A new data-driven interactive tool to help companies prioritize investments in their most important value creators – their workers

Business leaders are increasingly recognizing that workforce investment can be a significant value creation engine. Providing good pay, strong benefits, opportunities for advancement, and a safe, equitable workplace allows employees to be more engaged and productive, delivering greater value to customers and in turn, shareholders as well.

Over our eight years of survey research, Americans have consistently agreed that workers must be a company’s top priority. And studies show that investments in workers can reduce high costs incurred from absenteeism and turnover, increase labor productivity, and grow revenue. Companies that align with the public’s priorities and prioritize the creation of good jobs also gain a competitive advantage in the market as their improved reputation is more likely to attract job seekers, consumers, and investors.

Although there are promising efforts to standardize what “good” looks like when it comes to job quality, there is no guiding set of data to help companies navigate what to disclose, how to benchmark, and where to prioritize workforce investment. That’s why we’ve created the JUST Jobs Scorecard.

The JUST Jobs Scorecard is a data-driven interactive tool that helps corporate leaders assess job quality performance on 28 data points across seven key topic areas and prioritize ways to improve through clear disclosure and performance thresholds from “no disclosure” up to the “leading” practice. The Scorecard enables corporate leaders to understand where their performance stands against minimum, common, and leading practice standards among America’s largest, publicly traded companies, providing actionable next steps corporate leaders can take to drive long-term value and build the case for new workforce investments in today’s tight labor market.

Click through the slides below to preview the Scorecard experience

  • Topics

    The Scorecard helps corporate leaders visualize their performance across seven key topics, benchmark their data against peers, and explore where they might want to take action to improve.

  • Data Points

    We identified 28 publicly disclosed data points to help companies assess both performance and disclosure across the seven topic areas.

  • Company Scoring

    The Scorecard indicates company performance on each data point along a continuum of practice, where 0 represents no disclosure and 4 represents leading practice. Data can be benchmarked against industry peers or all companies in the Russell 1000.

  • Compare Companies

    The Compare feature provides a concise visual snapshot of how a company stacks up against selected peers across the disclosure and performance thresholds.

“The only sustainable competitive advantage that any company has is the strength of their workforce”

  – PayPal CEO Dan Schulman on CNBC

Sign up to learn more and explore the Scorecard

The JUST Jobs Scorecard is now accessible for corporate leaders at scored Russell 1000 companies to view their Scorecards, respond to insights through additional disclosure and guided implementation, and share valuable feedback on the Scorecard before a public roll out later this year.

Company representatives can now access their Scorecard through JUST Capital’s secure Corporate Portal. If you do not have a Corporate Portal account, you will be directed to a registration page. Once your registration request has been submitted, you will receive a confirmation email from with login instructions.

If you are not a representative of a Russell 1000 company, but still interested in learning more about the JUST Jobs Scorecard, click here to receive updates and you’ll be among the first to be notified about the public launch.

What corporate leaders are saying about the JUST Jobs Scorecard

There are a lot of job quality frameworks in the market. There's no one comprehensively looking across companies doing scoring and benchmarking. There's an important role for a tool like this to play.

It's a guide on what additional disclosures we might want to consider putting out – and an additional scorecard to evaluate work that we're doing.

Some (scorecards) are set up in a way that has a punitive shaming to it. This doesn't have that feel to it. (Instead, it's saying,) Let us give you independent insight into what you are doing.


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