JUST JOBS SCORECARD

This data point captures whether a company offers emergency backup dependent care benefits and routine dependent care subsidies. Companies demonstrate leading practice by publicly disclosing both emergency backup dependent care benefits and routine dependent care subsidies.

This data point captures a company's minimum days of Paid Time Off (PTO) or paid vacation for its exempt U.S. employees. 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 receive full credit, but it is important to note that they require a workplace culture that supports employees in fully utilizing the benefit.

This data point captures a company's minimum days of paid sick leave for its exempt U.S. employees. Companies demonstrate leading practice by publicly disclosing a policy that offers at or above 10 days of paid sick leave per year. Unlimited sick leave policies receive full credit, but it is important to note that they require a workplace culture that supports employees in fully utilizing the benefit.

This data point captures the length of paid parental leave at a company for primary or maternal caregivers. Companies demonstrate leading practice by publicly disclosing at least 20 weeks of paid parental leave for primary or maternal 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.

This data point captures the length of paid parental leave at a company for secondary or paternal caregivers. Companies demonstrate leading practice by publicly disclosing at least 20 weeks of paid parental leave for secondary or paternal 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.

This data point captures whether a company provides equitable paid parental leave. Companies demonstrate leading practice by offering parity of paid leave for all caregivers welcoming a new child to their family.

This data point captures whether a company conducts an employee satisfaction survey to measure employees' experiences of job, work environment, and management quality. Companies demonstrate leading practice by publicly disclosing that they conduct an employee satisfaction survey.

This data point captures whether a company has a grievance mechanism in place for employees to safely report concerns or issues relating to discrimination and harassment. Companies demonstrate leading practice by publicly disclosing a discrimination and harassment grievance mechanism.

This data point captures whether a company provides mandatory training to educate employees about avoiding and reporting harassment. Companies demonstrate leading practice by publicly disclosing that they provide anti-harassment training for their employees.

This data point captures a company's systematic management of employee health and safety. Companies demonstrate leading practice by publicly disclosing a health and safety management system, such as the ISO 45001 or OSHAS 18001.

This data point captures worker safety at a company via its Total Recordable Incident Rate (TRIR), the rate of recordable incidents per 200,000 hours worked. Companies demonstrate leading practice by publicly disclosing a TRIR below 2.9, indicating a safe working environment.

This data point captures the proportion of vacancies at a company filled by current employees. Companies demonstrate leading practice by publicly disclosing their internal hiring rates.

This data point captures whether a company discloses the total percent of its U.S. (preferred) or global employees who remain employed by the company over a specific period of time. Companies demonstrate leading practice by publicly disclosing their retention or turnover rates.

This data point captures whether a company has a fair chance program or policy focused on hiring or eliminating barriers for people with criminal records. Companies demonstrate leading practice by publicly disclosing any fair chance programs or policies.

This data point captures whether a company has a policy to actively recruit veterans. Companies demonstrate leading practice by publicly disclosing a proactive veteran hiring policy/program, distinct from employee resource groups and/or non-discrimination policies.

This data point captures whether a company discloses any flexible working hours policies, such as employee-created schedules and condensed work weeks, or stable scheduling policies intended to improve the predictability and adequacy of work hours for its hourly employees, such as standard times for shifts and elimination of on-calls. Companies demonstrate leading practice by publicly disclosing at least one flexible or stable scheduling policy.

This data point captures whether a company offers U.S.-based paid apprenticeship programs. Companies demonstrate leading practice by publicly disclosing apprenticeship programs distinct from internship opportunities, accessible to current/past students, and not limited to people with degrees.

This data point captures the annual average hours of training or career development completed at a company per U.S. (preferred) or global employee. Companies demonstrate leading practice by publicly disclosing that employees complete at or above 30 hours of training on average.

This data point captures whether a company offers tuition reimbursement and/or education assistance programs for employees. Companies demonstrate leading practice by publicly disclosing tuition reimbursement and/or education assistance policies.

This data point captures whether a company discloses the adjusted women-to-men pay ratio based on its most recent gender pay equity analysis. Companies demonstrate leading practice by publicly disclosing gender pay equity analysis results.

This data point captures whether a company commits to paying a living wage. Companies demonstrate leading practice by publicly disclosing a living wage statement or a minimum wage at or above $17.23, the MIT Living Wage Calculator's national population-weighted average wage for a single worker, or an equivalent annual salary.

This data point captures a company's minimum wage or salary disclosure. Companies demonstrate leading practice by publicly disclosing the minimum hourly wage or salary for their U.S. workforce.

This data point captures a company's minimum wage or salary. 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 a family of two full-time working adults and two children, or the equivalent annual salary.

This data point captures whether a company conducts pay equity analyses across all its workers. Companies demonstrate leading practice by publicly disclosing that they conduct pay gap analyses based on gender, race, ethnicity, or other factors, ideally by publishing the results of their analyses.

This data point captures whether a company discloses the adjusted POC-to-white pay ratio based on its most recent race/ethnicity pay equity analysis. Companies demonstrate leading practice by publicly disclosing race/ethnicity pay equity analysis results.

This data point captures whether a company offers any employee ownership opportunities, such as employee stock purchase plans (ESPPs), employee stock ownership plans (ESOPS), or stock awards. Companies demonstrate leading practice by publicly disclosing that they offer an employee ownership opportunity.

This data point captures whether a company has measurable targets to increase diversity and equal opportunity through hiring, workforce composition, promotion, or retention. Companies demonstrate leading practice by publicly disclosing quantitative, time-bound diversity and opportunity targets.

This data point captures whether a company has quantitative, time-bound targets to increase gender representation through hiring, workforce composition, promotion, or retention. Companies demonstrate leading practice by publicly disclosing workforce and management gender diversity targets.

This data point captures whether a company has quantitative, time-bound targets to increase representation by race/ethnicity through hiring, workforce composition, promotion, or retention. Companies demonstrate leading practice by publicly disclosing workforce and management race and ethnicity diversity targets.

This data point captures a company's disclosure of workforce demographics by gender. Companies demonstrate leading practice by publicly disclosing workforce gender diversity data.

This data point captures a company's disclosure of workforce demographics by race/ethnicity. Companies demonstrate leading practice by publicly disclosing a consolidated Employer Information Report (EEO-1 Report), or alternative disclosure of workforce demographic data that includes intersectional race/ethnicity and gender representation.