Workers

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.

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.

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

CEOs are a notoriously optimistic bunch. But even so, their views contrast sharply with those of their workers, who have a decidedly different take on the situation.

Explore the perspectives of both employers and employees on how COVID-19 is continuing to shape the workplace one year into the pandemic.

Synchrony’s DJ Casto tells us why the financial services company cut 40% of its office space square footage and is embracing a hybrid model of “hubs” and working from home for its 16,500 employees.

Walmart has seen both sides of the stakeholder vs shareholder debate over the last seven days, losing $25 billion off its market cap after a mixed earnings call.