JUST Capital Is Committing to Racial Equity Within Our Organization and in Our Work

We believe Black lives matter, and we support our Black colleagues and Black communities.

Recent events have confirmed for us that the United States needs meaningful change toward achieving racial equity. At JUST Capital, we believe we have a responsibility to tackle systemic racism, not only because it is the right thing to do, but because we know our mission cannot be achieved if we do not. And as a predominantly White-led organization, we know our work must start from within by demonstrating through our actions the kind of behavior we ask of corporate America.

We see our role in this from two perspectives. Externally, we strive to ensure that racial equity is tied inextricably to our mission of building a more just and inclusive economy that works for all Americans. Internally, we strive to lead by example, by eliminating racism and bias within our own organization, reflecting on the role of systemic racism in American capitalism so that we are better equipped to fight against it, and creating a more just and inclusive organization for our Black and Brown colleagues.

We have listed below our internal commitments to racial equity and how they deepen our mission’s impact.

As an organization, we commit to:

  • Audit the demographic composition of our workforce – including race, ethnicity, gender, age, disability, sexual orientation, and gender identity, among other intersectional dimensions – on an annual basis, and share results publicly.
  • Work to track and report on the distribution of employees across standard pay bands – by race, ethnicity, gender, and job category – on an annual basis, and share results publicly, including whether any adjustments have been made.
  • Develop fair, equitable, and inclusive hiring and promotion processes by conducting a diversity audit of existing practices; setting goals for hiring, promoting, and retaining Black and Brown employees; and establishing a transparent framework for determining salaries, internal pay bands, pay increases, and promotions.
  • Build a more diverse board of directors by setting clear board diversity targets and actively recruiting new directors who represent the Black and Latinx communities.
  • Continue to discuss and address issues of bias within our organization through antiracist training and education for our leadership team, staff, and board of directors.
  • Create and clearly define a more comprehensive grievance mechanism that allows employees to report instances of marginalization and discrimination, and provide training to those responsible for handling grievances.
  • Continue to cover structural racism and racial equity in our research and content, even after these issues have become less prominent in national consciousness.
  • Ensure that a greater diversity of voices is integrated into our content and events by elevating the voices of our Black and Brown colleagues and external leaders.
  • Build our network of partnerships and collaborations with organizations advancing the cause of racial equity.

We know this is a journey, not a destination, and we expect to update and build upon these commitments over time. As we move forward, we will share our progress, and we welcome both your support and constructive feedback along the way. Lastly, we ask for your leadership, too, because it’s only by acting together that we can make progress.

Have questions about our research and rankings?  We want to hear from you!