The Top Hospitals and Health Systems list is industry specific and compiled using the same criteria to evaluate organizations as the Top 50 competition.

The Top Companies for Executive Diversity Councils (EFCs) examines CEO/executive involvement and accountability as well as EFC representation and practices.

The Top Companies for Asian American Executives measures the hiring, promotion and retention of Asian Americans within a company. This includes employees in management levels 1-4 and in the 10% highest paid employees. It is also a measure of mentoring, sponsorship and high potential programs. We examine the Board of Directors and Executive Fairness Council as well as leadership commitment to achieving proportional race representation and the company’s dedicated recruiting relationships to hire Asian American employees.

The Top Companies for Black Executives measures the hiring, promotion and retention of Black employees within a company. This includes employees in management levels 1-4 and in the 10% highest paid employees. It is also a measure of mentoring, sponsorship and high potential programs. We examine the Board of Directors and Executive Fairness Council as well as leadership commitment to achieving proportional race representation and the company’s dedicated recruiting relationships to hire Black employees.

The Top Companies for Board of Directors list examines board diversity representation overall, board committee diversity and board governance, involvement and practices.

The Top Companies for Latino Executives measures the hiring, promotion and retention of Latinos within a company. This includes employees in management levels 1-4 and in the 10% highest paid employees. It is also a measure of mentoring, sponsorship and high potential programs. We examine the Board of Directors and Executive Fairness Council as well as leadership commitment to achieving proportional race representation and the company’s dedicated recruiting relationships to hire Latino employees.

The Top Companies for Employee Resource Groups (ERGs) list examines Executive sponsorship and involvement in ERGs, ERG practices and policies and ERG participation rates.

The Top Companies for Sponsorship list is determined by examining diversity representation of sponsors and employees being sponsored, program practices, executive commitment and engagement and the percentage of high potentials who have sponsors.

The Top Utilities list is industry specific and compiled using the same criteria to evaluate organizations as the Top 50 competition.

The Top Regional Companies list is specific to companies with a certain geographic footprint and compiled using the same criteria to evaluate organizations as the Top 50 competition.

The Top Companies for Veterans list is determined by company performance in four areas:

• Having an ERG for veterans
• Percentage of philanthropic spend with military/veteran focused organizations
• Percentage of supplier spend with veteran vendors
• Workplace practices, policies and benefits supportive of veterans

The Top Companies for Executive Women ranks organizations based on the hiring, promotion and representation of women at various levels. This assessment includes management levels 1 to 4 and the top 10% highest paid employees. It also evaluates the representation of women in mentoring, sponsorship and high-potential programs, alongside assessing the fairness of high potential programs and promotions within management. Additionally, the list considers the company’s commitment to fair hiring practices through inclusive interview panels and diverse candidate slates.

The Top Companies for Environmental, Social and Governance (ESG) examines performance across five areas:

• Human capital metrics
• Talent and workplace programs and practices
• Corporate social responsibility and philanthropic programs, practices and spend
• Supplier diversity programs and practices
• Leadership and governance practices

The Top Companies for LGBTQ+ employees is determined by examining a company’s performance across the following areas:

• 100% Human Rights Campaign Corporate Equality Index rating
• ERG for LGBTQ+ employees
• Percentage of philanthropic spend with organizations focused on the LGBTQ+ community
• Percentage of supplier spend with LGBTQ+ vendors
• Workplace practices, polices and benefits supportive of LGBTQ+ employees

The Top Companies for Mentoring list is determined by examining mentor program performance across four key areas:

• Percentage of senior leaders participating in formal mentoring
• Percentage of mentees promoted in the previous year
• Percentage of high potentials who have a mentor
• Diversity representation of mentees and mentors

The Top Companies for Native American/Pacific Islander (NAPI) Executives measures the hiring, promotion and retention of NAPI employees within a company. This includes employees in management levels 1-4 and in the 10% highest paid employees. It is also a measure of mentoring, sponsorship and high potential programs. We examine the Board of Directors and Executive Fairness Council as well as leadership commitment to achieving proportional race representation and the company’s dedicated recruiting relationships to hire NAPI employees.

The Top Companies for People with Disabilities (PwDs) list measures the recruitment, promotion and retention of companies who have completed the National Organization on Disability Employment Tracker. We examine ERGs for PwDs, the percentage of philanthropic spend, percentage of supplier spend with PwD-owned companies and the workplace practices, policies and benefits that support PwDs.

The Top Companies for Philanthropy list is determined by examining performance across two key areas:

• Percentage of philanthropic spend with organizations focused on multicultural communities and/or underrepresented groups
• Philanthropic programs and practices

The Top Companies for Supplier Diversity list examines the percentage of a company’s spend with diverse suppliers (Tiers 1, 2 and 3) as well as supplier diversity metrics and practices.

The Top Companies for Talent Acquisition for Women of Color is determined through an analysis of new hire and human capital management representation metrics, onboarding practices, diverse candidate slate requirements and employee benefit practices.