Many retail companies have stepped up on paid sick leave, but more is urgently needed from corporate leaders.
Of the 38 hazard pay policies originally announced by America’s largest employers, half are confirmed to have expired.
If one thing has become clear this year, it’s that corporate stakeholder performance claims – on COVID-19, racial equity, and other “S” issues – must be backed by real action.
This week we look at severe communities controversies within the companies we cover, and see a significant outperformance for those who don’t have at least one severe controversy.
Americans want a “Great Reset”, but corporate actions to protect worker health, extend hazard pay and protect jobs are faltering.
Paid sick leave is more crucial than ever, but many low-paid Americans lack access during the coronavirus crisis.
This week, we double down on employee compensation and dive into our “Pays a Fair Wage” metric to showcase how companies’ wages differ across various job titles when compared to industry peers.
The DOL has stated that ESG funds are “vehicles for furthering social goals or policy objectives that are not in the financial interest of the plan.” We completely disagree – here’s why.
The health care company is working to align shareholder value with a positive societal impact, said CEO Bruce Broussard in the Quarterly JUST Call.
On July 27, JUST hosted a discussion with representatives from two of America’s largest pension funds and Bloomberg’s chief diversity reporter on why disclosing workforce demographic data is a crucial first step toward addressing racial inequity in corporate America.
Last month, the Department of Labor (DOL) proposed a new investment duties rule that would essentially keep ESG funds out of retirement accounts. Everything I’ve seen throughout my career shows that such a move would hurt investors.
In response to an empowered Black Lives Matter movement, JUST is transparently auditing its pay equity, diversifying its board, and continuing to cover racial equity as part of its work, among several other actions.
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We’ll unpack Humana’s stakeholder performance, long-term plan for sustainable value creation, response to COVID-19, and more.
JPMorgan Chase Research Institute puts out new research on unemployment benefits: “Allowing the $600 supplement to expire at the end of July 2020 could cause substantial declines in aggregate demand and potentially negative effects on the macro-economy.”
The New York Times suggests tying CEO pay to diversity outcomes as one of the most effective ways to improve diversity and inclusion across corporate America.
Robert F. Smith shares how the private sector can “turn our collective outrage into action,” to ensure our national reckoning becomes more than a passing moment.
In this Chart of the Week, we analyze how companies with a high percentage of employees making a national living wage have performed over the trailing one year.
As we prepare our annual rankings, we are considering a new way that companies might reduce their environmental impact – the reduction of air travel.
Many companies have stepped up to the plate to support their stakeholders in the immediate aftermath of the crisis, and many more are likely to need to do so as our nation gradually reopens.
This week, we take a closer look at the financial impacts of environmental disclosure vs. non-disclosure.
This week, we evaluate the rate at which carbon-efficient companies grow their operating income over the trailing five-year period.
Turning to the American public to ask them what they’d like to see from corporate America today – and particularly, how Black Americans want companies to act.
The public is demanding CEOs help create a more equitable society.
We urge companies to publish their current workforce demographic breakdowns, to help uncover how different dimensions of racial inequity impact Black and Brown workers.
Have questions about our research and rankings? We want to hear from you!