As employers face growing pressure to make workplace inclusion policies more visible and usable, JLens has launched a new tool designed to show how major U.S. companies support Jewish employees. The JLens Workplace Tracker examines policies ranging from religious accommodations and employee resource groups to antisemitism training and confidential reporting mechanisms, giving HR teams and employees a common reference point for evaluating publicly documented workplace practices.

JLens Tracks Jewish Employee Policies Across 100 Major U.S. Companies

Workplace inclusion has increasingly moved beyond broad statements about diversity toward the practical policies employees encounter in everyday work. For Jewish employees, that can include something as straightforward as taking time off for religious holidays or as consequential as having a mechanism to report antisemitic conduct.

JLens, a nonprofit and SEC-registered investment adviser focused on aligning investments with Jewish values, is bringing greater visibility to those policies with its new JLens Workplace Tracker.

The online tool examines the 100 largest U.S. public companies by market capitalization represented in the JLens 500 Jewish Advocacy U.S. Index. Rather than ranking employers by overall workplace quality, the tracker documents whether specific policies and practices supporting Jewish employees are publicly identifiable.

That distinction is important. JLens explicitly says the tracker is not a ranking, does not assign failing grades and does not assess the actual workplace experience of Jewish employees.

Instead, it measures the presence of 14 defined policies and practices.

A Policy Database, Not an Employee Experience Score

The tracker divides its 14 metrics into three categories: Jewish Experience in the Workplace, Religious Accommodations, and Workplace Protections.

The measures include whether companies provide Jewish employee resource groups, antisemitism training, religious attire accommodations, floating holidays, prayer or reflection spaces, religious dietary accommodations, confidential reporting channels and non-retaliation policies.

The methodology also considers discrimination based on ancestry, recognizing that Jewish identity can encompass religious, ethnic and ancestral dimensions.

JLens says it collected information from public sources and supplemented that material with questionnaires and conversations with company representatives. Companies do not pay to participate.

Of the 100 companies assessed, 30 received medal designations, while 70 were classified as Not Rated because available information was insufficient to complete the assessment. JLens stresses that Not Rated should not be interpreted as evidence of poor performance.

The medal recipients include some of the largest technology and financial companies in the U.S.

Gold: Amazon, Bank of America, Cisco, JPMorgan Chase, KKR, Pfizer, S&P Global, Spotify and Uber.

Silver: Accenture, Coca-Cola, Eli Lilly, GE Vernova, Intuit, Meta, Microsoft, Salesforce and Thermo Fisher Scientific.

Bronze: AbbVie, Adobe, Alphabet, American Express, Apple, Citigroup, CrowdStrike, Medtronic, Morgan Stanley, Netflix, Palo Alto Networks and Texas Instruments.

For HR departments, the value of such a database is less about the medal itself and more about whether workplace policies are discoverable and actionable.

Why Visibility Matters for HR Teams

Religious accommodations can become particularly complicated for new employees who have not yet accumulated paid time off or learned how their employer handles religious observance.

The issue becomes more visible during periods when multiple Jewish holidays occur in relatively close succession. Employees observing Rosh Hashanah, Yom Kippur, Sukkot, Shemini Atzeret and Simchat Torah may need several workday accommodations, while Sabbath observance can create recurring scheduling considerations throughout the year.

JLens Managing Director Ari Hoffnung argues that publishing these policies and explaining them during onboarding can turn what might feel like an unusual request into a routine workplace process.

That is increasingly relevant to HR technology and employee experience platforms. Policies are only useful if employees can find them, understand them and confidently invoke them.

An organization might have a religious accommodation policy buried in an HR portal, for example, but still create friction if employees do not know where to find it or fear that requesting an accommodation will affect how they are perceived.

The tracker therefore highlights a broader HR technology problem: policy discoverability is part of employee experience.

Data Points to a Workplace Gap

The need for clearer policies is supported by research cited by JLens.

The Jewish@Work 2024 survey of 1,474 Jewish employees, conducted by Clal, found that only 47% agreed their workplace had policies protecting Jewish employees. Another 34% were unsure, while 19% disagreed. Thirteen percent said they had considered leaving a job because of their experience as a Jew at work.

A separate field experiment sponsored by the Anti-Defamation League’s Center for Antisemitism Research and conducted by labor economist Bryan Tomlin examined 3,000 applications to administrative assistant positions. According to the research cited by JLens, Jewish American applicants needed to submit 24% more applications than applicants with Western European backgrounds to receive the same number of positive responses. Israeli American applicants needed 39% more.

Taken together, the findings suggest that workplace inclusion cannot be reduced to employee resource groups or public diversity statements. Recruitment practices, accommodation policies, reporting mechanisms and day-to-day management can all influence how employees experience an organization.

Where HR Technology Fits

The JLens tracker arrives as enterprise HR systems increasingly attempt to centralize policies, employee communications and workforce support.

Modern HR platforms from companies such as Microsoft, Salesforce and other enterprise software providers increasingly use AI-powered search and assistants to help employees locate internal information. That creates an opportunity—but also a responsibility—for organizations to ensure policies are current, specific and accessible.

Religious accommodation is a particularly useful example because the underlying need is often straightforward, but the employee experience can depend heavily on implementation.

An HR portal could explain holiday policies, enable scheduling requests, provide dietary or workplace accommodation guidance and route sensitive reports through appropriate channels. Employee experience technology can make those processes easier, but it cannot compensate for policies that do not exist or managers who do not understand them.

JLens’ tracker consequently offers HR leaders a way to benchmark what their organizations publicly document, while the accompanying JLens Workplace Guide provides examples of practices companies can adopt.

The guide points to initiatives including KKR’s Jewish Heritage Network, Alphabet’s scheduling guidance for religious holidays, Citigroup’s floating Heritage Day and Salesforce’s multifaith prayer space.

The Broader HRTech Implication

The significance of the Workplace Tracker extends beyond the companies listed in its database.

As employers compete for talent, workplace inclusion is increasingly becoming part of the employee value proposition. Yet inclusion depends on operational details: scheduling, leave, food, workplace facilities, reporting procedures and manager behavior.

For HR technology buyers, that creates a case for treating religious inclusion as part of the broader employee experience and workforce management infrastructure, rather than as an isolated diversity initiative.

The JLens tracker does not attempt to determine whether a company succeeds in practice. Its narrower purpose—documenting whether specific policies and practices exist—may actually make the tool more useful as a starting point for HR conversations.

The next step for employers is harder: ensuring that policies are visible, managers understand them, employees can use them without unnecessary friction and organizations measure whether those policies work in practice.

That is where workplace inclusion moves from documentation to employee experience.

Market Landscape

The HR technology ecosystem is increasingly focused on employee experience, workforce inclusion and policy accessibility. Employee portals, HR knowledge bases, AI assistants and workforce-management systems can make policies easier to discover and operationalize.

The JLens Workplace Tracker introduces another layer: external transparency around whether particular workplace practices are publicly documented.

For HR leaders, the competitive landscape is therefore expanding beyond traditional HRIS and talent-management functionality. Organizations increasingly need systems that connect policy, employee communications, scheduling, leave management, reporting and workforce analytics.

The tracker also highlights an important limitation of technology-based inclusion strategies: having a digital policy does not guarantee a positive employee experience. HR teams need both accessible infrastructure and effective organizational practices.

Top Insights

• JLens’ Workplace Tracker examines 14 workplace policies across 100 major U.S. public companies, focusing on documented support for Jewish employees.
• Thirty companies received Gold, Silver or Bronze designations, while 70 were classified Not Rated because available information was insufficient for assessment.
• The tool highlights how HR technology can improve policy discoverability, religious accommodation workflows and employee access to workplace resources.
• Research cited by JLens indicates significant uncertainty around workplace protections and potential employment consequences for Jewish workers.
• The tracker could encourage HR leaders to connect inclusion policies with employee experience, onboarding, scheduling, reporting and workforce-management systems.

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