PayPal CEO Dan Schulman and Chipotle CEO Brian Niccol appeared on CNBC’s Squawk Box to explain what they see as the most important step for attracting and retaining talent post-pandemic.
JUST Capital and PayPal have teamed up with the Financial Health Network and the Good Jobs Institute to make businesses stronger and more resilient.
Looking at the 653 companies we rank that offer tuition reimbursement, we see that corporate leaders can prioritize education and training for their workforces and communities without sacrificing financial return.
A robust guide for C-suite leaders as they approach racial equity work and tackle systemic racism across three key domains of corporate influence.
As companies call workers back to offices, here’s how Americans view employer vaccine policies and other workplace safety measures.
With support from the Robert Wood Johnson Foundation, we’re identifying the companies that are taking action and setting the bar for supporting their workers, the families they support, and the communities in which they operate.
As the debate rages over why millions of jobs, especially low-wage ones, have been left unfilled, the idea of lifting wages and providing good jobs has gotten relatively little attention.
We take a look at how America’s largest companies are developing new talent pipelines across underserved communities of color.
Among the 309 companies we rank that provide veteran supplier policies, we see higher return on assets, return on equity, and return on capital across the board.
JUST’s Alison Omens shares why companies that continue to prioritize the health of workers, families, and communities will stand out in a post-pandemic economy.
We examine the trailing one-year returns of the Top 100 Companies Supporting Healthy Families and Communities, relative to the Russell 1000 companies we rank.
Don’t be fooled. Long-term value creation for all stakeholders is best for shareholders too.
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.
An in-depth accounting of the state of racial equity disclosure from the 100 largest U.S. employers – assessing how corporate America is taking concrete action to advance racial equity today.
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.
Using JUST’s data, researchers from Stanford, Harvard, and the University of Texas found that companies publicly embracing stakeholder capitalism treated workers better in the early days of the pandemic.
“How can the stakeholder model lend American corporations a competitive advantage on the world stage?” The more I ponder this, the more I realize it is in fact a defining proposition.
Companies are starting to hold each other accountable for their actions, and many of the underlying issues have distinctly bipartisan support. Take a look at two important corporate alliances coming out this week.
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.
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.
Good jobs – created by investing in workers’ financial health, career development, and overall well-being – must be central to the conversation around wages.
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?
JUST and the Head of CECEP will talk with Nick about how he led a cultural transformation to engage employees, enhance diversity, and increase transparency around key human capital issues.
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