We take a closer look at a key point from the CEO Blueprint for Achieving Racial Equity, which we developed with FSG and PolicyLink.
Will companies empower their workers to help define the future of work in America?
For Labor Day, we revisit our Chart of the Week from earlier this summer to reevaluate how companies who fully disclose their EEO-1 reports have performed throughout the trailing three months.
New York Times economics reporter Jim Tankersley shares lessons from “The Riches of This Land.”
64% of Business Roundtable signatories released statements standing in solidarity with their Black and Brown colleagues and communities over the past few months. But how are they actually performing on key racial equity actions?
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.
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.
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.
We’ve highlighted companies that took actions that will outlast the moment we’re in.
Revisiting our analysis that shows how the companies that prioritize their workers have been significantly outperforming their peers throughout the coronavirus crisis.
What do the companies that are speaking up on racial equity disclose when it comes to the diversity of their workforces?
How does demographic disclosure – one of the key actions companies can take to address systemic racism – impact with corporate performance?
“We embrace truth and transparency. We set metrics, we manage them, we report them – not only to show the progress that we’re making, but also to hold ourselves accountable.”
In the wake of the murders of George Floyd, Breonna Taylor, and Ahmaud Arbery, major corporations are rushing to embrace the Black Lives Matter movement. But several of the same corporations have donated hundreds of thousands of dollars to members of Congress that are rated “F” by the NAACP.
For a group of elite black executives, police killings and protests have unleashed an outpouring of emotion and calls for action.
Mckesson said the George Floyd protests are providing an opportunity for lasting structural change.
We encourage corporate leaders who have committed support to Black Americans to take these critical actions for their workers.
We believe corporations have the power to influence profound social change around racial justice and equity. This week business leaders have reached out with questions on how to do just that. In that spirit, we’ve synthesized our latest our Diversity & Inclusion work.
Business leaders have been acknowledging the racial divides that plague our society and economy. That’s an important step, and it is welcomed. But we need more.
Martin appears on CNBC to discuss the top issues employees and Americans believe companies should be focusing on, and which businesses are taking steps to effect real change.
Those who face the greatest wage inequities are also those most vulnerable to layoffs and unemployment: women and people of color.
For Black History Month 2020, here are steps companies can take to better support their Black workers.
No matter how much work you’ve done in this area in the past, it’s something that requires constant effort. Here are four crucial steps for building a diverse and inclusive workplace.
Have questions about our research and rankings? We want to hear from you!