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For WorldatWork Members ;Seeing the Unseen: Identifying Gender Bias in Employee Recognition , Workspan Daily Plus+ article; ;Women at Work — Bridging the Global Gap Year , Workspan Magazine article; ;Flexibility Is Vital for Top Leaders and Employees , Workspan Magazine article; ;The Power of Allyship in Facilitating Female Leadership in Healthcare , Workspan Magazine article; ;Returnships Open Doors to Experienced Talent , Workspan Magazine article; For Everyone ;How Employers Can Address Women’s Growing Job Dissatisfaction , Workspan Daily article; ;Recruiting Women Goes Beyond Compensation , Workspan Daily article; ;Research Reveals Need for Improved Promotional Processes with Parity , Workspan Daily article;Total Rewards ’25 , conference; Only 36% of women feel empowered to perform their best at work, according to the 2025 U.S.

This was among the main findings in WorldatWork’s “ 2021 Total Rewards Inventory Programs & Practices ” survey, which found that market-based adjustments (not COLA) are rising to pre-pandemic levels and, similarly, hazard/call-in pay are beginning to level back down.

The y-axis is your organization’s total target compensation (or on-target earnings) market pay philosophy, and the x-axis is how much you desire to differentiate your top and bottom performers.

They have target total compensation divided into base pay and incentives.

The same can hold true for total rewards professionals when analyzing their organization’s compensation system.

Executives at WorldatWork’s “Total Resilience Virtual Conference & Exhibition” in July emphasized the importance of staying connected through video to better support employees who are working remotely.

And, if the geographic differentials are published , employees will have a clear understanding about how their total take-home pay may change based on their location.

“Total rewards professionals should consider health plans that encourage and cover screenings at younger ages,” said Dan Schwabel, managing partner of Workplace Intelligence.

“It is difficult to do any of these well with a total available pool of 3% or 4%.

Belgium was the first European country to make a four-day-week optional in 2022, though the total weekly hours had to remain the same as in a five-day week.