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The Equal Employment Opportunity Commission (EEOC) is now offering individuals the option to select a non-binary “X” gender marker during the voluntary self-identification questions that are part of the intake process for filing a charge of discrimination, according to the organization .

.; ;Among respondents with incentive cycles ending in 2025, most (roughly half for STI and 60% for LTI) do not currently anticipate the use of discretion, with one-third taking a “wait and see” approach.

The proposed rule was published in the Federal Register on May 7, kicking off the 60-day public comment period (which expires July 6).

More than 75% of employees believe their leaders show bias in promotion decisions and 60% believe their leaders only promote people who share their same opinions.

Put more pay at risk (a 60%/40% base-to-variable mix versus one that is 70%/30%).; ;Accelerators.

.; Employers cite improving the employee experience (67%) and strengthening attraction and retention (60%) as the top drivers behind these planned enhancements.

Demographic Current % Earning a Living Wage % Earning a Living Wage in 2021 Difference Baby Boomers 52% 60% -8% Generation X 61% 66% -5% Millennials 56% 57% -1% ‘A Call to Action for Employers’ The report cited the important role of employers in addressing the current state.

Drawing on responses from more than 1,200 professionals worldwide, the report found: ;71% of leaders report performing work outside their formal role, with nearly 60% stating it limits their ability to focus on strategic priorities.; ;69% of leaders spend at least half their time influencing others without direct authority, highlighting a critical shift away from hierarchical management.; ;44% of leaders feel fully prepared for future role expectations, signaling a failure in current leadership development and succession planning.; Additionally, leaders ranked communication, decision making and strategic thinking as most critical for success.

In addition, 41% of respondents in Generation X (those born 1965 to 1980) reported they felt healthy, so they didn’t need a primary care physician.

The types of compensation affected by cuts include: ;Bonuses (61%); ;Equity or stock awards (60%); ;Raises (59%); ;Benefits (53%); ;Base salaries (43%); According to the report, many organizations that are cutting compensation or using layoffs to fund AI are planning to take a flat, across-the-board approach to raises in 2026, sometimes referred to as “peanut butter raises,” rather than tying compensation to individual performance.