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With women making up nearly half of the U.S. workforce, menstruation, perimenopause and menopause are biological realities coming to the forefront of equity-conscious employers as they design benefits for the modern workforce.

It’s a modernized approach, with personalized solutions to support employees’ physical, mental, financial and social needs.

A separate 2025 study by Prudential Financial revealed 86% of U.S. employers think they provide “modern” benefits to their employees, while only 59% of workers agree.

For WorldatWork Members ;Rewarding the Modern Sales Organization , Workspan Magazine article; ;Incentive Goal Setting is Becoming More Flexible , Journal of Total Rewards article; ;Sales Compensation Plan: Organizational Inventory , tool; ;Sales Performance Management , research; ;Sales Compensation Programs and Practices , research; For Everyone ;The Checkup: Diagnosing and Optimizing Your Sales Compensation Program , Workspan Daily article; ;Sales Comp Considerations: Choosing Between Individual, Team Measures , Workspan Daily article; ;Don’t Be a Sales Compensation Benchwarmer: 5 Paths to Pitch In , Workspan Daily article; Given the persistent economic volatility, increasingly cloudy financial targets and continuously evolving employee expectations around transparency, many organizations are re-evaluating how they drive alignment and motivation.

This work explores how companies can address conscious and unconscious bias, increase psychological safety, thwart stereotypes and view and support employees as individuals who are working and collaborating in the same modern era.

For example, setting fixed working hours or providing them with tools, equipment or resources beyond what’s outlined in the contract may trigger reclassification, especially in countries with strict worker protection laws.

It helps to look at the evolution of AI to see what sets this new type of AI apart.