Aramark Corporation (ARMK) — ESG & Values Scores

Environment story

Aramark has articulated science-based GHG reduction targets validated by the Science Based Targets Initiative and reports via multiple ESG frameworks (SASB, GRI, TCFD, CDP). However, the 10-K discloses neither Scope 1, 2, nor 3 emissions data, renewable electricity percentage, nor a specific net-zero target year. The company acknowledges climate change risks (supply chain disruption, resource availability) and client demands for lower-carbon food and waste reduction, but lacks quantitative baseline emissions or interim milestones. Past environmental settlements for underground storage tank and hazardous material handling indicate legacy compliance issues. Absence of disclosed Scope 3 emissions (product-use, supply-chain) in a food-service company with global sourcing is a material gap; deduction applied per rubric. No evidence of carbon-offset reliance detected, but lack of transparency prevents full greenwashing assessment.

Criticisms on file

Past Environmental Settlements for Underground Storage Tank and Hazardous Material Mismanagement
Source: ARMK 10-K, Governmental Regulation section: 'In the past, we have settled, or contributed to the settlement of, actions or claims relating to the management of underground storage tanks and the handling and disposal of chemicals or hazardous materials, either on or off-site.'
Undisclosed Scope 1, 2, and 3 Emissions Data
Source: ARMK 10-K: No quantitative emissions data provided in the Business or MD&A sections despite SBTi validation claim.
Climate Change and Supply Chain Disruption Risk
Source: ARMK 10-K, Risk Factors: 'The acute and chronic effects of global climate change, including the increasing frequency and severity of extreme weather, changing precipitation patterns and rising mean temperatures may result in supply chain and other business disruptions. Climate change may also impact the availability and costs of water, food or other resources or commodities that could adversely affect our ability to deliver services.'

Disclosed initiatives

Science-Based GHG Reduction Targets (SBTi Validated)

Aramark states it 'continues to work towards achieving our science-based greenhouse gas (GHG) reduction targets, which have been validated by the Science Based Targets Initiative (SBTi).' No specific target year or emissions reduction percentage disclosed in the 10-K.

Positive signal of third-party validation, but absence of baseline, interim targets, and net-zero year prevents quantification of ambition level.
Be Well. Do Well. Sustainability Platform – Planet Pillar

Aramark's 'planet goal is to promote planetary health with a focus on waste, climate, and circularity.' Reporting via SASB, GRI, TCFD, and CDP frameworks; detailed progress report to be released in H1 2026.

Framework alignment is positive; however, no specific 2025 metrics, waste diversion rate, or emissions reduction achieved are disclosed in the 10-K.
Client Sustainability Requirements & Lower-Carbon Food Offerings

10-K notes 'a number of our clients remain focused on, and continue to require us to make commitments, set targets and meet standards related to environmental sustainability matters, such as waste management, greenhouse gas emissions, including lower-carbon food offerings, animal health and welfare, deforestation and land use.'

Indicates demand-driven compliance but no company-level commitment or progress metrics disclosed.

Social story

Aramark reports strong diversity metrics at the workforce level (56.5% female overall; 61.7% underrepresented minorities in total U.S. workforce; 57% female in CEO direct reports; 36% female board representation). The company emphasizes employee engagement via 11 global ERGs, disability-inclusion awards (9 consecutive years), and volunteer initiatives. However, the 10-K does not disclose CEO-to-median-worker pay ratio, union sentiment/strikes within 24 months, or documented supply-chain human-rights audits (e.g., DRC cobalt sourcing). High workforce turnover is evident: ~90,000 new hires in FY2025 (~32% of U.S. hourly workforce); 39,000 employees unionized in U.S./Canada (14% unionization rate). No material labor disputes are reported. Leadership diversity improves at board level (36% female) but salaried management skews male (53.4%) relative to hourly (42.4% male). Supply-chain human rights commitments are mentioned only as supplier eligibility criteria; no third-party audit findings or remediation disclosures present.

Criticisms on file

High Hourly Workforce Turnover and Labor Acquisition Intensity
Source: ARMK 10-K: 'in our FSS United States segment, in fiscal 2025, we hired approximately 90,000 new employees, compared to approximately 93,000 in fiscal 2024, made up of 94% hourly employees and 6% salaried employees.' This implies high churn in frontline roles.
Union Concerns About Outsourcing and Job Loss
Source: ARMK 10-K, Risk Factors: 'labor unions representing employees of some of our current and prospective clients have occasionally opposed the outsourcing trend as they believed that current union jobs for their memberships might be lost. In these cases, unions typically seek to prevent public sector entities from outsourcing and if that fails, ensure that jobs that are outsourced continue to be unionized, which can reduce our profitability and operational flexibility with respect to such businesses.'
Multiemployer Pension Plan Withdrawal Liability Risk
Source: ARMK 10-K, Risk Factors: 'A number of our locations operate under collective bargaining agreements. Under some of these agreements, we are obligated to contribute to multiemployer defined benefit pension plans. The financial status of a small number of the plans to which we contribute has deteriorated in the recent past and continues to deteriorate.'
Immigration and Labor Shortage Risks
Source: ARMK 10-K: 'Historically, we have also regularly hired a large number of part-time and seasonal workers. Any difficulty we may encounter in hiring such workers, including as a result of immigration policies and general labor shortages, could result in significant increases in labor costs which could have a material adverse effect on our business, financial condition and results of operations.'

Disclosed initiatives

Global Inclusion & Diversity Programs

Aramark reports 11 employee resource groups (ERGs) with >5,000 members across 15 countries; >90 people engagement champions in U.S. supporting frontline associates. Named 'Best Places to Work for Disability Inclusion' (9 consecutive years, 100% score) and 'America's Greatest Workplaces for Diversity' (2025, Newsweek).

Demonstrates structured DEI infrastructure and external recognition; however, no metrics on pay equity, promotion rates by demographic, or executive pipeline diversity disclosed.
Aramark Building Community Volunteer Initiative

Nearly 8,000 employees volunteered for 380 service projects in 200 cities across 13 countries (FY2025); >1,400 nonprofits supported over 10 years. Example: 4,570 backpacks with school supplies distributed to 19 communities.

Strong community engagement signal; indicates internal culture of service and social responsibility.
Compensation, Benefits, and Safety Programs

'Market competitive salaries and wages,' comprehensive health/retirement benefits, wellness programs (physical, emotional, financial), and Aramark SAFE global safety management system emphasizing 'zero harm' culture and employee risk identification.

Standard industry practices disclosed; no wage-level or safety performance metrics (e.g., TRIR, lost-time injury rate) provided in 10-K.
Talent Development & Retention Programs

Numerous training, education, and leadership development programs from hourly to senior management; focus on rapid hiring capability for frontline operations.

Addresses operational need for high-volume hourly hiring; turnover metrics suggest limited long-term retention despite programs.

Governance story

Aramark's board comprises 36% female directors, indicating reasonable gender diversity; however, exact board independence percentage is not disclosed in the 10-K, preventing full compliance assessment against the 75% threshold. The company does not employ a dual-class share structure (single-class common stock post-IPO 2013), a positive governance feature. Lobbying expenditures and PAC contributions are not disclosed in the document. The 10-K references compliance with 'antitrust, competition, procurement and lobbying' laws and regulations but provides no spending figures or lobbying stances related to climate, consumer protection, or environmental deregulation. No active SEC consent decrees, material antitrust proceedings, or consumer-safety fines are detailed. The company emphasizes Board oversight of the 'Be Well. Do Well.' sustainability platform and reports alignment with governance frameworks (TCFD, GRI, SASB), suggesting basic ESG governance structure. Absence of lobbying disclosure and board-independence metrics limits full scoring confidence.

Criticisms on file

Undisclosed Board Independence Percentage
Source: ARMK 10-K: Board composition states '36% of our Board of Directors… were female' but does not specify total board size, number of independent directors, or independence percentage. Standard governance metric absent from disclosure.
No Lobbying Expenditure or Political Contribution Disclosure
Source: ARMK 10-K: Company references compliance with 'antitrust, competition, procurement and lobbying' laws but provides no Section 162(e)(1)(B) lobbying spending disclosure or PAC contribution breakdown.
Broad Regulatory Compliance Risk Acknowledged Without Specificity
Source: ARMK 10-K, Risk Factors: 'While we attempt to comply with all applicable laws and regulations, there can be no assurance that we are in full compliance with all applicable laws and regulations or interpretations of these laws and regulations at all times, or that we will be able to comply with any future laws, regulations or interpretations of these laws and regulations.'

Disclosed initiatives

Board Oversight of Be Well. Do Well. Sustainability Platform

'Our Board of Directors reviews our Be Well. Do Well. goals and objectives, supports implementation of our priorities and commitments, and oversees progress which we report in our Be Well. Do Well. Progress Report.' Reporting aligns with SASB, GRI, TCFD, and CDP standards.

Indicates board-level accountability for ESG strategy; governance structure supports sustainability integration.
Business Conduct Policy and Code of Ethics

Company maintains a Business Conduct Policy that 'includes a code of ethics for our principal executive officer, our principal financial officer and our principal accounting officer and applies to all of our employees and non-employee directors.'

Standard governance framework; no violations or remedial actions disclosed.
Compliance Programs and Internal Controls

'We have established, and periodically update, various internal controls and procedures designed to maintain compliance with applicable laws and regulations.' Covers environmental, labor, employment, privacy, tax, health/safety, liquor licensing, FCPA, antitrust, and data protection compliance.

Broad compliance infrastructure; no material failures reported in current filing.
Governance and Risk Framework

Company acknowledges numerous regulatory domains (20+ areas of law and regulation) and states it 'attempt[s] to comply with applicable laws and regulations' while recognizing 'there can be no assurance that we are in full compliance at all times with all applicable laws and regulations.'

Transparent risk acknowledgment but indicates control environment is standard industry practice, not exemplary.

These are Missionomics' own editorial scores — directional signals built from disclosed facts under a published method, not certifications or definitive ratings of Aramark Corporation. Coverage and confidence vary by data point, and figures can lag real-world changes. Read the full Methodology for sourcing, scoring, and correction details — or open Aramark Corporation in the app for interactive charts and portfolio building.

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