Just 2.0 Indicator FAQs

Table of contents (by category):

General

  • Does ILFI provide a template that I can use for the various required policies?

ANSWER: Yes! See Just 2.0 Policy Statement Templates.

  • Can my organization with fewer than 5 employees get a JUST label?

ANSWER:  Yes! Although some of the indicators require calculations based on number of employees, and metrics can be easily skewed by such a small number of employees.  To adjust for this, organizations with fewer than 5 employees are limited to earning Level 1 recognition for the following indicators: Ethnic Diversity, Gender Diversity, Inclusion, Employee Engagement, and Gender Pay Equity.

  • Can I round my organizations data percentages for the indicator qualifications? 

ANSWER: No, unfortunately all percentages are reviewed as is and should not be rounded or altered.

  • Are the program frameworks referenced in the JUST 2.0 Manual  examples or specific requirements?

ANSWER: They are examples. The program components within the Physical Health and Well-Being Indicators are not specific requirements. The CDC’s Workplace Health Model provides an example/guideline. Within the Local Communities Indicator the social needs assessment is needed but there is not a framework behind this that we provide as an example or guideline. If organizations showcase these steps within their given policies, this will be incorporated in the level of achievement.

Diversity

Ethnic Diversity

  • Our organization has a single person on the leadership team. Because that person is not in the minority, is our organization only eligible for level 1 for this indicator, regardless of the ethnic diversity of our entire organization?

ANSWER: The level of achievement for small organizations (with at least 5 employees*) that have a single person on the leadership/senior management team will be based on 1) existence of an ethnic diversity policy, and 2) comparison of entire workforce against the baseline stated in the indicator (and for level 4, existence of a robust engagement/partnership with one or more NGOs, community-based organizations, racial equity advocacy organizations, educational institutions, and government agencies that serve and work closely with traditionally underrepresented or underserved populations). Because the ethnic diversity percentage for the leadership team with a single person will either be 100% or 0%, the overall indicator score when accounting for this does not give an accurate representation of the ethnic diversity of the entire organization, and that percentage will not be taken into consideration in determining level of achievement for this indicator.

*As noted in the General section above, organizations with fewer than 5 employees are limited to level 1 achievement for this indicator.

RELATED: Organizations may also exclude singular positions from consideration in the Gender Pay Equity indicator (see page 48 of the Just 2.0 Manual).

Gender Diversity

  • If my organization is a certified women-owned business, do we automatically achieve level 4 for this indicator, even though we do not meet the requirements for women to make up 50% of the overall workforce and 35% of the senior leadership team?

ANSWER: Yes. Certified women-owned businesses automatically achieve level 4 for this indicator.

  • Our organization has a single person on the leadership team. Because that person is male, is our organization only eligible for level 1 for this indicator, regardless of the gender diversity of our entire organization?

ANSWER: The level of achievement for small organizations (with at least 5 employees*) that have a single person on the leadership/senior management team will be based on 1) existence of a gender diversity policy, and 2) comparison of the entire workforce against the baseline stated in the indicator. Because the gender diversity percentage for the leadership team with a single person will either be 100% or 0%, the overall indicator score when accounting for this does not give an accurate representation of the gender diversity of the entire organization, and that percentage will not be taken into consideration in determining level of achievement for this indicator.

*As noted in the General section above, organizations with fewer than 5 employees are limited to level 1 achievement for this indicator.

RELATED: Organizations may also exclude singular positions from consideration in the Gender Pay Equity indicator (see page 48 of the Just 2.0 Manual).

Inclusion

  • What survey questions need to be asked to measure inclusion?

ANSWER:

  1. “How committed is your organization to a comprehensive strategy of ensuring that all employees feel included?”
    Rating Scale: 10 9 8 7 6 5 4 3 2 1
  2. “How included do you feel?”
    Rating Scale: 10 9 8 7 6 5 4 3 2 1
In these scales, the number 10 represents “extremely committed” while the number 1 represents “not at all committed.” The average score from Questions 1 and 2 determines the applicable JUST label recognition level.  
  • Is my organization required to achieve a certain level on the Ethnic Diversity indicator in order to score above level 1 on the Inclusion indicator? 

ANSWER: Yes. In order to score level 2, 3, or 4 on the Inclusion indicator, you must score at least level 2, 3, or 4 (respectively) on the Ethnic Diversity indicator; a score above level 1 is required for Ethnic Diversity because organizations that are not ethnically diverse cannot be inclusive. (Average inclusion survey scores still apply for this indicator.)

  • Does senior leadership need to be included on the inclusion survey?

ANSWER: There is currently no requirement to include or exclude senior leadership on the inclusion survey. You may at your discretion choose to exclude senior leadership from the inclusion survey, the rationale being that the segmented results may be more illuminating to the senior leadership team than results from surveying the entire organization. However, you should also consider the size of the leadership team relative to the size of your organization. If the leadership team makes up a relatively large percentage of your organization, then you would probably want to include them in the survey to capture responses from a larger proportion of the organization.

  • My organization hires a third party to conduct quarterly surveys and report on engagement and inclusion. Can we use this data instead of issuing another survey?

ANSWER: As long as the survey includes questions that are similar to the two questions required for this indicator (i.e. how committed is your organization to including all employees, and how included do you feel), you may use data from a periodic third party survey and do not need to issue another survey.

  • Is there a minimum percentage of workforce that must respond to the inclusion survey to be considered representative?

ANSWER: Yes. The entire workforce should be given opportunity to respond and a minimum of 60% must be collected. 

Employee Engagement

  • What survey questions need to be asked to measure employee engagement?  How is employee engagement measured?

ANSWER: See the Engagement Survey Template here.  Employee Engagement for JUST 2.0 is scored based on answers to question 13 in the Work Engagement category.  Tabulate all responses that are marked Agree and Strongly Agree. Divide this numeric value by all responses to generate a value that represents the percentage of employees that are engaged. 

  • Does senior leadership need to be included on the engagement survey?

ANSWER: There is currently no requirement to include or exclude senior leadership on the engagement survey. You may at your discretion choose to exclude senior leadership from the engagement survey, the rationale being that the segmented results may be more illuminating to the senior leadership team than results from surveying the entire organization. However, you should also consider the size of the leadership team relative to the size of your organization. If the leadership team makes up a relatively large percentage of your organization, then you would probably want to include them in the survey to capture responses from a larger proportion of the organization.

  • What is the definition and calculation methodology of "feeling engaged"?

ANSWER: The definition of feeling engaged is to feel passionate about one's job, and the level in which one feels committed to the organization they work for. The methodology for calculating this is through a survey on a scale of 1 to 10. The lowest end of the scale represents an employee feeling not engaged whatsoever and the highest end represents the most engaged (extremely engaged). Within our requirement, scoring 6 or higher is the qualifying point in which employees are considered to be “feeling engaged”. 

Equity

Living Wage 

**NOTE: METRICS IN THE JUST 2.0 MANUAL FOR UNITED STATES-BASED ORGANIZATIONS ARE SUPERSEDED AS PER BELOW (03/19/2020). METRICS FOR ORGANIZATIONS BASED OUTSIDE THE UNITED STATES REMAIN UNCHANGED.

Level 1

  1. Organization has written and posted public policy on its living wage commitment. 

Level 2

  1. Organization has written and posted public policy on its living wage commitment.
  2. U.S. based organizations must reference the MIT Living Wage Calculator at the 1 Adult / 0 Child Family Unit, or $15/hr, whichever is greater. Organizations not based in the United States commit to a Living Wage framework that is widely recognized and regularly updated by a NGO or educational institution. 
  3. If no Living Wage framework or calculator exists, organization pays a living wage that is at least 200 percent of the applicable national minimum wage.

Level 3

  1. Organization has written and posted public policy on its living wage commitment.
  2. U.S. based organizations must reference the MIT Living Wage Calculator at the 2 Adults (1 working) / 0 Child Family Unit. Organizations not based in the United States commit to a Living Wage framework as referenced at Level Two + 10 percent.
  3.  If no Living Wage framework or calculator exists, organization pays a living wage that is at least 225 percent of the applicable national minimum wage.

Level 4

  1. Organization has written and posted public policy on its living wage commitment.
  2. U.S. based organizations must reference the MIT Living Wage Calculator at the 2 Adults (1 working) / 1 Child Family Unit. Organizations not based in the United States commit to a Living Wage framework as referenced at Level Two + 20 percent.
  3. If no Living Wage Framework or calculator exists, organization pays a living wage that is at least 250 percent of the applicable national minimum wage.
  • My organization provides subsidized housing for employees. Can this count towards the Living Wage indicator?

ANSWER: Yes! In order to account for subsidized housing provided by your organization, you may subtract the appropriate value in the "Housing" row of the Typical Expenses table provided in the MIT Living Wage Calculator from the "Required annual income before taxes" bottom row of the Typical Expenses table, then divide the resulting value by 2,080 (the default number of annual work hours used in the MIT Living Wage Calculator). Your lowest paid wage must exceed that calculated value in order to meet the targeted indicator level. Please contact us at just.support@living-future.org if you would like assistance in calculating an adjusted indicator threshold if your organization provides subsidized housing to employees. Please also provide calculations to justify how you identified the adjusted living wage for your location when you submit documentation for your label to help streamline the review process.

  • Can I include health care in the calculation of "lowest wage offered"?

ANSWER: No. The lowest wage offered should be based on base salary only. 

Gender Pay Equity

  • Why does my gender pay variance differ when comparing the result from the formula in the Just 2.0 Manual and the result from the Dezeen Gender Pay Gap Calculator?

ANSWER: The formula in the Just 2.0 Manual to calculate variance is not universally applicable. It assumes that men are higher paid than women. The difference in mean salary should be divided by the higher mean salary in order to match the result from the Dezeen calculator. That is, if women are on average paid more than men, the new formula would be (A-B)/B*100, where A is men's mean salary and B is women's mean salary. The Dezeen Gender Pay Gap Calculator takes this into account and calculates the correct variance regardless of which gender is paid more on average.

Employee Health

Well-Being

  • In order to qualify for level 4 for this indicator, does my organization need to report at least 50% employee engagement AND receive a Best Places to Work award (or equivalent)?

ANSWER: The wording in criteria 3 and 4 for level 4 of this indicator, as stated in the Just 2.0 manual, is unintentionally ambiguous. Criteria 3 states "Organizations reporting that at least 50 percent of employees feel engaged at work can apply for recognition at this level."; this is required for all organizations who wish to achieve level 4 for this indicator. Criteria 4 states "Organizations that have received a Best Places To Work award (or equivalent national or global award) from within the past two years can apply for recognition at this level."; this is an alternative compliance path to level 4 achievement for this indicator. In other words, criteria 3 is required for level 4 recognition if criteria 4 is not met, but criteria 4 is not required for level 4 recognition.

  • Are there specific "best places to work" awards that qualify? What if we are a non-US based organization?

ANSWER: The best places to work awards are globally applicable, we accept all best places to work awards. ( Resource) An alternative pathway could also include the Certified Top Employers Global 2020 Award. (Resource). For organizations with a Just Label ILFI has acknowledged regional awards and certifications. ILFI is open to review alternative pathways or certifications of achievement  to attribute towards higher levels of achievement within this indicator. ILFI requires that this documentation presented is certified by a credible third party source in order to receive achievement within this indicator. 

Physical Health

  • Can I qualify for a higher level if one of our organization's locations is WELL certified. Are WELL and Fitwel certifications equally applicable and available outside the US? 

ANSWER: No, all organizations locations should be WELL certified in order to receive a higher level. Credit can not be allocated for one WELL certified location, if the organization is in the process of receiving a Just Label for multiple locations. 

  • Does our organization have to provide specific CDC documentation for the Physical Health Indicator?

ANSWER: The CDC Steps are provided as an example, therefore this indicator is self reported. The organization should submit a narrative for each of the CDC Steps and any supplemental policies to support the narrative. ILFI will consider providing additional clarity and is happy to work with organizations to define what is appropriate to document this requirement for their organization

  • Are WELL and Fitwel certifications equally applicable and available outside the US? 

ANSWER: WELL and Fitwel are both globally applicable. ILFI is open to review alternative pathways or certifications of achievement to attribute towards higher levels of achievement within this indicator.

Employee Benefits

Employee Healthcare 

  • If an organization pays a different percentage of the premiums for medical, dental, and vision, can they still achieve recognition on this indicator?  (Example: company pays 100% of medical, but 0% of dental and vision)

ANSWER:  Organizations may calculate the total percentage of premiums paid across all three benefits for an aggregate percentage value and achieve JUST recognition at the corresponding level.  

CALCULATION EXAMPLE;  The monthly premium for medical is $400, dental is $100, and vision is $50, resulting in a total premium cost of $550.  The employer covers 90% of medical at $360, 0% of dental and vision at $0.  In this example, the company pays $360/$550 = 65%, and would be recognized at level 2.

Retirement Provision

  • With regard to auto-enrollment for employee retirement contribution, what is considered "immediate eligibility"?

ANSWER: Immediate eligibility is defined as within 30 days of the first day of employment.

Family/Medical Leave

  • How much paid leave is required for each level of recognition? Level 4 requires "up to 24 weeks", so if my organization allows 1 week of paid leave, isn't that within the range of "up to 24 weeks", making us eligible for level 4 recognition?

ANSWER: We acknowledge the language that describes the paid leave required for each level of recognition is unclear. Another way to state the amount of leave required for each level is as follows:
- Level 1: No paid leave
- Level 2: Some amount of paid leave (>0), up to 6 weeks paid leave (though employees may elect to take less)
- Level 3: Minimum 12 weeks paid leave (though employees may elect to take less)
- Level 4: Minimum 24 weeks paid leave (though employees may elect to take less)

(Note that policy and flexible work arrangements are separately required; this is only meant to clarify the amount of paid leave.)

  • If my organization pays 55% of an employee's salary for more than 12 weeks, can that count towards earning level 3 for this indicator?

ANSWER: Yes. Although this indicator requires organizations to pay at least 60% of an employee's normal salary in order to count as "paid leave", organizations who pay at least 50% of an employee's normal salary may instead determine the proportional length of time covered at 60% pay in order to earn either level 2 or level 3 recognition.

CALCULATION EXAMPLE: Organization pays 55% of employee's salary for 35 weeks. At 60% pay, the proportional time equivalent would be 32.08 weeks. This would contribute towards the requirements for level 3, which requires at least 12 weeks of "paid leave" (60% of employee's salary).

Stewardship

Community Volunteering

  • Can we include pro-bono hours spent by the organization toward this indicator calculation?  (Example: Architecture firm participates in the 1+ Pledge, dedicating at least 1% of billable hours to pro-bono non-profit work).

ANSWER:  Hours worked providing pro-bono services may be counted towards this indicator provided the following criteria are met; 1) the hours spent are in service only to recognized charitable, non-profit, faith-based, or educational institutions, and 2) employees must be able to voluntarily decide whether to work on the pro-bono projects or not.  An employee's choice whether or not to participate in a pro-bono project must not be used in any way during performance evaluations.  This criteria must be communicated clearly in the employee policy and program documentation.

Charitable Giving

  • My organization is a Canadian charity - do we automatically qualify for level 4 for this indicator?

ANSWER: Yes!


Purchasing/Supply Chain

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