Fourth Quarter 2021 | Volume 30 | No. 4


Workplace Well-Being Deserves a Fresh Look

This article introduces the first of two Journal of Total Rewards issues that will focus on “Well-Being in the Inclusive Workplace.” It describes the growth of workplace well-being as well as reviewing studies that point to its potential bottom-line benefits for organizations.

Fourth Quarter 2021 | Volume 30 | No. 4


Best Practices for Supporting the Parental Leave Transition

The authors provide an inclusive definition of parental leave then illustrate, through extensive research, what can happen when parental leave goes wrong and when it is executed correctly. They demonstrate how a paid and supported parental leave benefit can be leveraged into leadership development and human growth opportunities. Finally, they share parental leave best practices that can help provide employees and their managers the support needed to realize a successful parental leave program.

Fourth Quarter 2021 | Volume 30 | No. 4


Rewards Management Survey: Employee Financial Well-Being

In its latest rewards survey, 68% of organizations told the London-based Chartered Institute of Personnel and Development (CIPD) that their employees’ financial well-being had worsened since the pandemic — a finding supported by CIPD research into the impact of COVID-19 on working lives, which found that 35% of all workers surveyed reported a fall in their financial security, especially those who had been on furlough (52%) or seen a change in their caring responsibilities (44%). The rewards management survey shows that there has been an increase in activity in response to COVID-19 and the economic crisis, with 42% of respondents exploring — or making plans to explore — how it has affected their employees financially. However, almost half of employers do not have an employee financial well-being policy. This paper also presents recommendations on how HR leaders can start or strengthen programs aimed to improve employee financial well-being.

Fourth Quarter 2021 | Volume 30 | No. 4


Bullying & Sexually Marginalized Workers: A Threat to the Employee Value Proposition

Workplace bullying can be costly to workers and their organizations. However, little is known about how bullying affects sexually marginalized workers, a diverse group representing a significant proportion of the U.S. workforce. Limited past research finds that LGB (lesbian, gay male and bisexual) workers report more bullying than heterosexuals. Our research adds complexity to this issue in that we found that bisexuals may experience bullying more intensely than gay men, lesbians or heterosexuals. Further, bystanders may be less likely to offer support to sexually marginalized targets of bullying. We offer managerial recommendations to help ensure all workers experience a bully free work environment.

Fourth Quarter 2021 | Volume 30 | No. 4


Workplace Mental Health: Top of Mind for Leaders

In a commentary, the director of the Center for Workplace Mental Health says employers are uniquely positioned to support employee mental health and well-being. She explains how leaders can make a difference during and beyond COVID-19 by focusing on mental health using a LEAD (lead, communicate effectively, adapt to change and double down on access) framework.

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