Racial pay gaps persist in the United States. We’re tracking which companies are assessing if they exist within their own organizations and sharing the results.
With only one-fifth of America’s largest companies disclosing that they conducted a pay equity analysis, it’s clear that this issue must remain in focus for corporate America as we build back from COVID-19.
Demographics disclosure is on the rise across corporate America, and so we looked at the data and discovered women are largely underrepresented compared to the working population, as are non-White and non-Asian workers.
We take a look at improvements to corporate disclosure from late 2019 to early 2021.
As back-to-school season begins, companies must support working parents with expanded child care benefits to fill new, critical gaps in a child care system that’s already been in crisis for years.
Paid sick leave is more crucial than ever, but many low-paid Americans lack access during the coronavirus crisis.
We urge companies to publish their current workforce demographic breakdowns, to help uncover how different dimensions of racial inequity impact Black and Brown workers.
What do the companies that are speaking up on racial equity disclose when it comes to the diversity of their workforces?
Comparing disclosure rates between the original 100 largest and the newly added next 200 largest U.S. employers in our Tracker.
Over time, the cumulative earnings from a temporary wage increase outpace those from a one-time bonus.
Those who face the greatest wage inequities are also those most vulnerable to layoffs and unemployment: women and people of color.
BRT companies are more likely to offer paid parental leave, although they provide fewer weeks of leave compared to their peers.
Less than half of Russell 1000 companies share workforce demographic data. These charts explain why.
Have questions about our research and rankings? We want to hear from you!