Another week, another devastating hurricane. Since we covered how certain companies are stepping up to help those affected last week, this week I thought we’d switch gears and highlight some important worker matters.
The new Employment Rights Bill in the UK places employee benefits firmly on the agenda in that country and, if passed into law, will presumably affect many of the companies we cover that do business there. The bill covers a range of issues – including sick pay, parental and bereavement leave, protections for pregnant women and new mothers, flexible scheduling, and more – that are increasingly embraced by corporations ranked highly in our worker category. Could it be a portent of things to come in the U.S.? Hard to say, but these are subjects that routinely show up in our polling as being important to the public.
An element of this that enjoys almost universal support is employee financial well-being. Here, we’re starting to see a lot of leadership. NiSource, Oneok, and M&T Bank are but three examples of companies taking explicit action on wealth building for their staff. One specific option being leveraged (albeit gradually) by certain large employers – including Walgreens, Chipotle, Verizon, and Abbott Labs – is the student loan 401(k) matching program made possible by the Secure Act 2.0. This Act enables employers to support their talent pipeline by helping young workers pay down their student debt by making retirement plan contributions, even if the employees themselves are not making contributions on their own. According to the Forbes Edge report, roughly 300,000 of Walgreens’ employees are being offered the program, including over half of the firm’s pharmacists.
Finally, our upcoming Q3 investor performance report underscores why all this should matter to investors. Companies that lead in our workers stakeholder delivered strong performance over this period (with a long-short spread of 1.17%), and year-to-date our flagship JULCD index is beating its benchmark by 0.46% and the JUST 100 is hammering its bogey by 7.38%.
Be well,
Martin
(Walmart)
“The first thing on our mind was, how do we secure the health and well-being of all of our associates? How do we safeguard the well-being of our associates? And then I will also say: How do we safeguard the well-being of any customer or member that’s coming in?”
The Washington Post reports that over a dozen states are suing TikTok, claiming that the app intentionally uses harmful, addictive features to hook young children onto the app.
McDonald’s is suing some of the America’s largest beef producers, claiming that companies like Tyson, JBS, and more colluded to fix prices, forcing companies to pay artificially high prices for meat. CNBC has the story.
NPR reveals that the U.S. had a stunningly high jobs report for the month of September. Examine the details here.
CNBC reports that the DOJ is considering breaking up Google as an antitrust remedy after they were found to be a monopoly.
Forbes examines the tangible benefits that good bosses to an organization and the productivity costs bad bosses incur on their companies.
The Deal looks at new research on executive ESG compensation to determine whether or not the fact that leadership nearly always hits ESG bonus goals is a product of focus or of setting easy hills to climb.
Bloomberg reports that Toyota is curbing its DEI policies after a coordinated social media campaign against the company.
This chart comes from a recent Gallup deep-dive on corporate AI use, and shows what kinds of tasks employees at different levels are using the technology for, revealing that managers are adopting it at a much higher rate than their counterparts.
In a slowing job market and signs of rising unemployment, understanding how companies invest in their workforce has never been more critical. Workers are increasingly asking for meaningful employee benefits and are vocal about their needs for better support, whether it’s for financial wellbeing and the ability to cover their living costs, assistance with caregiving responsibilities, or clear paths for career progression.
JUST Capital’s polling continuously shows how consistent Americans are when it comes to what they want the nation’s largest public companies to prioritize – their workers. Year over year, worker issues including living wage, benefits, career development, worker health and safety, and diversity and inclusion get the highest prioritization and in 2024 comprise 42% of a company’s score in our Rankings of America’s Most JUST Companies.
Investing in workers was a recurring theme in JUST Capital focus groups that will inform the 2025 Rankings. Full findings will be published later this year. Related to how companies can create value for all their stakeholders, one participant shared:
“I feel like a happy employee makes a happy company.” – Male, 40-44, Moderate
And in fact, JUST Capital’s research shows exactly that: investing in workers pays off. Our Workers Leaders Index Concept – which tracks the top 20% of companies in our Rankings that perform best across all five worker-related issues – has outperformed the Russell 1000 Equal Weighted index by 16.46% from December 31, 2021 to July 31, 2024.
As we approach Labor Day, JUST Capital is highlighting the companies leading the way in fostering environments where workers feel valued, supported, and empowered to thrive by actively implementing comprehensive workplace policies that address their workers’ needs head-on. Our analysis found that the top 10 companies for worker issues are outpacing the rest of the Russell 1000 in a number of ways:
JUST Capital is proud to present the list below of Top 10 Companies for Workers with details on how they are leading on the issues that matter most to the American public. The following list is based on performance on Worker Issues from JUST Capital’s 2024 Rankings of America’s Most JUST Companies.
Ranked 2nd in Overall Rankings and 1st for Banks
Bank based in Charlotte, North Carolina
Bank of America invests in its employees’ financial and physical well-being by focusing on competitive wages and comprehensive benefits. The company demonstrates a commitment to paying living wages, with a minimum hourly wage of $23 – one of the highest disclosed among the Top 10 Companies for Workers and well above both the Russell 1000 average of $16.73 and the bank industry average of $18.22. In its commitment to supporting working families, Bank of America offers 16 weeks of paid leave for both primary and secondary caregivers and provides emergency backup care and subsidies for routine day care services. In addition, Bank of America embraces transparency on topics like pay equity and workforce demographics: it’s among the 12.5% of companies that publicly report the results of both their gender and race/ethnicity pay equity analyses and part of the 47% who disclose highly disaggregated workforce demographic data.
Ranked 5th in Overall Rankings and 2nd for Banks
Bank based in New York, New York
Citi demonstrates a strong commitment to fairness and family support through a range of initiatives focused on equity and employee-wellbeing. The company’s dedication to equity is reflected in its pay analysis results, which show that women globally earn over 99% of what men earn. Citi also provides highly disaggregated workforce demographic data by gender, race/ethnicity, and standardized job categories, underscoring its transparency and commitment to an inclusive environment. Supporting its workforce further, Citi offers up to 16 weeks of paid leave to primary caregivers and benefits like preferred access and up to 10% tuition discounts at Bright Horizons child care centers, along with emergency backup dependent care. The company also invests in professional development, providing an average of 38 training hours per employee and offering tuition reimbursement to support employees’ continuous learning.
Ranked 18th in Overall Rankings and 4th for Semiconductors & Equipment
Semiconductors & Equipment company based in Santa Clara, California
NVIDIA’s approach to fostering an equitable and supportive work environment is evident in its commitment to both pay equity and comprehensive employee benefits. Notably, the company offers robust parental leave benefits, including 22 weeks of fully paid leave for birth parents, 12 weeks of paid leave for non-birth parents, including fathers and adoptive parents, and support in offsetting childcare costs by providing a 10% discount on childcare at KinderCare centers. Additionally, NVIDIA stands out for its robust pay equity disclosure, as it is one of only 12.5% of companies overall and 23.5% among industry peers to disclose both their gender and race/ethnicity adjusted pay ratios. The company is also one of very few among the Russell 1000 companies we assess to disclose disaggregated pay equity data by different race/ethnicity categories, showcasing a high level of transparency.
Ranked 16th in Overall Rankings and 4th for Banks
Bank based in New York, New York
JPMorgan Chase invests in its employees’ financial well-being by offering a minimum hourly wage of $20, which exceeds the Russell 1000 average and represents the third highest minimum wage among banks. The company also supports new parents with 16 weeks of paid parental leave for both primary and secondary caregivers and families with various caregiving services. JPMorgan Chase’s equity practices are also reflected in its pay gap analysis results, which show nearly equal compensation across gender and racial lines. Additionally, the company maintains transparency in its diversity efforts by disclosing detailed demographic data by gender, race/ethnicity, and job category.
Ranked 6th in Overall Rankings and 1st for Health Care Providers
Health Care Provider based in Bloomfield, Connecticut
Cigna demonstrates its commitment to workplace equity through pay equity analysis, showing near-parity in compensation for female and underrepresented minority employees. The company also prioritizes transparency by sharing highly detailed workforce demographic data by gender, race/ethnicity, and job category, reinforcing its focus on fostering an inclusive environment. Additionally, Cigna supports its employees’ work-life balance with key benefits including 18 days of paid time off and seven days of paid sick leave annually, paid parental leave, flexible scheduling opportunities, and emergency backup dependent care support.
Ranked 51st in Overall Rankings and 6th for Software
Software company based in Minneapolis, Minnesota
Dayforce sets a high standard in the Software industry with its generous and inclusive parental leave policy, offering 17 weeks of paid leave to all caregivers. This is the highest offering at parity among the Top 10 companies and far surpasses the Russell 1000 average of 11 and 8 weeks of paid parental leave for primary and secondary caregivers, respectively. Additionally, Dayforce invests in its employees by providing unlimited paid time off, 10 days of paid sick leave annually, and both backup and subsidized dependent care benefits. Flexible scheduling opportunities further reflect Dayforce’s dedication to fostering a work environment that truly supports its employees’ diverse needs.
Ranked 90th in Overall Rankings and 1st for Consumer & Diversified Finance
Consumer & Diversified Finance company based in Detroit, Michigan
Ally Financial is among the Top 10 companies with the highest minimum wage of $23 per hour. This wage exceeds the Russell 1000 average of $16.73 and the Consumer & Diversified Finance industry average of $19.00, demonstrating a sustained commitment to competitive compensation for hourly employees. The company also supports working parents by offering equal parental leave to both primary and secondary caregivers and providing discounts on childcare to help ease caregiving costs. This combination of competitive wages and comprehensive family support underscores the company’s ongoing investment in its employees’ well-being and stability.
Ranked 9th in Overall Rankings and 2nd for Semiconductors & Equipment
Semiconductors & Equipment company based in Santa Clara, California
Advanced Micro Devices (AMD) demonstrates a strong commitment to employee well-being through a comprehensive range of benefits, supporting their work-life balance and professional development. AMD offers 12 weeks of fully-paid parental leave for the birth, adoption, or foster placement of a child, ensuring equitable support for all parents and new families alike. Also, the company provides up to 20 days of subsidized backup care annually to help employees with their caregiving expenses. In addition to its family-friendly policies, AMD supports employees’ work-life balance with a minimum of 15 days of paid time off, 20 days of paid sick and family time off, and workplace flexibility, enabling employees to choose what best fits their needs. AMD also supports employees’ professional development and encourages continuous learning through its education assistance program which offsets the cost of education.
Ranked 10th in Overall Rankings and 3rd for Semiconductors & Equipment
Semiconductors & Equipment company based in Boise, Idaho
Micron offers a range of robust benefits to support its employees, including 12 weeks of fully-paid parental leave for all expectant parents and at least 17 days of paid time off annually for rest and recovery. Additionally, the company supports career development and skill enhancement through its academic advancement program which provides financial assistance and resources for employees to pursue higher education and professional certifications. What’s more, Micron provides an average of 62 hours of career training per team member annually, significantly exceeding the industry average of 21 hours. Micron also performs regular pay equity analyses to foster a culture of fairness, ensuring sustained pay equity globally for women and people with disabilities, as well as across race/ethnicity and veteran status in the U.S.
Ranked 26th in Overall Rankings and 2nd for Transaction Processing
Transaction Processing company based in San Jose, California
Paypal demonstrates a strong commitment to employee support through its equitable compensation practices, robust professional development opportunities, and comprehensive benefits package. The company regularly conducts pay equity analyses by gender and race/ethnicity, and its latest assessment reveals that it has maintained 100% global gender and U.S. ethnic pay equity, reflecting its ongoing commitment to fairness and inclusivity. In addition to its focus on equitable compensation, PayPal supports employees’ professional development by offering tuition reimbursement to help cover educational costs and an average of 48 hours of training per employee annually, which is 2.4 times more than the industry average. The company also provides a comprehensive benefits package which includes unlimited paid time off, five days of paid sick leave, equal paid parental leave for all parents, and both subsidized and backup dependent care. To further promote work-life balance, Paypal also offers flexible working arrangements like hybrid work to accommodate diverse needs.
To learn more about our methodology, unpack your company’s performance on worker issues in the 2024 Rankings, and gain insights into how to improve on the issues that matter most to the American public, please reach out to corpengage@justcapital.com.
By Aleksandra Radeva, Lisa Simon (Revelio Labs), Zanele Munyikwa (Economist at Revelio Labs)
In today’s economic landscape – with looming uncertainty about the role of generative AI on the workforce and the pocketbook pinch of ongoing inflation – where and how can workers and their families find financial security and the stability it offers? When companies pay their employees a wage rate that meets local living expenses, they’re not only investing in operational success but also demonstrating leadership on one issue on which Americans across political affiliations agree, a seeming rarity in this election season.
To better understand the financial security of employees across America’s largest publicly traded companies, the Russell 1000, JUST Capital and Revelio Labs analyzed the amount by which employees’ wages exceed the local living wage necessary to cover basic budgetary needs. And while a living wage covers the basics, including housing, food, healthcare, and other essentials, the excess amount provides additional income that allows for the savings, discretionary spending, and improved quality of life necessary for true economic stability. The results – which indicate the financial viability of Russell 1000 employment, including among some entry-level positions, in some of America’s highest cost-of-living cities – may initially seem confounding. To learn more about how we made these calculations, click here.
When considering where workers can achieve financial stability, it’s surprising to find that some of the highest cost-of-living areas in the U.S. – like Seattle, cities in the Northeast, Silicon Valley, and Austin – also top the list for areas where a family of two working adults with two children can earn above a basic needs-based living wage. This finding indicates that the companies represented in these regions, as well as the wages offered in certain roles, can offset the high living costs.
The map above shows where Russell 1000 company employees are paid a rate that, on average, exceeds the local living wage. For example, the living wage estimate, or amount needed to meet basic budgetary needs, for a family of two adults and two children in Austin, Texas is $52,800 per worker (assuming both adults work). Our data shows that on average, a Russell 1000 worker in Austin makes $114,000, which is 160% above the local living wage estimate for a family of four. This finding is certainly driven by the fact that Austin has a high concentration of high-paying companies with highly paid roles. But it also tells us that if one could be any worker with any role in a Russell 1000 company, a job in Austin would be more likely to ensure financial security.
But when looking across different roles at Russell 1000 companies, not all tend to pay a living wage, let alone above it. The industry with some of the largest location-based variation in employees earning more than a local living wage is retail sales. That variation is driven by the industry’s large, diverse workforce and extensive presence across different regions. For those starting their careers in retail, the location of a given store plays a crucial role in determining financial viability. California, although a high cost-of-living state, not only provides a higher likelihood of achieving a wage exceeding the local living wage in retail roles but also maintains this advantage in entry-level positions.
For example, an entry-level retail sales employee working at a Russell 1000 company can make on average 26.4% more than the living wage for a household of one in Merced, California. In Charlottesville, Virginia, on the other hand, employees will make 21.4% percent less on average than their local living wage.
Besides location, the employer also plays a role in determining an entry-level role’s financial viability. Certain companies – including Best Buy – stand out for their higher pay for entry-level retail jobs. Best Buy, Nordstrom, Skechers, and Macy’s are notable for offering wages that exceed the local living wage estimates for a single adult working full-time, making them attractive options for those entering the retail sector. On average, entry-level sales employees at Nordstrom make 9.1% more than their local living wage for a household of one.
*The best companies for entry level retail positions are determined based on the percentage average wages fall above the local living wage for those positions.
And while some locations and employers offer a good starting point in retail, can such jobs support a family? A more detailed examination of retail roles reveals a sobering reality: supporting a family on a retail salary remains difficult in most areas. This finding is particularly true for entry-level positions, where wages often fail to meet the local living wage estimates. However, there are exceptions. California emerges as a state where retail sales roles can offer wages exceeding the local living wage, suggesting a more favorable economic environment for retail workers.
*For the purposes of this analysis, a family is defined as two full-time working adults with two children, and the living wage is what each of the adults needs to make to meet an estimated basic needs budget in their location.
*The above graph represents the top and bottom five locations for relative wages earned by employees in retail sales roles compared to the local living wage .
These insights underscore the complex landscape of wages and living costs across the U.S., where variation exists even across Russell 1000 companies in the same industry. They highlight the importance of considering both geographic and role-specific factors when evaluating economic stability and opportunities for families.
JUST Capital and Revelio Labs are committed to identifying the corporate leaders on key workforce trends, particularly when it comes to companies investing in their workforce by paying a fair, living wage – a top priority of the American public for just business behavior. Learn more about leveraging the research insights, cabinet of experts, and peer-to-peer engagement available to corporate leaders through JUST Capital’s programming by reaching out at corpengage@justcapital.com.
Lisa Simon is the Chief Economist and Zanele Munyikwa is an Economist at Revelio Labs.
What is a living wage? A living wage is the amount of money needed for a given worker to cover the cost of their family’s minimum or basic needs where they live. Learn more about living wage as an important business benchmark here.
How do we calculate the percent that average wages fall below or above the local living wage in this analysis? To calculate the percentage average wages fall above or below the local living wage, we look at the average wage earned by employees working at Russell 1000 companies in a given metropolitan area, and compare that average to the local living wage. We then use the following formula to calculate the percentage above or below the local living wage:
(Average wages earned in MSA by Russell 1000 employees﹣Local living wage) / Local living wage
Why is a pay rate that exceeds the living wage important? For workers across incomes, knowing where your earnings are most likely to exceed the local, basic needs-based cost of living provides an indication of where your wages might be “worth” the most in terms of purchasing power. What’s more, the basic needs budget used to estimate living wage typically assumes the lowest-cost version of necessities, and does not include significant elements of financial security such as retirement savings. A worker earning a living wage would remain only one unexpected expense away from financial precarity. Learn more about how local living wage estimates are calculated here.
Monday marked the 5th anniversary of the Business Roundtable’s landmark restatement of the purpose of a corporation. As I wrote on LinkedIn, much has changed since then. The stakeholder model has become the framework by which many companies compete and win today, not because they think differently about purpose – though most do – but because it provides the best path to financial and market success.
Crucially, the stakeholder model is also how the American people think about corporate purpose. JUST’s own polling, as well as that of others, makes this clear. Understanding this is important because it offers clues in a quest currently underway on both sides of the aisle: that for a new economic vision for the nation (this week’s NYT Op-Ed by James Pogue about Connecticut Senator Chris Murphy is the latest reflection on the issue). Call it a secular shift, one that is fundamentally cross-partisan in nature, that seeks to understand why so many Americans feel cut adrift by our system of free market capitalism and how the problem can be tackled.
While disagreements over political solutions to this question undoubtedly exist, it strikes me that from a business perspective, the answers may be hiding in plain sight. Hardened by a cycle of embrace and backlash that continues to evolve, the stakeholder approach – in which the overarching goal is doing right by workers, communities, customers, suppliers, the planet and, yes, shareholders too – offers a clear blueprint for action which benefits everyone.
Be well,
Martin
This week, in partnership with Dayforce, we released a new toolkit for companies ready to implement effective paid leave policies to better support their employees, while improving talent recruitment, retention, productivity, and morale.
Our Guide for Corporate Leaders on Paid Leave Policies, offers an overview of paid leave policies across Russell 1000 companies, including industry insights and concrete examples of leading policies and best practices from some of America’s biggest companies, including Hewlett Packard Enterprise, S&P Global, Ford, and many more.
This week, in partnership with Dayforce, we released A Guide for Corporate Leaders on Paid Leave Policies for companies ready to implement effective paid leave policies to better support their employees, while improving talent recruitment, retention, productivity, and morale.
This comprehensive resource offers an overview of paid leave policies across Russell 1000 companies, including industry insights and concrete examples of leading policies and best practices from some of America’s biggest companies, including HPE, S&P Global, Ford, and many more.
As issues of generative AI violating copyright grow, Andreeson Horowitz is putting $80 million into a startup, Story, which aims to create a blockchain method for tracking what copyrighted material was fed into and utilized by AI. Fortune has the story.
The Wall Street Journal had people write-in their feelings on the debate over DEI, and it turns out proponents AND opponents actually share many similar views. Meanwhile, Morning Consult takes a look at how regular Americans feel about recent DEI rollbacks, like what happened this week at Harley-Davidson.
Meanwhile, Inc spoke to several CEOs who continue to have Chief Diversity Officers on how they’re positively impacting their companies.
Worries abound over Meta discontinuing a tool used to fight disinformation right before an election. NPR has the story.
NPR takes a deep dive into the non-profit hospital system, showing that as CEO pay and profit margins go up, it’s not necessarily resulting in more “charity care” for patients that can’t afford to pay.
Harvard Business School reveals that while anti-ESG proposals surged in 2024, they earned less support from shareholders. At the same time, Robert Eccles breaks down three ways corporate leaders can manage the conflicting pressures in the ESG political wars.
This chart comes from our Guide for Corporate Leaders on Paid Leave Policies, and highlights the PTO policies across industries in the Russell 1000. Read more about this data, as well as best-in-class policies, here.
By Daniel Krasner and Aleksandra Radeva
Providing good jobs means paying workers well, supporting their well-being, offering career advancement opportunities, and building inclusive work environments. Failure in these areas can come at a high cost for businesses by creating a vicious cycle of attrition, negatively impacting productivity and undermining overall profitability. But investments in job quality foster loyalty and satisfaction among employees and are linked to better performance and lower turnover, benefitting a company’s bottom line. Prioritizing such investments is also a way to align corporate strategy with the American public’s business priorities, as our seven years of polling data show worker issues consistently rank the highest.
As business leaders continue to navigate the challenges of attracting and retaining top talent, offering quality jobs is one way for companies to maintain a competitive edge in the labor market.
But which companies stand out for their workforce investments? JUST Capital’s JUST Jobs Scorecard and The Schultz Family Foundation’s American Opportunity Index (AOI) assess company performance on job quality by tracking the policy investments that companies make and the outcomes of these investments for their employees. Among the hundreds of companies analyzed in both tools, JPMorgan Chase (JPMC) emerged as a leader with programs focused on fair and equitable compensation, employee career development, and inclusive hiring practices across their workforce.
For JPMC, aligning workforce investments with strategic goals is critical:
“Our employees are key to our success in serving customers, clients and communities. We aspire to have the best talent in the marketplace and to foster a work environment in which all of our people are supported, feel like they belong, and are able to make an impact through their work. In addition to providing a positive and inclusive work environment and offering a competitive pay and benefits package, we invest in our employees with training and upskilling opportunities and support along the way so they never stop learning.” – Trish Dever, Head of Total Rewards at JPMorgan Chase
For more than five years, JUST Capital’s survey research shows that ‘Paying a fair, living wage’ continues to be the top business issue for the American public. Unsurprisingly, pay is also the primary reason for quitting a job cited by workers. Recognizing the critical role of pay in job quality, JPMC ensures a minimum hourly wage of at least $20 – one of only 2% of companies featured in the JUST Jobs Scorecard to disclose doing so. Importantly, JPMC’s minimum wage meets the national living wage estimate for a single working adult of $17.46/hour in 2023 – or the minimum amount that a full-time worker with no dependents requires to cover basic budgetary needs, as estimated by the MIT Living Wage Calculator. Only 4% of the Russell 1000 companies we assessed in the JUST Jobs Scorecard disclose paying a wage that meets the single adult living wage estimate, and even fewer – just 2% – disclose paying at least $20/h, placing JPMC among a small minority of companies that prioritize this level of wage-based investment in their entry-level workers.
A commitment to fairness is another element of JPMC’s compensation strategy. The company conducts periodic pay equity analyses and is among just 12% of Russell 1000 companies overall and 31% of banks that disclose both their gender and race/ethnicity adjusted pay ratios.
Beyond competitive and fair compensation, JPMC prioritizes employee development and training – another key consideration for workers in choosing to remain at a company. JPMC offers tuition reimbursement, apprenticeship programs through their Analyst and Associate hiring, and Emerging Talent Programs, which aims to build more inclusive pathways into the financial sector for untapped talent, such as individuals who are either pre-college or lack a conventional university degree. Just 17% of banks and 26% of the Russell 1000 overall disclose offering apprenticeship programs and the career pathways they make possible. JPMC’s focus on professional development and upskilling opportunities underlies the company’s strong performance on the promotion dimension in the AOI, which assesses JPMC employees’ promotion prospects and their ability to advance their career beyond the organization.
Building on its commitment to employee training and advancement, JPMC also emphasizes inclusive hiring practices, including a dedicated veteran recruitment policy and efforts to support justice-impacted individuals. With over 18,000 veterans and 3,100 military spouses currently employed, their Military Pathways Rotational Programs offers extensive support, including training, mentorship, and networking, aiding service members’ transition to civilian roles.
Another way JPMC supports inclusive hiring is through expanding its second chance hiring models to better reach qualified candidates and collaborating with the Second Chance Business Coalition to develop best practices for hiring individuals with criminal backgrounds. As a result of these efforts, in 2022, second chance hires comprised 10% of all of the company’s new U.S. hires that year. JPMC is one of 11% of banks and 6% of Russell 1000 companies to give justice-impacted individuals a second chance.
Increasingly, companies are prioritizing job quality and targeted workforce investments. The business case for these investments is clear, as they contribute to long-term organizational success and profitability.
The policies that emerge from JPMC’s workforce investment priorities can be tracked through our JUST Jobs Scorecard, and the policies’ positive impact on JPMC employees can be explored through JPMC’s performance on the American Opportunity Index.
To learn how we’re engaging on job quality issues, unpack your company’s performance on the JUST Jobs Scorecard, or join a corporate community of practice focused on peer learning and expert feedback on workforce well-being, please reach out to corpengage@justcapital.com
