America’s Top Companies for Women in 2024

There’s been a lot of attention paid to how many women have exited the workplace since the pandemic began. If you’re a business leader, you know first-hand how challenging a reduced workforce can be, and forward-looking companies are continuing to assess their policies to ensure that women can stay and thrive within their work environments. According to studies from Deloitte and McKinsey about women in the workforce, companies looking to retain women should consider adopting practices that promote flexibility. 

And, according to recent economic data, things are looking up for women’s participation in the workforce. Women’s labor force participation is the highest it has been since pre-pandemic levels at 57.6% in February 2024, and the share of women aged 25-34 employed reached an all-time high of 75.3 percent in October 2023. As this upward trend in employment continues, as it’s expected to, the need to create more equitable opportunities for women persists. Women continue to make an average of $0.78 on the dollar compared to men, and the pay disparities are even greater for Black, Native, and Latina women. Women are also more likely to be in lower-paying careers, which again disproportionately impacts women of color. 

JUST Capital has analyzed a subset of key metrics from our 2024 Rankings to identify a subset of companies that prioritize women in their workforce through several specific policies or practices. Last year four companies met the following criteria:

  • Performs pay gap analyses and reports specific pay gap ratio(s) by gender.
  • Provides paid parental leave at or above 12 weeks for both primary and secondary caregivers.
  • Offers backup dependent care.
  • Offers subsidized child care. 
  • Offers flexible work hours to support work-life balance.
  • Discloses board gender diversity data. 

JUST Capital is proud to announce our Top Companies for Women in 2024, 13 companies, four of which were also named in 2023, that have demonstrated commitment and prioritization of women in the workplace, including: 

  • Adobe
  • American Express
  • Bank of America*
  • Cencora
  • Dayforce
  • Intel*
  • Intuit*
  • JPMorgan Chase & Co.
  • Merck & Co Inc
  • NVIDIA Corp*
  • Organon & Cox
  • S&P Global
  • Zillow Group

* Indicates a company that was named in the JUST Capital Top Companies for Women in 2023.

Read below to learn more about their policies and disclosures. 

Most of the data for this analysis comes from our JUST Jobs Scorecard, which will become publicly available on April 4, 2024 (with the exception of the board diversity data). We invite you to access this data-driven interactive tool intended for companies to assess their performance and transparency on key job quality practices and worker policies, including those highlighted in this analysis. ​​Sign up for our newsletter to receive updates about the scorecard.

If you’re a corporate executive, you can also learn more about your company’s rankings by getting in touch. To unpack your company’s performance in the 2024 Rankings, gain insights into how to improve on the issues that matter most to the American public, and/or how to engage with JUST to take action to support worker well-being though the Corporate Impact Lab, please reach out to

Leading Companies 


Adobe offers a range of well-being benefits to meet the needs of its diverse workforce and a range of paid leave benefits to meet caregivers across the spectrum, including 16 weeks of paid parental leave parity. In 2022, Adobe celebrated 5 consecutive years of global gender pay parity, indicating their commitment to equity across the company. One of their employee equity initiatives is the Women at Adobe Network with a mission to attract, develop, and engage Women at Adobe and allies, to foster connection and growth, and to create an environment that empowers every woman to define and achieve her own success. 

American Express 

American Express emphasizes that potential employees can join “a winning team that embraces collaboration and offers the support and flexibility you need personally and professionally.” As a way to support employees, they offer parental leave parity with 20 weeks of all birth events (pregnancy, adoption, or surrogacy) and backup childcare and in-home care for adult loved ones. In addition, in 2021, American Express Company achieved pay equity across gender and race for the second year in a row.

Bank of America

For over 16 years, Bank of America has conducted rigorous analysis of employee compensation with third-party experts. Their 2022 equal pay for equal work analysis –- covering their regional leadership hubs (U.S., U.K., France, Ireland, Hong Kong, and Singapore) and India – showed that compensation received by women was on average more than 99% of that received by men. As part of their emotional wellness and benefits programs aiming to help employees through everyday life events whether critical or special, they offer paid parental leave parity at 16 weeks.


As part of Cencora’s – formerly AmerisourceBergen – investments in people, human capital, and DEI, the company reported that women in the U.S. make 99.4 cents for every dollar a male employee makes. The company also reports that 34% of their leadership positions (vice president and above), 46% of their manager positions (manager level and above), and approximately 30% of their board of directors are women.


After conducting their first pay equity analysis in 2021, Dayforce – formerly known as Ceridian – took remedial steps to reduce and eliminate known disparities in pay equity. They currently have a less than 1% pay disparity between men and women globally, and no pay disparity between white and non-white employees in the United States. In addition to offering both backup dependent care and subsidized child care, they offer paid parental leave parity at 17 weeks.


Intel has maintained gender pay equity globally and race/ethnicity pay equity in the U.S. since 2019 as part of their RISE program of inclusive goals which also includes exceeding 40% representation of women in technical positions by 2030, creating a more inclusive STEM pipeline through education initiatives with girls and underrepresented groups, and a variety of other diversity goals throughout their value chain and workforce development.


In July 2022, Intuit made salary adjustments across ten job codes after performing a global pay equity analysis to ensure there were no longer statistically significant differences in pay based on gender or ethnicity. In the U.S., women earn on average 99.8 cents for every $1.00 men earn. Additionally, they offer paid parental leave parity at 16 weeks.

JPMorgan Chase & Co.

At the financial firm, women make up 41.6% of the company’s board. The company also offers paid parental leave parity at 16 weeks after removing differences between offerings for primary and secondary caregivers. Additionally, in 2022, JPMorgan Chase reported that those who self-identify as women globally were paid 99% of what men were paid.

Merck & Co

In 2022, Merck achieved greater than 99% pay equity for women to men employees, as well as people of color (including Black, Hispanic and Asian-American employees) and white employees. Additionally, 46% of their board are women, and they offer a variety of flexible work time benefits such as summer hours, remote work, telework, job sharing, and part-time work.


NVIDIA performs an annual pay equity analysis in partnership with a third-party firm and has maintained pay parity for women, Asian, Black/African American, and Hispanic/Latino employees when compared with employees who are white men for the past three years. They ensure that pay practices are analyzed “across rating, education, years of experience, job function, family, and level.” The company supports a hybrid work environment and also provides 22 weeks of fully paid parental leave for primary caregivers, including a flexible return to work for parents after their leave. 

Organon & Co

Pay equity studies by a third party at Organon found that the company has 99.5% gender pay equity in the United States, UK, and Switzerland, covering 60% of their employees globally with plans to conduct additional studies in other markets. Additionally, 9 of 13 or 69% of their board of directors are women, inclusive of women of color.

S&P Global

S&P Global Inc provides parental leave parity with 26 weeks of paid leave for primary and secondary caregivers, whether birth, adoption surrogacy, or foster care placement of a child. This program is unique not only for its length and parity, but in that the employee will be paid for up to 26 weeks or the current statutory minimum by country, whichever is higher. Within their flexible work opportunities, the company includes flex hours and work-from-home options.

Zillow Group

Zillow has reported on their pay equity analyses since 2015 and in 2022, women were paid within 1 percentage point of men. Primary caregivers at Zillow are offered a total of 20 weeks of fully paid leave and employees have flexible work options and as many as 85% of employees working remotely, allowing for prospective employees away from core offices to become Zillow employees.

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