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Network and Learn Alongside Peers

Communicate Internally & Externally

Identify Areas for Improvement & Prioritization

Action Plan & Implement 

with Experts

Model Leadership & 

Co-Innovate

Grasp the Landscape

Access Case-making Resources

Assess your Workforce Needs

Know the American People's Priorities

Our annual Rankings reflect the performance of America’s largest publicly traded companies on the Issues that matter most in defining just business behavior today. The Issues, and their weights in our model, are determined by our polling of the American public. 

Our Rankings assess performance of the largest U.S.-based corporations that collectively make up the Russell 1000. Use the search feature below to view a summary level of performance for every company included in the 2024 Rankings universe.

benchmarking your performance against peers and aspirational companies can help you to become more competitive in a tight labor market. Our annual Rankings, derived from extensive polling of the American public, spotlight the behavior and practices that resonate most with stakeholders. Furthermore, our specialized rankings, such as the Workforce Equity and Mobility Ranking and the Corporate Racial Equity Tracker, offer targeted insights into companies' efforts in advancing equity and opportunity within their workplaces and communities. Harnessing these benchmarks empowers companies to not only measure their performance but also to actively pursue strategies that promote fairness, inclusion, and opportunity for all.

JUST Capital, with support from the Annie E. Casey Foundation, is highlighting the companies that perform best on key disclosure and performance metrics that address racial equity and advance opportunity and mobility in our Workforce Equity and Mobility Ranking. 

The Corporate Racial Equity Tracker offers an in-depth accounting of the commitments and actions announced by the 100 largest U.S. employers, through 23 metrics across six specific dimensions of racial equity. 

Since the killing of George Floyd and other Black Americans ignited a national reckoning with racial injustice, dozens of America’s largest companies have made unprecedented commitments to advancing racial equity in their workplaces and communities. By making the Tracker the cornerstone of a multi-year racial equity initiative that includes the Corporate Racial Equity Alliance (CREA) along with other workstreams, JUST Capital is working to ensure that past momentum carries forward.

The Guide serves as a primer on current disclosure practices, aids in identifying strategies to reduce transparency barriers, builds a compelling case for leadership-driven change, and offers a starting point by highlighting current leading practice for disclosure and offers examples of what leadership on each metric looks like.

The Corporate Guide to Human Capital Disclosure is a resource for companies looking to enhance their reporting on human capital management practices. Recognizing the growing significance of human capital in business success, this comprehensive guide outlines key metrics and disclosure strategies essential for transparently communicating an organization's approach to human capital.

with leveraging tools like the Corporate Guide to Disclosure, which offers invaluable insights into enhancing reporting on human capital management practices. Additionally, the JUST Jobs Scorecard provides a data-driven assessment of job quality performance, enabling corporate leaders to pinpoint opportunities for enhancement and prioritize strategies for improvement. Through data review and ranking reporting processes, JUST Capital empowers companies to understand their performance relative to industry standards and peer benchmarks, facilitating informed decision-making and fostering continuous progress toward meeting the expectations of the American public.

The JUST Jobs Scorecard is a data-driven interactive tool that helps corporate leaders assess job quality performance on 31 data points across six 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.

Building off of the success of our Corporate Racial Equity Tracker and our JUST Jobs Scorecard, JUST Capital plans to launch an equity scorecard for the Russell 1000 that will help corporate leaders assess equity-related performance across more than 25 data points. The data points will reflect multiple topic areas pertaining to equity within organizations, in addition to companies’ equity impacts on communities and in society. As with the JUST Jobs Scorecard, the Corporate Equity Scorecard will provide clear disclosure and performance thresholds from “no disclosure” up to “leading” practice.

As part of a broader process to ensure the transparency and validity of our data, JUST Capital provides companies with the opportunity to review the data we collect on them. This review period is an important moment to share with companies the Issues, Metrics, and Data Points they will be measured on in forthcoming research products. During the review period, companies can view the specific values we’ve collected on their company, ask questions and learn about our methodology directly from our research analysts, and submit suggested updates to their data. JUST Capital analysts assess each submission to ensure that all data are accurate, consistent with our methodology, and publicly disclosed. The data reviewed is used across JUST Capital’s research products, including the Annual Rankings of America’s Most JUST Companies, the JUST Jobs Scorecard, our investable indexes, and more.

JUST Capital is committed to providing data and insights so companies can understand their performance on the priorities of the American public compared to their industry and Russell 1000 peers. As part of this commitment, we offer ranked companies detailed performance insights through a custom Ranking Report. The Ranking Report is a comprehensive review of how a company’s disclosures and performance on 200+ data points impact performance at each level of our Rankings. Our Corporate Engagement team holds debrief conversations following the Rankings release to help company representatives understand drivers of performance and opportunities for improvement.

The Corporate Impact Lab meets companies where they are so they can work with us to align their workforce and business and operational goals. We enable corporate leaders to articulate the internal business case for workforce investment, connect with a network of experts and peers, and collaborate to execute their workforce investment strategies more quickly.

The Worker Financial Wellness Initiative is dedicated to helping companies assess the financial wellness of their workforce, supporting company leaders as they invest in their workers, and making sure workers’ financial security is a C-suite and investor priority. 

Corporate leaders often seek to lead on stakeholder issues, but need a partner to help them navigate the journey from assessment, to action planning, on through implementation. They want to take steps forward on key issues without wasting time and resources. They also need to be able to take meaningful steps towards addressing the issues most important to their key stakeholders in this constantly changing landscape, but it takes time to identify the right partners, advisors, etc. and they often end up investing in advisors poorly positioned to help them, and in the process they waste time and resources, fail to realize the outcomes meant to come from their investments, and consequently have a difficult time making the case for a reallocation of funds to address those unmet needs.

Through JUST Capital’s Corporate Impact Lab, the Impact Partner Program aims to elevate a network of topnotch collaborators working together to support an active community of business and market leaders who are committed to advancing increased transparency and improved corporate stakeholder performance. By addressing the significant appetite in the marketplace for coordinated collaboration, the program builds a pathway for business leaders, investors, nonprofits, and professional service firms to participate in, benefit from, and collectively influence corporate transparency, assessment, and performance on social issues, particularly those that drive long term value for both business and workers. 

JUST Capital is launching a curated Impact Partner Program for firms and organizations moving the needle on key stakeholder issues as defined by the public and informed by business leaders. 

according to recent JUST Capital polling. Practically, what that means is that people need to understand what companies are actually doing, in this case, for their workers. Communicating policy enhancements and disclosures internally and externally is paramount for companies to foster transparency, trust, and alignment with stakeholders. 

We hosted a worker well-being workshop at the Rockefeller Foundation’s Bellagio Center with CHROs, Chief Diversity Officers, and other executives. The event served as a launch pad to deepen corporate commitments and explore pathways forward for workforce investment. Attendees spent one week in peer community and included the following companies representing ~4.7 million U.S. workers.

Bellagio Convening - October 2024

The videos feature current employees whose lives have improved through investments like increased pay, benefits, and training/upskilling. They were produced by the Worker Financial Wellness Initiative, which was launched in 2020 by JUST Capital and PayPal with support from the Good Jobs Institute and the Financial Health Network to help companies assess and improve the financial health and security of their workforces. 

Worker Financial Wellness Initiative Videos

Chipotle, Verizon, Paypal, and Prudential Financial are making major, impactful investments in their workforces and this video series documents the impact of those investments through the first-hand accounts of employees at each company. These stories uniquely illustrate how companies are rising to meet shifting expectations in a continued tight labor market. 

Our annual Summit is a cornerstone, in-person gathering where thought leadership meets actionable change. The Summit offers a unique platform for business leaders and other cross-sector participants to engage in critical dialogues on the shifting paradigms of business success; explore innovative strategies for prioritizing workers, communities, and the environment; and spotlight the achievements of the JUST 100 – the apex of JUST Capital’s Rankings of America’s Most JUST Companies. The Summit empowers attendees to not only showcase their commitment to just business leadership, but also to gain meaningful connections and insights in pursuit of greater investment in workers, communities, and the environment that supports long-term business success.

modeling leadership and co-innovating alongside organizations like JUST Capital and its impact partners has become increasingly vital for companies striving to make a meaningful societal impact. The JUST Capital Corporate Impact Lab serves as a pivotal connector and validator, facilitating collaborative efforts that drive positive change. 

JUST Jobs Scorecard Feedback Loop

We invite business leaders to participate in continuous, structured dialogues with the JUST Capital team, allowing us to systematically gather, analyze, and integrate their insights to ensure the JUST Jobs Scorecard remains aligned with business needs. To enhance the relevance and impact of our offerings, we will ensure they are responsive to what we’re hearing from corporate leaders by tracking continuous feedback in a centralized database and disseminating anonymized learnings across our organization and network.

Benchmarking Toolkit - Coming soon!

In partnership with a HCM company, we are developing a one-of-a-kind benchmarking toolkit on paid leave and caregiving benefits based on our data set. With the intention of supporting practioners at other companies and driving impact in the lives of workers, we're working collaboratively with the company to produce, release, and market this new tool.

In the years during and following the pandemic, the spotlight on jobs and job quality hasn’t let up. News of layoffs and questions of if and when a recession may hit persist. Some employers are choosing to raise wages as workers across the country feel the impacts of inflation on their wallets. While these issues are exacerbated at the moment, and have been for the last three years, JUST Capital polling has consistently found that the American public wants companies to put their workers first. This is true across demographics, including age, race, ethnicity, gender, income group, and political affiliation.

What began as the Great Resignation has become the Great Reshuffle, a watershed moment in the labor market in which millions of workers across the United States have quit their jobs in search of better ones. The result has been a tight labor market, characterized by hiring outpacing quits across every sector, record-high job openings still exceeding 11 million, and companies saying they’re challenged by a “worker shortage.”

With little standardization of benefits offered, companies set their own rules in terms of job quality, leaving American workers, especially women, people of color, and low-wage workers, struggling to make ends meet. Among the 17 million workers employed by America’s largest publicly-traded companies, over 36.3% are not making a family-sustaining living wage. A predominant narrative has been that workers are a cost for businesses to mitigate, rather than an asset requiring investment. Research shows that job quality has been on the decline for some time, with decades of loss in the real earning power of wages and a steady increase in low-income jobs without clear career opportunities. More recently, workers have weathered an inflationary environment that’s come on the heels of a years-long pandemic, a long-overdue reckoning with equity at work, and a caregiving crisis. The hot labor market can’t erase the reality that too many Americans work long, or unstable, hours for too little pay and are increasingly willing to leave unsatisfactory jobs.

But it’s not that workers aren’t available. Rather, employers are struggling to attract, hire, and retain them. Only 40% of workers in the U.S. – and even lower shares of workers of color – report that they are in a good job. The U.S. labor market is in the midst of a forced reckoning with the reality that we face a job quality shortage decades in the making. In fact, this is something that JUST Capital has heard through our polling since we started seven years ago. Respondents tell us that they want corporate leaders to prioritize workers and wages. 

In the current economic climate, workers will continue to leave their jobs voluntarily. According to the Bureau of Labor Statistics, 3.4 million people quit their jobs in January 2024 alone. The cost of not investing in workers is incredibly high, related to key metrics such as turnover and retention rates, productivity, morale, and more. Decreased productivity costs U.S. businesses a shocking $1.8 trillion every year in one estimate, with $300 billion stemming from the stress of the cost of childcare. Losing an employee to another employer can cost a company 6 to 9 months of an employee's salary to replace them, and voluntary turnover has cost US industries more than $630 billion.

In the midst of fierce competition for talent, an investment in good jobs can reduce the high costs incurred from absenteeism and turnover, increase a company’s labor productivity, and ultimately grow its revenue. Companies that prioritize good jobs also gain a competitive advantage in the market as their improved reputation is more likely to attract job seekers, consumers, shareholders, and investors. A focus on high-quality “just” jobs is also essential to ensuring that women and people of color – those at disproportionate risk of being in a bad job – do not continue to face labor market discrimination as a result of a long legacy of exclusionary policies and unequal protections at work.

over the course of JUST Capital’s eight years of survey research. At the same time, over the last several years, the public narrative about workers shifted; businesses increasingly celebrated workers as essential, and sought to provide better wages, flexibility, paid sick leave, and more as a result of the COVID-19 pandemic and changing workplace landscape. Companies that didn’t prioritize their workers had more trouble keeping their doors open and retaining employees. 

Investing in workers has a multiplier effect, leading to societal outcomes like economic stability, health equity, better educational prospects for workers and their families, and stronger communities. Companies have a clear opportunity to improve job quality and increase equity, while also signaling to the rest of corporate America that doing so is a moral imperative that positively impacts business outcomes and the economy at large.

JUST Capital also works with investors who want the same thing we do: more just companies. We help investors accomplish their main two goals: (1) achieve better disclosures from boards, and (2) rally companies to adopt financially-sound policies that support their stakeholders.

In service of these goals, we amplify data that demonstrates the material impacts of stakeholder metrics on investment decisions. Shareholders are the only stakeholders that have the power to impact directly the governance and policies of companies. Therefore, we provide information to the market and investor community to illustrate the pivotal role workforce investment has in creating value for workers and businesses, and to further the role of shareholders in achieving just company policies. 

We arm companies with research that helps them understand the impact on investment decisions when high-quality human capital data is unreliable or absent. And we continue to develop index concepts that demonstrate the market outperformance of companies that perform best on stakeholder metrics. Finally, we continue to license our datasets to investors so that they can make portfolio decisions based on just business behavior. 

Equipped with our data and insights, we are able to keep the conversation in a dialogue around financial value, and away from a political one. Doing so keeps our focus on the shareholder viewpoint and unites our efforts with those of investors shaping company policies.

Since protesters took up renewed calls for racial equity in wake of George Floyd’s murder in Summer 2020, corporate America has bolstered its commitments to diversity, equity, and inclusion (DEI), largely through increased transparency around employee representation. With investors, regulators, employees, and other key stakeholders increasingly focusing their attention on the racial and ethnic makeup of companies’ workforces, disclosure of demographic data has been the focal point for corporate action, as evidenced by the threefold increase in detailed reporting between 2021 and 2022. In 2023 and 2024, there has been notable political pushback against certain DEI programs that has put legal pressure on companies, creating a difficult environment to navigate. While transparency around representation is an important first step, another critical component is ensuring that workers earn equal wages and access equal benefits for the same or similar roles regardless of their race or ethnicity.

In the wake of the Supreme Court’s decision on affirmative action in college admissions and the potential far-reaching implications for corporate America, placing equity at the forefront of job quality conversations is more important than ever. JUST Capital data shows that more and more companies are pursuing DEI-related activities – diversifying their teams and boards, disclosing EEO-1 data, supporting pay equity, investing in worker financial health, expanding benefits like paid parental leave, and more. Research suggests that the business case for diversity today is strong, and we know that recruiting and retaining diverse and well-credentialed workforces remains a top priority for CEOs. 

Since 2015, JUST Capital has surveyed more than 189,000 Americans on what they believe U.S. companies should prioritize most when it comes to just business behavior.
Year after year, Americans say that companies should put workers squarely at the heart of their business practices, foremost by paying their workers a fair and living wage. Indeed, Worker Issues continue to command the highest share of priority (42%) among the 20 stakeholder-related issues we measure, with four of the five Worker Issues once again among the top six priorities of the public, with Workforce Advancement gaining in importance this year.

Even more encouraging is that despite vocal attempts by politicians to use business as a divisive wedge issue this year, Americans remain united, not divided, across political ideologies around what they want from companies today. As in years past, we found a broad consensus across demographic and political cohorts – liberal, conservative, high-income, low-income, men, women, young generations, older generations, and white, Black, and Hispanic Americans – that Workers should be corporate America’s top stakeholder priority and that paying a fair, living wage should be the number-one issue to prioritize.

With CEOs under the microscope for their statements on social issues, we can look to the public for important guidance on which social issues need not only their statements of support but their actions. Across ideologies, we see the highest agreement on issues of equity (gender, race, and income).

Seismic changes in the employment landscape have reframed the future of work. Listen to Lead introduces a new framework – Listen, Act, Be Accountable – and takes companies through a learning journey to understand and value employee voice as critical to resilient, sustainable, and successful business operations.

that resonates with employees and drives organizational success is assessing the needs of your workforce. By understanding the unique challenges, preferences, and aspirations of your workforce, you gain valuable insights into areas where support is most needed. This knowledge enables you to tailor well-being initiatives to address specific pain points, whether it's financial stress, work-life balance, or mental health concerns. Moreover, engaging employees in the process fosters a sense of ownership and commitment to the well-being program, ultimately leading to higher levels of satisfaction, productivity, and retention. Thus, by aligning your strategy with the genuine needs of your workforce, you can cultivate a healthier, more resilient, and more fulfilled workforce, driving overall organizational well-being.

Conduct anonymous surveys to gather insights directly from employees. Ask questions about their satisfaction with current policies and their preferences for the future.

If applicable, collaborate with employee representatives or unions to gather insights on behalf of the workforce. This ensures that diverse voices are considered in the decision-making process. 

Conduct follow up in-depth interviews with employees representing different employee profiles to dive deeper into their feelings about your company offerings. These sessions can provide qualitative insights that surveys are unable to fully capture, allowing employees to share their experiences and thoughts openly and employers to gain deeper insights to help inform company policies.