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“Where distributions are different, further examination of decisions would be in order.”

Much of their time has been spent analyzing employment applications, screening out those not qualified and rank-ordering the rest based on their apparent suitability.

“There’s so much transactional work that needs to be done, and needs to be done well, that CHROs need to rely on their teams in order to do that.”

One exception, however, is the posture for key executives, which typically is to pay above market levels in order to attract and retain superior performers.

“Pay equity can be the missing puzzle piece employers need in order to attract candidates and retain top talent,” she said.

Many expressed frustration that they’d have to find arrangements for childcare, caregivers for aging parents, or potentially move in order to be within commuting distance of the office.

In addition, Welch announced he has ordered the 17 employees who received bonuses, which ranged from $10,000 to $25,000, to return the payments.

It can deliver critical insights regarding where an employer can potentially spend less, in order to re-invest in the areas that matter most to key employee groups.

The agency also intimated in the appellate brief that Brown’s order in Ryan — applying the ruling nationally vs. to simply the case plaintiffs — was an overreach, stating, “Had the district court considered the relevant constitutional and equitable principles, it would have been a clear abuse of discretion to conclude that universal vacatur was justified.”

While it may seem like a tall order to combine adaptability, cultural resonance and technical expertise, the right mix of people can set an organization up for success.