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We guide them in the design and delivery of total rewards programs with our education and certification; idea exchange; thought leadership; knowledge creation; information sharing; research; advocacy; and networking.

“This is complicated by the changing nature of work, which the pandemic has accelerated — hybrid working, agile working, pace of change in job and organization design — leading to skills rather than jobs becoming the new pay currency.”

Explaining what such comebacks and initiatives like this require, Rajesh said there is a need for consistent inputs, sensitizing managers on what it’s like being a woman re-entering the workplace after a break, designing jobs that set them up to succeed, and creating spaces for them to share and belong.

Within program design, members should be empowered to help craft their care plan and set goals in partnership with a coach or clinician.

The body of research points to various factors to consider when designing incentives.

She advised employers to design recognition programs that are: ;Specific to what the individual contributed vs. a broad “thank you”; ;Connected —linking the individual’s contributions to the organization’s mission, guiding values and overall success; ;Authentic and sincere; ;Timely (not just once a year); ;Public, when appropriate; “Public recognition magnifies the impact to the receiver and helps other employees understand the behaviors that are valued by the organization,” Schulz said.

“These programs are designed to give employers, unions and benefit plan officials the tools they need to correct potential violations proactively.”

“If a pay code has not been used for a period of time, it might be prudent to decommission it to avoid inadvertently using it in the future for a form of payment it was not designed to process,” he said.

Employers should think out of the box when it comes to giving employees the flexibility options they need — like a shorter work week, additional wellness hours or a designated day of the month just for well-being.

We see career well-being support in the areas of total rewards management, leadership support, organizational design, change management strategy and people development.