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Higher salaries for new hires could lead to pay compression down the line, and salary discrepancies between in-office and remote positions could also exacerbate pay equity issues as data shows women and BIPOC (Black, indigenous and people of color) employees are more likely to prefer remote or hybrid work.

Theresita Richard, the chief people and culture officer at Patagonia, may have provided a visual model while participating in a panel discussion, “Optimizing Total Rewards in a Volatile Work World,” at WorldatWork’s Total Rewards’24 conference Tuesday morning in Cincinnati.

Indeed, U.S. women (and women of color more so) have been overrepresented in lower-wage and administrative jobs, losing far more of them than men did, while the burden of domestic caregiving has only made their lives harder during the pandemic.

The poll was conducted by web Oct. 11-19 using the Gallup Panel.

Northern District Court of Texas, invalidated the ACA mandate requiring most private insurance plans to cover healthcare services recommended by an independent panel of experts, called the U.S.

“It really is access for women and people of color to higher roles, and what processes keep us, in our organizations, from providing access,” said Lea Lønsted, Mercer pay equity leader for Europe and the U.K., during a recent webcast on global pay equity.

Discussions related to pay equity focus almost entirely on the impact on women and employees of color.

The launch of the investigation comes on the heels of a New York Times report in which current and former Wells Fargo employees said they were told by superiors to interview women and people of color even though the hiring decision had already been made.

In white-collar sectors like finance and professional services, working from home is more prevalent, McKinsey found.

In an interview with Axios , Wilcox said she received a termination letter on Monday night from the White House, and was still processing the news the next day.