JUST Capital is dedicated to demonstrating how just business - defined by the priorities of the American public - is better business. Our Index Concepts deliver actionable intelligence for companies and investors, demonstrating how market-leading stakeholder engagement drives superior returns.
The Indexes track the performance of companies scoring in the top 20% of JUST Capital products - the annual Rankings or the JUST Jobs Scorecard - and compares performance against Russell 1000 benchmarks.
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Just-jobs
To understand how companies are investing in one of their most critical stakeholders – their workers – the JUST Jobs Scorecard evaluates companies across six job quality topics: (1) wages & compensation, (2) benefits, (3) hiring & stability, (4) employee wellness, (5) training & development, (6) workforce composition.
The Benefits Leaders index concept takes the top 20% of Russell 1000 companies in the JUST Jobs Scorecard that are focused on their Workers Benefits. It highlights the performance and impact of investing in companies that prioritize key workplace benefits. This topic covers Dependent Care Policies, Days of Paid Time Off, Days of Sick Leave, Paid Parental Leave for Primary and Secondary Caregivers, and Parity in Parental Leave.
| As Of | Benefits Leaders | Russell 1000 Equal Weighted Index |
|---|---|---|
| 04-16-2025 | 3.82% | 2.78% |
The percentage of female board of directors or director nominees. We take the percentage or number disclosed in a company's DEF 14A (Proxy Statement), D&I report or CSR report. If the company does not disclose the percentage or number of women on its board, we take data disclosed in director biographies in a company's proxy statement or website.
An estimate of the share of the company's full-time employees in the United States making at or above a living wage. To model this, we partner with Revelio Labs, which uses a combination of employee and wage data from H-1B Visa Filings, online job postings data, and Levels.fyi to predict a salary for each worker who identifies themselves on online professional profiles as working for the company, assuming they work full-time. We then compare an individual worker's salary to the national population-weighted living wage of $24.16 per hour in 2022 for a family of two full-time workers and two children sourced from MIT Living Wage Calculator, and calculate the share of workers making above this threshold, weighting by individual sample weights to account for the fact that worker observations come from an online-only population. For more detail on all of JUST Capital's modeled wage data points, read our one pager here.
An assessment of whether the company has an apprenticeship program. The program must be in the U.S., must contain explicit evidence that it is paid, must not be limited to current students, individuals with undergraduate/graduate degrees, and follows the distinction from internships in accordance with Apprenticeship.gov: https://www.apprenticeship.gov/help/what-difference- between-apprenticeship-and-internship
The company's total U.S. employees in 2022, or total employees if the U.S. accounts for greater than 95% of either revenues or assets. The number is adjusted for all material transactions, adding employees of acquired businesses and subtracting employees of divested businesses. In cases where U.S. headcount is not disclosed in company filings, a number widely reported in the media may be used. Otherwise, the number will be estimated by averaging the percentage of sales and assets attributed to the U.S., when available, to total global headcount.
An assessment of whether the company website discloses a public statement or policy regarding a commitment to respecting human rights across all business operations, not only with respect to suppliers. The statement must explicitly mention "human rights."
An assessment of whether the company actively monitors or audits internal compliance with its business ethics policy or code of conduct. A value of "10" is given to companies that disclose having scheduled audits and "5" for occasional audits.
An assessment of company disclosure of its gender and/or ethnicity pay gap or pay equity analyses.
The portfolio's 5-year Average Return on Equity (ROE). Individual company values from S&P/CapIQ based on Financial Statements and Notes for these items.
Calculated as: (Scope 1 Plus 2 Greenhouse Gas Emissions) / (2021 Global Revenue)
The intersection of 2 data points: Gender Workforce Demographic Disclosure - An assessment of whether the company discloses demographic data on the gender identity of its workforce. Companies are given scores corresponding to whether they have no disclosure or they disclose the raw number or percent of employees identifying as women or men. (2) Race and Ethnicity Workforce Demographic Disclosure - An assessment of whether the company discloses demographic data on the racial or ethnic identity of its workforce. Companies are given scores corresponding to whether they have no disclosure; disclose the number or percent of employees identifying as non-white minorities; disclose a detailed breakdown of racial or ethnic identity, including at least the number or percent of employees identifying as Black or Latinx; or disclose intersectional data by race or ethnicity and gender typically available in a consolidated Employer Information Report EEO-1 (EEO-1 Report) submitted to the U.S. Equal Employment Opportunity Commission.
The Employee Wellness Leaders index concept takes the top 20% of Russell 1000 companies in the JUST Jobs Scorecard that are focused on their Employee Wellness. It highlights the performance and impact of investing in companies that promote physical and mental wellness for employees. This topic covers disclosures on systems that track health and safety, mitigate harassment, and assess employee satisfaction.
| As Of | Employee Wellness Leaders | Russell 1000 Equal Weighted Index |
|---|---|---|
| 04-16-2025 | -2.09% | 2.78% |
The percentage of female board of directors or director nominees. We take the percentage or number disclosed in a company's DEF 14A (Proxy Statement), D&I report or CSR report. If the company does not disclose the percentage or number of women on its board, we take data disclosed in director biographies in a company's proxy statement or website.
An estimate of the share of the company's full-time employees in the United States making at or above a living wage. To model this, we partner with Revelio Labs, which uses a combination of employee and wage data from H-1B Visa Filings, online job postings data, and Levels.fyi to predict a salary for each worker who identifies themselves on online professional profiles as working for the company, assuming they work full-time. We then compare an individual worker's salary to the national population-weighted living wage of $24.16 per hour in 2022 for a family of two full-time workers and two children sourced from MIT Living Wage Calculator, and calculate the share of workers making above this threshold, weighting by individual sample weights to account for the fact that worker observations come from an online-only population. For more detail on all of JUST Capital's modeled wage data points, read our one pager here.
An assessment of whether the company has an apprenticeship program. The program must be in the U.S., must contain explicit evidence that it is paid, must not be limited to current students, individuals with undergraduate/graduate degrees, and follows the distinction from internships in accordance with Apprenticeship.gov: https://www.apprenticeship.gov/help/what-difference- between-apprenticeship-and-internship
The company's total U.S. employees in 2022, or total employees if the U.S. accounts for greater than 95% of either revenues or assets. The number is adjusted for all material transactions, adding employees of acquired businesses and subtracting employees of divested businesses. In cases where U.S. headcount is not disclosed in company filings, a number widely reported in the media may be used. Otherwise, the number will be estimated by averaging the percentage of sales and assets attributed to the U.S., when available, to total global headcount.
An assessment of whether the company website discloses a public statement or policy regarding a commitment to respecting human rights across all business operations, not only with respect to suppliers. The statement must explicitly mention "human rights."
An assessment of whether the company actively monitors or audits internal compliance with its business ethics policy or code of conduct. A value of "10" is given to companies that disclose having scheduled audits and "5" for occasional audits.
An assessment of company disclosure of its gender and/or ethnicity pay gap or pay equity analyses.
The portfolio's 5-year Average Return on Equity (ROE). Individual company values from S&P/CapIQ based on Financial Statements and Notes for these items.
Calculated as: (Scope 1 Plus 2 Greenhouse Gas Emissions) / (2021 Global Revenue)
The intersection of 2 data points: Gender Workforce Demographic Disclosure - An assessment of whether the company discloses demographic data on the gender identity of its workforce. Companies are given scores corresponding to whether they have no disclosure or they disclose the raw number or percent of employees identifying as women or men. (2) Race and Ethnicity Workforce Demographic Disclosure - An assessment of whether the company discloses demographic data on the racial or ethnic identity of its workforce. Companies are given scores corresponding to whether they have no disclosure; disclose the number or percent of employees identifying as non-white minorities; disclose a detailed breakdown of racial or ethnic identity, including at least the number or percent of employees identifying as Black or Latinx; or disclose intersectional data by race or ethnicity and gender typically available in a consolidated Employer Information Report EEO-1 (EEO-1 Report) submitted to the U.S. Equal Employment Opportunity Commission.
The Hiring & Stability Leaders index concept takes the top 20% of Russell 1000 companies in the JUST Jobs Scorecard that are focused on equitable hiring and stability. This scorecard topic captures whether a company has systems in place to equitably and effectively recruit and retain employees while prioritizing employment stability and workplace flexibility. This topic covers disclosures on internal hiring and retention rates, proactive veteran and workforce re-entry policies, and providing stable and flexible working hours to employees.
| As Of | Hiring & Stability Leaders | Russell 1000 Equal Weighted Index |
|---|---|---|
| 04-16-2025 | 5.59% | 2.78% |
The percentage of female board of directors or director nominees. We take the percentage or number disclosed in a company's DEF 14A (Proxy Statement), D&I report or CSR report. If the company does not disclose the percentage or number of women on its board, we take data disclosed in director biographies in a company's proxy statement or website.
An estimate of the share of the company's full-time employees in the United States making at or above a living wage. To model this, we partner with Revelio Labs, which uses a combination of employee and wage data from H-1B Visa Filings, online job postings data, and Levels.fyi to predict a salary for each worker who identifies themselves on online professional profiles as working for the company, assuming they work full-time. We then compare an individual worker's salary to the national population-weighted living wage of $24.16 per hour in 2022 for a family of two full-time workers and two children sourced from MIT Living Wage Calculator, and calculate the share of workers making above this threshold, weighting by individual sample weights to account for the fact that worker observations come from an online-only population. For more detail on all of JUST Capital's modeled wage data points, read our one pager here.
An assessment of whether the company has an apprenticeship program. The program must be in the U.S., must contain explicit evidence that it is paid, must not be limited to current students, individuals with undergraduate/graduate degrees, and follows the distinction from internships in accordance with Apprenticeship.gov: https://www.apprenticeship.gov/help/what-difference- between-apprenticeship-and-internship
The company's total U.S. employees in 2022, or total employees if the U.S. accounts for greater than 95% of either revenues or assets. The number is adjusted for all material transactions, adding employees of acquired businesses and subtracting employees of divested businesses. In cases where U.S. headcount is not disclosed in company filings, a number widely reported in the media may be used. Otherwise, the number will be estimated by averaging the percentage of sales and assets attributed to the U.S., when available, to total global headcount.
An assessment of whether the company website discloses a public statement or policy regarding a commitment to respecting human rights across all business operations, not only with respect to suppliers. The statement must explicitly mention "human rights."
An assessment of whether the company actively monitors or audits internal compliance with its business ethics policy or code of conduct. A value of "10" is given to companies that disclose having scheduled audits and "5" for occasional audits.
An assessment of company disclosure of its gender and/or ethnicity pay gap or pay equity analyses.
The portfolio's 5-year Average Return on Equity (ROE). Individual company values from S&P/CapIQ based on Financial Statements and Notes for these items.
Calculated as: (Scope 1 Plus 2 Greenhouse Gas Emissions) / (2021 Global Revenue)
The intersection of 2 data points: Gender Workforce Demographic Disclosure - An assessment of whether the company discloses demographic data on the gender identity of its workforce. Companies are given scores corresponding to whether they have no disclosure or they disclose the raw number or percent of employees identifying as women or men. (2) Race and Ethnicity Workforce Demographic Disclosure - An assessment of whether the company discloses demographic data on the racial or ethnic identity of its workforce. Companies are given scores corresponding to whether they have no disclosure; disclose the number or percent of employees identifying as non-white minorities; disclose a detailed breakdown of racial or ethnic identity, including at least the number or percent of employees identifying as Black or Latinx; or disclose intersectional data by race or ethnicity and gender typically available in a consolidated Employer Information Report EEO-1 (EEO-1 Report) submitted to the U.S. Equal Employment Opportunity Commission.
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