Workers

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 CECP 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.

Of all the changes that COVID-19 has brought, the rapid increase in work from home (WFH) policies have been among the most significant for businesses today. How will this continue to change the modern workplace? We partner with AARP to take a look.

We partnered with AARP to explore the need for a broader dependent care infrastructure for U.S. workers to build community, increase employee engagement, and better engage stakeholders more broadly.

In a collaboration with AARP, we take a look at how workers’ paid sick leave policies have changed in response to COVID-19, and what actions business leaders can take to help moving forward. 

At the start of the pandemic, Microsoft committed to continue paying its contractor workers – and reaped the benefits. Here’s why companies to need make sure they’re not overlooking this section of their workforce.

Our annual survey found that liberal and conservative Americans align on policies that prioritize workers and unify Americans from different ideological backgrounds. 

Companies that don’t pay their workers well need to take up more debt (i.e. more risk) to have the same returns on equity as those that pay their workers well.

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.

We need a living wage for all Americans. And there is a return on that investment.

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