Reports & Research

Publicly disclosing demographic data represents a critical initial step for companies looking to build more diverse workforces, as well as stronger returns.

Q4 ended a rough year for the stock market, but we found that high scores across all five stakeholders we track resulted in market outperformance.

Discover which companies are leading on the issues that matter most to Americans today. In 2023, Bank of America leads the JUST 100 for the first time.

While Americans want companies to prioritize a living wage and pay transparency, only a handful publicly announce minimum wage increases resulting in real wage gains for their workers.

Despite an uptick in positive impressions of just business behavior during the pandemic, Americans are now less likely to think companies are following through.

With eyes on corporate climate commitments during COP27, we teamed up with Harvard Business School to look at the savings or cost carbon pricing would bring companies.

In JUST Capital’s Quarterly Review of Stakeholder Performance – Q3 2022, we found that companies with strong Workers scores outperformed peers in a challenging environment.

In the first of our JUST Jobs Explained series, we break down how to calculate a living wage, how its components are dependent on location and family size, and why businesses can improve their operations with this information.

Despite rhetoric that the country is incredibly polarized, there is broad consensus across all demographic and political cohorts that workers should be corporate America’s top priority.

Republicans, Independents, and Democrats alike agree that it’s a company’s responsibility to pay its frontline workers enough to make ends meet.

With support from the Annie E. Casey Foundation, JUST Capital has highlighted the top 100 companies in the Russell 1000 prioritizing DEI, career development, local employee pipelines, fair pay, and quality worker benefits.

Our latest analysis shows that stakeholder performance by BRT signatories in our Rankings has in fact trended upward in the last three years.

Americans are hesitant to agree that the nation’s largest companies are truly moving away from the shareholder-centric model.

Despite widespread support for increased disclosure, when we analyzed the state of human capital disclosure among America’s 1000 largest public companies, we found that overall they are currently lagging.

The companies topping our 2022 Workforce Equity and Mobility Ranking outpace the Russell 1000 in setting specific DEI targets, implementing fair chance hiring, cultivating apprenticeships, and offering paid training and tuition reimbursement.

We broke down market performance for each of the companies in our Rankings, and found that the “most just” outperformed those at the bottom of the list generally and across four of five stakeholders we measure.

While the public believes that ensuring pay equity is an integral part of achieving racial equity, over half of the companies we tracked in the 2022 Corporate Racial Equity Tracker continue to lack disclosure around this issue.

Our 2022 Racial Equity Tracker finds companies are more likely to leverage supplier spend with diverse businesses to advance racial equity in their communities.

The Corporate Racial Equity Tracker offers an in-depth accounting of DEI disclosures from the 100 largest U.S. employers, through 23 metrics across six specific dimensions of racial equity.

In 2022, nine in ten respondents – with strong majorities across demographic groups – say it’s important for companies to promote racial equity in the workplace.

While companies face a record-level of ESG proxy challenges this year, our analysis finds a steady increase in disclosure of board ESG oversight over the past three years.

We surveyed Americans to learn what they think about CEO pay today, and what companies should do to narrow the CEO-to-Worker pay gap.

We broke down market performance for each of the companies in our Rankings, and found that the “most just” outperformed those at the bottom of the list generally and across four of five stakeholders we measure.

We took a look at what environment metrics the largest U.S. companies are sharing, finding disclosures are low overall with over a third sharing no data.

COVID-19 not only took women out of the workforce, it brought to light long-standing inequities for women at work. Americans agree companies can do more.