JUST Capital’s recently launched JUST Jobs Scorecard provides a starting point for understanding company performance on key job quality topics and data points. That understanding can be complimented and deepened through the expertise, tools, and resources available through the many organizations driving this work. For JUST Capital, being committed to creating JUST Jobs means that we are also committed to building strong partnerships and collaborations with key stakeholders. Not only to supplement our own insights and offerings, but to collate what’s available to help companies take action. We know that we can’t meaningfully move the needle on job quality otherwise.
Below, we’ve highlighted resources and tools from these partners to help you continue taking steps to better assess and understand the needs of your unique workforce. Read on to learn more about each of our partners’ offerings, which range from employee surveys to an inside look at specific steps companies have taken to become leaders in creating good jobs.
The Good Job Score: Two Sigma Impact
The Good Job Score Assessment Tool is designed to link what workers care about – job quality – to what investors and corporate leaders value – business outcomes. The Good Job Score Assessment Tool provides management teams with insight into how employees would rate their job on four dimensions (leadership, purpose, growth and fairness). You’ll learn where employees believe their company can improve and see how your score compares to other companies. It was created to be open for any company to use and more information can be found here.
Job Quality Tools Library: Aspen Institute Economic Opportunities Program
The Aspen Institute Economic Opportunities Program’s Job Quality Tools Library offers tools, resources, and guidance to help organizations engage in practical action to improve work, including resources on:
- Understanding, assessing and monitoring job quality improvements
- Engaging businesses on job quality
- Strengthening job quality in areas such as wages, benefits, scheduling, skill advancement, equity and inclusion, worker voice, and more.
Since launching in 2020, the library has welcomed over 40,000 visitors and added dozens of new tools and resources. If you have a tool to share or an idea for a new tool, please reach out to firstname.lastname@example.org.
The FinHealth Score® Toolkit: Financial Health Network
Measurement is the first step in improving financial health for your customers and employees. The FinHealth Score Toolkit is a simple, proven framework that accurately assesses the current financial health of your people so that you can begin designing solutions that fit their needs. Start measuring today, track improvements to FinHealth Scores over time, and gain insights that equip you to enhance financial well-being while improving your bottom line.
The Employer FinHealth Toolkit: Financial Health Network
Investing in the financial health of your workforce can create a win-win for your employees and your business. Learn how to build better employee financial health strategies with this comprehensive guide for HR professionals. This toolkit will help you:
- Accurately diagnose the needs of your employees.
- Identify the right solutions across the landscape of benefits.
- Design policies for maximum engagement.
- Measure impact, learn what works, and adapt over time.
Good Jobs Strategy: Good Jobs Institute
Through direct workforce assessment, consultation, and action planning with companies, the Good Jobs Institute (GJI) implements its Good Jobs Strategy, a combination of operational choices and investment in employees, to drive long-term financial performance and help win with customers. Co-founded by MIT Sloan Operational Management Professor Zeynep Ton, The Good Jobs Institute is a nonprofit organization whose mission is to help companies thrive creating good jobs. GJI has worked with companies with frontline workforces across the retail, restaurant and hospitality, manufacturing, warehouse/logistics, call center, and care industries to help leaders leverage investments in people to drive productivity and service. If you are interested in learning how providing good jobs can be a competitive advantage for your company, get in touch with the Good Jobs Institute by emailing email@example.com for more information.
MIT Living Wage Calculator: Dr. Amy Glasmeier
The MIT Living Wage Calculator comprehensively estimates the employment earnings – or the living wage – that a full-time worker requires to cover or support the costs of their family’s basic needs where they live. The calculator features geography-specific costs for food, childcare, health care, housing, transportation, other basic needs – like clothing, personal care items, and broadband, among others – and taxes at the county, metro, and state levels for 12 different family types.
The American Opportunity Index: Burning Glass Institute, the Harvard Business School Project on Managing the Future of Work & the Schultz Family Foundation
The American Opportunity Index is a corporate scorecard of worker advancement, giving companies and other stakeholders a set of robust tools that measure how well major employers are doing in fostering economic mobility for workers and how they could do better. A joint project of the Burning Glass Institute, the Harvard Business School Project on Managing the Future of Work, and the Schultz Family Foundation, the Index assesses America’s 250 largest public companies based on real-world outcomes of their employees in roles open to non-college graduates by drawing upon a new source of insight: big data analysis of career histories, job postings, and salary sources of more than 3 million workers at those firms.
The Good Jobs Statement: Aspen Institute Economic Opportunities Program & the Families and Workers Fund
The Good Jobs Champions Group, convened by the Aspen Institute Economic Opportunities Program, in partnership with the Families and Workers Fund, developed a framework for quality jobs that includes a shared definition centered on economic stability, economic mobility, and equity, respect, and voice. It has been signed by nearly 250 leaders from business, labor, philanthropy, workforce development, academia, and policy, and represents a historic step forward toward a future in which all work is valued; no one working full-time lives in or near poverty; companies and workers thrive alongside each other; and diverse talent is never overlooked.
Job Quality Measurement Initiative: The Families and Workers Fund
The Families and Workers Fund’s Job Quality Measurement Initiative (JQMI) brought together more than 70 experts across sectors to define, measure, and build momentum for good jobs and concluded with the launch of the Reimagining Job Quality Measurement report, which offers bold, actionable pathways to measure what matters and keep people at the center of the economy. As part of this initiative, the Families and Workers Fund is now partnering with network members to develop pilots to test and scale job quality measurement tools and approaches.
CEO Blueprint for Racial Equity: Corporate Racial Equity Alliance
The 2021 CEO Blueprint for Racial Equity will guide you beyond diversity and inclusion commitments to the heart of the business opportunity ahead: addressing the intended and unintended impacts of your products, services, operations, policies, and practices on people of color and low-income communities. The Blueprint is the pathway for business leaders to tap into their greatest strengths to significantly advance racial equity across all domains of influence: within their four walls, within the communities in which they are situated, and at the societal level. The Corporate Racial Equity Alliance (PolicyLink, JUST Capital, and FSG) is animated by the mission to support the evolution of antiracist, equitable corporations that can effectively contribute to building a just, equitable, and healthy nation for all.
The New Way to Fair Pay: Syndio
In this guide, Syndio defines the new standards for fair pay and walks through the four steps you can take to move your organization to an ongoing, proactive pay equity strategy. You will learn how to:
- Align fair pay to your business objectives and core values.
- Embed pay equity in pay practices and daily compensation decisions.
- Expand your pay equity analysis beyond gender and base pay.
- Amplify your commitment to fair pay with strategic communications.
Read the guide to find out how a modern approach to pay equity will impact your business.
The 2023 Workplace Equity Trends Report: Syndio
Between a tight labor market, an intensifying spotlight on pay transparency, and the rise of ESG reporting, companies face mounting demands from stakeholders on all sides to achieve progress on diversity, pay equity, and transparency. Syndio surveyed professionals and leaders primarily in HR, Total Rewards, and DE&I in order to identify trends, priorities, and sentiment around workplace equity initiatives. Read this report to learn the latest workplace equity trends — including how leaders are approaching pay equity, diversity, and pay transparency initiatives.
Workplace Equity Communications Playbook: Syndio
No matter where you’re starting from, this playbook from Syndio offers the strategic advice, real-world examples, and hands-on guidance you need to move forward in an intentional, comprehensive way. It will help your organization identify where you are and where you aspire to land on your transparency journey. And it will help you navigate the current environment of transparency, while also looking around corners to prepare for what’s coming — because more is coming.
Partnership in Action: An Employer Guide to Building Gender Equity in the Workplace: National Partnership for Women & Families
Developed by the National Partnership for Women & Families (NPWF), Partnership in Action: An Employer Guide to Building Gender Equity in the Workplace provides key policy recommendations for businesses that are looking to improve gender equity within their workplaces, with a specific focus on paid family and medical leave, paid sick days, reasonable accommodations for pregnant workers, fair scheduling, livable wages, fair pay and sexual harassment. The recommendations are informed by direct interviews with low-wage, hourly and part-time workers (some of which are quoted throughout this guide), as well as by the National Partnership for Women & Families’ decades of experience in workplace policy. For more information, reach out to Jesse Matton at NPFW (firstname.lastname@example.org).
Rankings & Scorecards
JUST Capital 2023 Rankings
In January, we released the 2023 Rankings of America’s Most JUST Companies, led by the JUST 100, in collaboration with CNBC. Each year, we take our polling of what the American public most prioritizes when it comes to just business behavior and see how the largest public corporations in the U.S. stack up. You can explore the complete Rankings, with detailed breakdowns for each stakeholder metric. For more information and to understand your performance, reach out to JUST Capital (email@example.com).
2023 JUST Jobs Scorecard
The JUST Jobs Scorecard is a new data-driven interactive tool that helps corporate leaders assess performance on 28 data points across seven key topic areas and prioritize ways to improve through clear disclosure and performance thresholds from “no disclosure” up to the “leading” practice. The Scorecard enables corporate leaders to understand where their performance stands against minimum, common, and leading practice standards among America’s largest, publicly traded companies, providing actionable next steps corporate leaders can take to drive long-term value. A powerful comparison tool also enables users to see at a glance how their company stacks up against selected peers to help build the case for new investments in an ongoing tight labor market. For more information and to understand your performance, reach out to JUST Capital (firstname.lastname@example.org).
JUST Capital’s 2022 Workforce Equity and Mobility Ranking
JUST Capital, with support from the Annie E. Casey Foundation, highlights companies that perform best on key disclosure and performance metrics that address racial equity and advance opportunity and mobility in the Workforce Equity and Mobility Ranking. This ranking identifies the Top 100 performers on these issues among Russell 1000 companies. Out of 66 total metrics in our flagship 2022 Ranking of America’s Most JUST Companies, we selected the 15 that most speak to equity, opportunity, and mobility – including diversity, equity, and inclusion policies, career development programs, local employment pipelines, fair pay, and quality worker benefits. For more information and to get connected to an equity expert, reach out to JUST Capital (email@example.com).
JUST Capital works to catalyze corporate leadership to tackle society’s most pressing challenges – including building more just jobs. If you’re interested in more deeply engaging on job quality, we recommend checking out our current initiatives that focus on prioritizing workers and wages through the Worker Financial Wellness Initiative, advancing racial equity in the workplace through the Corporate Racial Equity Alliance, and providing adequate paid leave and care policies to all workers through our forthcoming cohort. To learn more and get involved, reach out to JUST Capital (firstname.lastname@example.org).