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The panel discussion, titled “Empowered Journeys: The Transformative Power of Mentorship,” included total rewards (TR) and human resources (HR) professionals from: ;Salsify: mentor Lisa Barry, vice president of total rewards and people operations, and mentee Daniel Reardon, senior manager of total rewards; ;St.

Asian-American women earn 93 cents for /$1 men make; White women, 83 cents; Black women, 70 cents; and Hispanic women, 65 cents.

Education and Other Total Rewards Offerings While aspects of the fiduciary rule are mostly black and white, understanding workers’ general financial health may fall into more of a gray area for TR professionals.

In doing so, it fell back to its determination and reasoning from that case, which affirmed a lower court’s ruling that: ;The Fair Labor Standards Act (FLSA) provides the DOL the statutory authority to undertake rulemaking to set a minimum salary level and, specifically, to set a minimum salary threshold for white-collar exemptions.; ;Under the FLSA, the agency’s exercise of that authority does not violate constitutional principles.; In initially suing the DOL, Mayfield, citing the Loper Bright and Encino cases, had argued: ;The overtime exemption language spelled out in the FLSA only mentions a worker’s job duties (and not salary thresholds), and; ;Salary should not be a prime determinant in whether a person is exempt from overtime pay requirements.; (In the Encino case, the Supreme Court instructed courts to take a broader view of FLSA exemptions instead of a narrow one.)

.; ;Among the major worker groups, the unemployment rate for teenagers declined to 13.6%, while the rates for adult men (3.8%), adult women (4.0%), and people who are White (3.7%), Black (7.2%), Asian (4.1%) or Hispanic (4.7%) showed little change.; ;The number of long-term unemployed (those jobless for 27 weeks or more) changed little during the month, at 1.8 million, but is up by 386,000 from a year prior.

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.

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.

“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.