According to JUST Capital, 9% of the nearly one-quarter of Russell 1000 companies it evaluated for its 2023 rankings (951 companies based on data collected between March and August 2022) that disclosed having conducted a race/ethnicity pay equity analysis, publicly disclosed the results of that analysis. This compares to 15% of Russell 1000 companies that disclosed having conducted a race/ethnicity pay equity analysis in 2022, just 4% of which publicly disclosed the results.
Among those 9% of companies (85 companies) that disclosed their results in 2023, most have reported either pay parity (40%) or near pay parity (± approximately 1%).
Companies that disclose EEO-1 or similar intersectional data are much more likely to have disclosed their performance of a race/ethnicity pay gap analysis than the general (company) population.
See our earlier report: “EEO-1 Workforce Diversity Disclosure on the Rise” and additional resources on our »Gender & Other Pay Gap/Parity, Human Capital/Workforce Management, and Racial Equality & Diversity pages.
This post first appeared in the weekly Society Alert!