JUST Report
The Corporate Guide to Human Capital Disclosure & Leading Practice is a primer on the current state of job-related disclosure in the Russell 1000, offering insights on current disclosure, standard practice benchmarks, and leading practice examples. This tool, which draws upon the metrics in our JUST Jobs Scorecard, helps corporate leaders identify distinct starting points for improvement and navigate this evolving space, guiding them in determining what human capital data to disclose and how to disclose it effectively. With still-emerging standards, corporate leaders are poised to shape human capital disclosure and have a clear opportunity to demonstrate leadership. When companies better tell their human capital story and invest in job quality improvements, they deepen their ability to attract and retain the right employees and drive key business outcomes.
Using our ten years of survey research and corporate analysis as a guide, along with input from corporate, academic, and expert practitioners, we assessed 14 existing multi-sector job quality frameworks to help identify key topic areas and metrics for assessing job quality disclosure. These foundational metrics underpin the JUST Jobs Scorecard, a data-driven tool helping corporate leaders assess job quality performance and identify areas for further investment.
Our JUST Jobs Scorecard and this guide identify distinct starting points for improvement based on benchmarks and examples of leading practices. With clearly delineated topics and metrics, the Guide aims to support corporate leaders in prioritizing areas for investment whether that means disclosing a policy that already exists, creating or enhancing a policy, or taking action toward improving performance. The right first step will be different for different companies. But what is true for all is the necessity of approaching job quality reporting systematically and with the transparency stakeholders (such as investors, current and potential employees, and customers) increasingly demand.
The sections that follow include the metrics, organized by topic area, featured in the 2024 JUST Jobs Scorecard. Each section lists the metrics companies can disclose to demonstrate their commitment to that job quality topic, and each metric entry includes the following information:
Many of these metrics are also included in the 2024 Rankings of America’s Most JUST Companies, and we have indicated where disclosure could impact a company’s ranking and therefore inclusion in related indexes and other offerings.
Read on to learn more, and please reach out to our team at corpengage@justcapital.com to discuss the Guide and how your company can integrate these disclosure practices into your business.
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| Disclosure Practice | Companies should disclose whether they conduct pay equity analyses that evaluate the pay of all their workers. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing whether they conduct pay gap analyses based on gender, race, ethnicity, or other factors. Note: To lead holistically on pay equity disclosure, companies should publish the results of pay equity analyses in the form of adjusted pay ratios, as outlined in the data points below. |
| Rate of Disclosure in Russell 1000 |
37% of companies disclosed conducting a gender pay equity analysis
31% disclosed conducting a race/ethnicity pay equity analysis
11% disclosed conducting a general pay equity analysis
30% disclosed conducting both a gender and race/ethnicity pay equity analysis
|
| Disclosure Practice | Companies should disclose the adjusted women-to-men pay ratio based on their most recent gender pay equity analysis. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing the results of their gender pay equity analysis in the form of an adjusted women-to-men pay ratio. |
| Rate of Disclosure in Russell 1000 |
18% of companies disclosed the results of their gender pay equity analysis
|
| Disclosure Practice | Companies should disclose the adjusted people of color-to-white pay ratio based on their most recent race/ethnicity pay equity analysis. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing the results of their race/ethnicity pay equity analysis in the form of an adjusted people of color-to-white pay ratio. |
| Rate of Disclosure in Russell 1000 |
12% of companies disclose the results of their race/ethnicity pay equity analysis
|
| Disclosure Practice | Companies should disclose information on their minimum hourly wage or salary. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing the minimum hourly wage or salary for their U.S. workforces. |
| Rate of Disclosure in Russell 1000 |
14% of companies disclose some information about their minimum hourly wage or salary
11% of companies disclose their exact minimum hourly wage or salary
|
| Disclosure Practice | Companies should disclose their lowest entry-level wage or salary. |
| Current Leading Practice | Companies demonstrate leading practice by disclosing a minimum wage at or above $25.02, the MIT Living Wage Calculator’s national population-weighted average wage for one worker in a family of two full-time working adults and two children, or the equivalent annual salary of $52,038.85. Companies can take an important step toward leading practice by disclosing a minimum wage at or above $17.23, the MIT Living Wage Calculator’s national population-weighted average hourly wage for a single working individual, or the equivalent annual salary of $35,837.59. |
| Rate of Disclosure in Russell 1000 |
0.1% of companies disclose that they offer a family-sustaining minimum wage or salary
4% of companies disclose that they offer a minimum wage or salary that sustains an individual worker
|
| Disclosure Practice | Companies should disclose a public commitment to paying their employees a living wage, through either a public statement or public disclosure of a company minimum wage at or above the living wage estimate for a single worker. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing a commitment to paying their employees a living wage, whether through a public statement or a public disclosure of a minimum wage rate that meets the single worker living wage estimate. Sufficient public commitments exclude fair, market, minimum, or legally compliant wage. |
| Rate of Disclosure in Russell 1000 |
10% of companies disclose a living wage statement or a minimum wage value at or above the single working individual living wage threshold
|
| Disclosure Practice | Companies should disclose whether they offer employee ownership plans. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing employee ownership plans, including (but not limited to) employee stock purchase plans (ESPPs), employee stock ownership plans (ESOPS), stock options, or stock awards. |
| Rate of Disclosure in Russell 1000 |
76% of companies disclose that they offer an employee ownership plan
|
| Disclosure Practice | Companies should disclose the minimum days of Paid Time Off (PTO) or paid vacation provided to their exempt U.S. employees. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing a policy that offers at or above 20 days of PTO per year. Unlimited PTO and vacation policies can represent leading practice, but these require a workplace culture that supports employees in fully utilizing the benefit and risk fewer PTO days taken by employees and a lack of unused PTO payout when the employee leaves the company. |
| Rate of Disclosure in Russell 1000 |
13% of companies offer at or above 20 days of PTO
28% of companies disclose the number of PTO days they offer their employees
|
| Disclosure Practice | Companies should disclose the minimum days of paid sick leave provided to their exempt U.S. employees. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing a policy that offers at or above 10 days of paid sick leave per year, with the exception of COVID-based temporary sick leave policies. |
| Rate of Disclosure in Russell 1000 |
5% of companies offer at or above 10 days of paid sick leave
12% of companies disclose the number of paid sick leave days they offer their employees
|
| Disclosure Practice | Companies should disclose the length of paid parental leave for both primary (or maternal) caregivers and secondary (or paternal) caregivers. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing at least 20 weeks of paid parental leave for caregivers to welcome a new child to their family, a key milestone toward the evidence-based best practice of six months of paid parental leave, as well as by disclosing the same amount of paid parental leave for both primary caregivers and secondary caregivers. |
| Rate of Disclosure in Russell 1000 |
50% disclose primary caregiver leave; 49% disclose secondary caregiver leave
48% disclose both primary and secondary caregiver leave, with or without parity
12% of companies achieved parity for primary and secondary caregivers at or above 12 weeks of leave
30% of companies disclose parity in parental leave for primary and secondary caregivers, irrespective of length of leave provided
2% disclose parity at or above the JUST Jobs Scorecard leading practice of 20 weeks
|
| Disclosure Practice | Companies should disclose whether they offer emergency backup dependent care benefits, including child and elder care for employees facing disruptions to their typical care arrangements, and/or disclose whether they offer subsidies for routine dependent care needs, such as child care subsidies for their employees with young children. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing offering both backup dependent care and subsidized child care benefits. |
| Rate of Disclosure in Russell 1000 |
22% of companies disclose offering one form of dependent care policy
10% of companies disclose offering both forms of dependent care policies
|
| Disclosure Practice | Companies should disclose whether they offer tuition reimbursement and/or education assistance programs for employees. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing tuition reimbursement and/or education assistance programs. |
| Rate of Disclosure in Russell 1000 |
75% of companies disclose offering tuition reimbursement and/or education assistance programs
|
| Disclosure Practice | Companies should disclose the annual average hours of professional training or career development per U.S. (preferred) or global employee. This excludes onboarding and mandatory job-related training. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing that they offer above 30 hours of training per employee on average. |
| Rate of Disclosure in Russell 1000 |
40% of companies disclose the average annual hours of training
11% offer more than 30 hours of training per employee
|
| Disclosure Practice | Companies should disclose whether they offer U.S.-based paid apprenticeship programs. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing paid apprenticeship programs, distinct from internship opportunities, which are accessible to current/past students and not limited to people with degrees. |
| Rate of Disclosure in Russell 1000 |
26% of companies disclose that they offer U.S.-based paid apprenticeship programs
|
| Disclosure Practice | Companies should disclose whether they have measurable targets to increase diversity and equal opportunity through hiring, workforce composition, promotion, or retention. |
| Current Leading Practice | Companies demonstrate leading practice through public disclosure of quantitative, time-bound diversity and opportunity targets. |
| Rate of Disclosure in Russell 1000 |
30% of companies disclose measurable diversity and opportunity targets
|
| Disclosure Practice | Companies should disclose whether they have quantitative, time-bound targets to increase gender representation through hiring, workforce composition, promotion, or retention. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing workforce and management gender diversity targets. |
| Rate of Disclosure in Russell 1000 |
8% of companies disclose gender targets for both workforce and management
|
| Disclosure Practice | Companies should disclose whether they have quantitative, time-bound targets to increase representation by race/ethnicity through hiring, workforce composition, promotion, or retention. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing workforce and management race and/or ethnicity diversity targets. |
| Rate of Disclosure in Russell 1000 |
11% of companies disclose race/ethnicity targets for both workforce and management
|
| Disclosure Practice | Companies should disclose their workforce demographics by gender. |
| Current Leading Practice | Companies demonstrate leading practice through public disclosure of workforce gender diversity data. |
| Rate of Disclosure in Russell 1000 |
89% of companies disclose the number or percentage of either male or female employees (typically disclosed as the share of female employees)
|
| Disclosure Practice | Companies should disclose their workforce demographics by race/ethnicity. |
| Current Leading Practice | Companies demonstrate leading practice through public disclosure of a consolidated Employer Information Report (EEO-1 Report), or alternative disclosure of workforce demographic data that includes intersectional race/ethnicity and gender representation across standardized job categories. |
| Rate of Disclosure in Russell 1000 |
47% of companies disclose the number/percentage of employees by EEO-1 race/ethnicity, gender, and standardized job category
83% of companies disclose some race/ethnicity workforce demographic data, ranging from the number or percentage of overall minority in the workforce to highly disaggregated intersectional data, such as that reported in an EEO-1 Component 1
|
| Disclosure Practice | Companies should disclose whether they have health and safety management systems in place, which proactively enhance the safety and health of workplaces beyond what is required by law. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing health and safety management systems, such as the ISO 45001 or OSHAS 18001, among others. |
| Rate of Disclosure in Russell 1000 |
54% of companies disclose having health and safety management systems
|
| Disclosure Practice | Companies should disclose information about worker safety via their Total Recordable Incident Rate (TRIR), the rate of recordable incidents per 200,000 hours worked. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing a TRIR below 2.9, indicating a safe working environment. |
| Rate of Disclosure in Russell 1000 |
53% of companies disclose their TRIR
48% have a TRIR below 2.9
|
| Disclosure Practice | Companies should disclose whether they have a grievance mechanism in place for employees to safely report concerns or issues relating to harassment and discrimination. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing a formal discrimination and harassment grievance mechanism. |
| Rate of Disclosure in Russell 1000 |
85% of companies disclose a formal discrimination and harassment grievance mechanism
|
| Disclosure Practice | Companies should disclose whether they provide mandatory training to educate employees about harassment. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing that they provide mandatory anti-harassment training to all their employees. |
| Rate of Disclosure in Russell 1000 |
25% of companies disclose providing mandatory anti-harassment training to all employees
|
| Disclosure Practice | Companies should disclose whether they conduct an employee satisfaction survey to measure job, work environment, and management quality. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing that they conduct frequent employee satisfaction surveys. |
| Rate of Disclosure in Russell 1000 |
44% of companies disclose conducting employee satisfaction surveys
|
| Disclosure Practice | Companies should disclose whether they have a fair chance program or policy focused on hiring or eliminating barriers for people with criminal records. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing any fair chance programs or policies. |
| Rate of Disclosure in Russell 1000 |
6% of companies disclose that they have fair chance hiring policies or programs
|
| Disclosure Practice | Companies should disclose whether they have a policy to actively recruit veterans. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing a proactive veteran hiring policy/program, distinct from employee resource groups and/or non-discrimination policies. |
| Rate of Disclosure in Russell 1000 |
35% of companies disclose that they have a policy/program to actively recruit veterans
|
| Disclosure Practice | Companies should disclose the total percent of their U.S. (preferred) or global employees who remain employed by the company over a specific period of time, or the rate at which employees move in and out of the company. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing their retention and/or turnover rates. |
| Rate of Disclosure in Russell 1000 |
46% of companies disclose their retention or turnover rates
|
| Disclosure Practice | Companies should disclose the proportion of vacancies at a company filled by current employees. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing their internal hiring rates. |
| Rate of Disclosure in Russell 1000 |
11% of companies disclose their internal hiring rates
|
| Disclosure Practice | Companies should disclose whether they offer flexible working hours policies that support the work-life balance of non-hourly, salaried workers or stable scheduling policies intended to improve the predictability and adequacy of work hours for hourly employees. |
| Current Leading Practice | Companies demonstrate leading practice by publicly disclosing at least one flexible or stable scheduling policy. |
| Rate of Disclosure in Russell 1000 |
57% of companies disclose that they provide at least one type of working hours policy to their employees
|
On the road to building a more just economy that serves all Americans, transparency on worker issues is crucial. These disclosures communicate key information about how companies show up for their workers, impacting recruitment and retention in the workforce, instilling confidence and good faith among customers, and driving competitive advantage in the market.
Corporate leaders can use the Corporate Guide to Human Capital Disclosure to more deeply understand the current state of disclosure on core worker issues, reduce barriers to transparency, and build the case for targeted internal investments.
For questions on how to use this Guide and how your company can integrate these disclosure practices into your business, please contact impact@justcapital.com.
For more information on the methodologies underpinning this Guide, please review our JUST Jobs Scorecard Methodology and Annual Rankings Methodology.
