The JLens Workplace Tracker (the “Tracker”) examines the workplace policies and practices relevant to Jewish employees of the 100 largest U.S. public companies, by market capitalization, in the JLens 500 Jewish Advocacy U.S. Index. 

The Tracker provides a transparent, data-driven framework for understanding how leading U.S. companies can support Jewish employees and address antisemitism in the workplace. While the scored metrics reflect the policies and practices that JLens believes would help create a thriving workplace for Jewish employees and strengthen workplace practices more broadly, they should not be interpreted as measure of the Jewish employee experience at those companies. 

By assessing the existence of corporate policies and practices across key areas, the Tracker seeks to:

• Encourage companies to adopt and strengthen policies that can help create safe, inclusive, and supportive environments for Jewish employees. 
• Equip current employees, prospective employees, and other stakeholders with insights into corporate workplace practices related to antisemitism and religious accommodations. 
• Foster a culture of transparency and continuous improvement through public reporting. 

Scoring

The JLens Workplace Tracker assesses companies on 14 metrics across three categories of policies and practices: Jewish Experience in the Workplace, Religious Accommodations, and Workplace Protections. Scores and medal designations reflect JLens’ assessment under the methodology described below: 

1. To assess each metric, JLens uses a combination of publicly available information and public company-provided information. 
2. Based on whether the company has the specified policies and practices and has disclosed the existence of those policies, a company receives a “Yes,” “No” or “Unknown” score designation for each metric. For both “No” and “Unknown” score designations, the company does not receive points for the metric. An “Unknown” score designation indicates that JLens was unable to identify a public or company-provided information to assess the metric – it does not mean that JLens has found a policy lacking. If a company has an “Unknown” score for a policy that they have, we encourage them to provide it and are happy to update the Tracker. Additionally, a “Yes” or “No” score designation denotes an instance in which JLens understands that a company does or does not have a policy or practice in place associated with a specific metric.
3. Each metric is associated with a point value, so each time a company is assessed as “Yes,” it gains points toward its total score. Each metric is equally weighted, with the exception of the “Jewish ERG” question, which accounts for 20% of the total score. 
4. A company’s final score is calculated based on the total number of points received across all 14 metrics and is associated with a medal: Gold, Silver, or Bronze. 
5. Not Rated is assigned when there is insufficient data to score a company. This does not, by definition, mean that the company does not address antisemitism in the workplace. 

Company Selection Criteria

The Tracker evaluates the 100 largest U.S. public companies by market capitalization, drawn from the JLens 500 Jewish Advocacy U.S. Index, as of June 30, 2025. Company selection is based solely on market capitalization ranking within the Index.

Metric Selection Criteria

JLens has engaged companies on workplace issues since its founding in 2012, and the metrics assessed in the Tracker reflect that longstanding advocacy. The scored metrics reflect policies and practices that JLens believes can help create a thriving workplace for Jewish employees and strengthen workplace practices more broadly.  

Data Sourcing

Data was collected from publicly available information, such as corporate disclosures, company webpages, and press releases, supplemented by company-reported information gathered through questionnaires and calls with company representatives. 

The Tracker reflects information available or provided at the time of assessment and as a result may not capture all internal policies or practices. Additionally, JLens did not independently audit or verify all information received. 

Updates

Company scores may be updated on a periodic basis as new information becomes available. JLens actively encourages companies to submit updated information and improve their practices. Companies can provide comments using the link at the bottom of their scorecard. 

Limitations

The Workplace Tracker does not reflect Jewish employee perception of a company’s practices or their experiences at the company, nor does it assess non-workplace-related company practices or behavior that may be relevant to the Jewish community, such as a company’s products, services, or public conduct. 

Medals do not represent an endorsement of how the company operates or even of all of a company’s actions related to Jewish communal issues (including products or platforms). Receiving a Not Rated designation should not necessarily be perceived negatively; in many cases, insufficient data on certain metrics may have contributed to that designation. The same is true for Bronze and even Silver designations.  

Medals reflect JLens’ assessment of workplace policies and practices based on JLens’ methodology and are not endorsements of how those companies operate. The Tracker is a transparency tool based on data collected to date. It is not intended to and should not be relied upon for any investment, legal or other financial decision. JLens may revise, refine, add, remove, or reweight metrics and other aspects of the methodology in future versions of the Tracker. 

Full Metric List

Jewish Experience in the Workplace

• Has a Jewish ERG: Does the company have a Jewish Employee Resource Group (ERG) or affinity group?
• Conducts antisemitism training: Does the company offer annual antisemitism training, either for managers or the workforce as a whole (e.g., as either a stand-alone training or part of a broader training)?

Religious Accommodations

• Dress code permits religious attire: Does the company have a workplace dress code or policy that explicitly allows employees to wear religious attire (e.g., kippot or hijab) absent undue hardship?
• Provides floating holidays: Does the company offer employees a designated leave bank other than Paid Time Off (PTO), such as floating holidays, to be used for cultural or religious observance?
• Accommodates weekly Sabbath observance: Does the company consider and, where reasonable, provide accommodations for employees who observe a weekly Sabbath? Examples may include flexible scheduling, shift swaps, leave, or adjusted work hours, consistent with applicable law and the requirements of the position.
• Offers prayer space: Does the company offer a dedicated space available for prayer, meditation, or reflection in one or more of its corporate office spaces?
• Proactively communicates religious accommodation policies: Does the company proactively communicate its religious accommodations policy to employees? Examples of proactive communication may include sharing the policy through onboarding, the employee handbook, company intranet or regular staff updates.
• Accommodates religious dietary needs: Does the company accommodate religious dietary needs (e.g., kosher, halal) at events where food is served (e.g., meetings, retreats or holiday parties)?
• Circulates a religious holiday calendar: Does the company circulate an internal holiday calendar that acknowledges major religious holidays (—including Jewish holidays) —for awareness and planning purposes?

Workplace Protections

• Calls out antisemitism-based discrimination in a policy: Does the company explicitly prohibit discrimination motivated by antisemitism in its policies?
• Calls out ancestry-based discrimination in a policy: Does the company explicitly prohibit discrimination based on ancestry in its policies?
• Calls out religious discrimination in a policy: Does the company explicitly prohibit discrimination based on religion in its policies?
• Provides a workplace reporting mechanism: Does the company have a confidential and anonymous mechanism for employees to report discrimination and harassment, including incidents of antisemitism?
• Has a non-retaliation policy: Does the company have a non-retaliation policy for employees who report discrimination and harassment, including incidents of antisemitism?