Diversity & Inclusion

The United States has the largest prison population per capita in the world, and it disproportionately affects Black and Latino Americans. We’re tracking which companies have re-entry policies and which have bans on prison labor.

What PolicyLink, FSG, and JUST heard from corporate leaders in response to A CEO Blueprint for Racial Equity and what it means for what comes next.

FHN’s Jennifer Tescher makes the case for joining the Worker Financial Wellness Initiative, the first step toward building stronger, more resilient companies based on a holistic understanding of financial health.

On May 6th, JUST Capital hosted a briefing call on our Corporate Racial Equity Tracker, walking through its insights and showcasing leading practices.

Dawn Jones, Intel’s chief diversity officer, is one of the leaders of the new Alliance for Global Inclusion. Founding members also include Dell, Nasdaq, NTT Data, and Snap.

Over the coming weeks, we’ll continue to track significant racial equity announcements and actions from companies not captured in the first iteration of our Tracker here.

This week’s chart takes a look at an intriguing correlation we found in our data – companies with diversity & inclusion policies and targets also tend to produce less greenhouse gas emissions.

P&G’s Damon Jones shares what he’s learned navigating the company’s commitment to racial equity and why he wants companies to “focus less on the perfect statement and more on actions that bring everyone together.”

While companies are highly likely to disclose baseline DEI commitments, they are much less likely to report on what actions they’re taking to advance racial equity.

The role of business in advancing racial equity isn’t about politics. It’s about building a bridge to a better economy and a more just society.

Listen in on our conversation with Andrew Ross Sorkin on our latest initiative to advance racial equity in corporate America, and why this issue will be a core focus this proxy season.

CEOs of some of America’s largest corporations have begun to voice their opposition to what they say is restrictive legislation that makes it harder for Americans to vote.

These companies check all the boxes when it comes to pay parity, policies that particularly benefit mothers, and women on their board.

What concrete actions should corporate leaders prioritize to ensure a movement toward greater racial equity in the workplace and beyond?

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.

We look at why, as PwC’s US chair Tim Ryan put it, now is an ideal time for corporate leaders to disclose EEO-1 Report data to accompany their recent commitments to racial equity.

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.

The EEO-1 form has rapidly become the gold standard of disclosure, and the numbers and metrics within it reveal a picture of the state of gender and racial diversity at America’s largest companies

We are celebrating the achievements of some of the most important Black women leaders in business, including Rosalind Brewer and Thasunda Duckett, who will be the only two Black women CEOs of Fortune 500 companies.

MIT Sloan professor Zeynep Ton explains why assessing your workforce’s financial wellness is a powerful first step toward building long-term value and resilience.

Advocates have asked companies to release their diversity data – but there is currently very little guidance on what to disclose, resulting in inconsistent reporting across corporate America.

There is a movement to release EEO-1 diversity data as an important early step to building an inclusive corporate culture.

We take a look at improvements to corporate disclosure from late 2019 to early 2021.

As we kick off the new year, we revisit our most popular features from 2020.

At the end of August 2020, we fielded a voluntary demographic survey of our workforce, which included questions about age, gender identity, sexual orientation, race and ethnicity, disability, and veteran status. Now we’re unpacking the results.