——在ISE方面评分高的公司享有高股价增长。这种对ISE的新概念化既为企业可持续发展领域的文献提供了理论启示，也为公司和政策制定者提供了实践指导。为深入探索这些启示，研究者需要补充可能缺失的ISE维度，对更多公司开展此类研究，并建立公司成功与ISE之间的因果关系。