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Workspan Daily
10/16/2020
What’s more, legally-driven analytical techniques resemble those applied in actual lawsuits and often cloud the view of what the data is revealing about pay fairness: Did we actually achieve pay parity for the whole organization?
![](/media/CDN/dist/CDN2/images/article/07092024 Workspan Daily_Pay Equity_1200.jpg)
Workspan Daily
07/09/2024
Challenges With Pay Equity Strategies Organizations without a pay equity strategy may have a lack of support from leadership; limited data, resources or budget to address identified pay gaps; or difficulty aligning pay equity efforts with merit pay or compliance regulations, said Gail Greenfield, executive vice president of pay equity and total rewards strategy and solutions at Trusaic, a pay equity and regulatory compliance software company.
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Workspan Daily
02/09/2024
Lyft Drivers Will Receive 70% of Rider Payments As reported by CBS News , Lyft has promised its drivers will receive at least 70% of the money their clients pay to ride with them, part of the rideshare company's efforts to boost pay transparency amid long-running criticisms about its driver compensation.
![](/media/CDN/dist/CDN2/images/article/An Argument Against Pure Market-Based Pay Structures 1200x627.jpg)
Workspan Daily
02/10/2022
While most organizations target paying a specific market percentile for their roles, there are a variety of approaches that can be used, such as traditional pay structures, broad band pay structures, purely market-based pay structures and step scales.
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Workspan Daily
10/20/2023
Pay Equity and Pay Transparency With pay transparency translating to greater awareness of pay between employees, honest and clear communication about compensation decisions can increase employee trust and offer legal protections to the business.
![](/media/CDN/dist/CDN2/images/article/022124 WorldatWork Workspan Daily Sales Comp Plans 1200.jpg)
Workspan Daily
02/21/2024
;Leveraging pay-for-performance.
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Workspan Daily
08/30/2022
; A previous Workspan Daily article noted that the SEC wants this information because it believes existing disclosures are not sufficiently transparent for shareholders to compare pay for performance analyses across companies.
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Workspan Daily
06/03/2022
;Forty-five percent of companies polled said they are applying pay differentials as a premium or discount to either a baseline/single pay structure or individual pay, and 24% create separate base pay structures for different geographic locations.
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Workspan Podcast
07/15/2022
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In This Episode We are joined by Emily Cervino and Ranjan Dutta from Fidelity Investments who discuss the complexities and nuances of pay equity assessment, why companies are considering non-base pay in pay equity assessments and highlights from the WorldatWork Pay Equity Study.
![](/media/CDN/dist/CDN2/images/article/032824 WorldatWork Workspan Daily Sales Comp Pay Positioning 1200.jpg)
Workspan Daily
03/28/2024
While many aggressive pay-for-performance-minded companies wish to pay at the 75th or even the 90th percentile, others prefer a lower profile and set pay below competitive levels.