Despite rising disclosure trends, just 6% disclose both detailed demographic data and race/ethnicity pay ratios, signaling that corporate America still has a long way to go.
After years of stalled progress, we found 32% of the largest U.S. companies report conducting gender pay gap analyses – but only disclose results when at or near parity.
COVID-19 not only took women out of the workforce, it brought to light long-standing inequities for women at work. Americans agree companies can do more.
New JUST Capital analysis finds less than a quarter of the country’s largest employers are conducting gender pay equity analyses, with progress stalling over the last three years.
Why pay equity is critical to advancing racial equity, which companies are taking the lead, and why talk of commitment is not enough.
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.
These companies check all the boxes when it comes to pay parity, policies that particularly benefit mothers, and women on their board.
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.
Those who face the greatest wage inequities are also those most vulnerable to layoffs and unemployment: women and people of color.
For Black History Month 2020, here are steps companies can take to better support their Black workers.
The number of California-based public companies with all-male boards has fallen sharply since the state passed a law last year requiring them to add female directors by the end of 2019, according to Equilar, a corporate governance-data firm.
Less than half of Russell 1000 companies share workforce demographic data. These charts explain why.
Eighteen states rang in 2019 with minimum wage increases — some that will ultimately rise as high as $15 an hour — and so far, opponents’ dire predictions of job losses have not come true.
Economic inequality has been rising everywhere in the United States. But it has been rising much more in the booming places that promise hefty incomes to engineers, lawyers and innovators.
Here are some of the most interesting trends we uncovered after tracking, analyzing, and ranking 922 companies from the Russell 1000 across five stakeholder groups, including Workers, Customers, Communities, the Environment, and Shareholders.
Discussing money with your friends and coworkers shouldn’t be taboo. It could be a powerful defining moment for everyone involved. Here’s why, plus how to bring it up without feeling rude or unprofessional.
It’s up to companies to disclose and reduce their pay gaps.
Perks like free snacks and foosball are nice, but they’re not what truly attracts workers to a company. Here’s what does, according to JUST Capital’s annual survey results.
How is corporate America doing on gender pay equity?
Transparency is the lynchpin to addressing the pay gap, and without the rigor and pressure of reporting requirements, there’s little hope for closing the gender pay gap in the United States.
JUST Capital pledges to roll out an Equal Pay Policy.
Most mothers don’t receive the kind of workplace support they need to balance care for their families with bringing their full selves to work.
Just 78 of the 875 largest publicly-traded U.S. companies have conducted pay equity analyses, but 82% of Americans agree that companies should not discriminate in pay. So with the majority of Americans in support of equal pay, who will take the lead on pushing for pay equity?
We can all agree on pay equity and it cannot be ignored.
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