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It’s the horizontal relationships across the organization and between teams that have suffered.

And, providing a living wage for the lowest-paid employees is an ongoing concern, and we’re seeing intense focus on the vertical and horizontal wage gaps as well as companies’ ability to fine-tune and consolidate ESG (environment, sustainability and governance) metrics into short-term and long-term incentive schemes.

For example, based on Hofstede's (n.d.) six cultural dimensions, the United States is characterized by more horizontal relationships, open to debate, individualism and more capacity to withstand uncertainty than a Latin American country.

On the horizontal axis, one sees how high the ESG component is today, while on the vertical axis, one sees where it is expected to be in the next three to five years.

The claims are graphed along the horizontal axis according to their medical costs (high on the left and low on the right), and along the vertical axis by their lost-time wages (high on the bottom and low at the top).

“Down But Not Out: Newcomers Can Compensate for Low Vertical Access with Strong Horizontal Ties and Favorable Core Self-Evaluations.”

Accordingly, the third approach we term the “strategic HR approach” to managing gig workers is based on the logic that an organization must vertically and horizontally align strategy and HR practices to manage gig work.