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Calgary Total Rewards Network (CTRN), Rocky Mountain Total Rewards Association (RMTRA), Twin Cities Compensation Network (TCCN), Columbus Compensation Association (CCA), Intermountain Compensation and Benefits Association (ICBA), New England Compensation Consortium (NECC), Washington Area Total Rewards Association (WATRA), Orange County Compensation and Benefits Association (OCCBA), and Hawaii Compensation Group (HICOMP) received the Diamond award.

Key Findings Home Overview & Methodology ;Methods & Key Findings; ;Participant Profile; ; Key Findings ;Ranked Total Rewards Factors for 2026; ;Differences by Region; ;Differences by Organizational Characteristics; ;Differences by Financial Performance & Business Objectives; ;Differences by Role & Functional Area; ;Total Rewards Leaders' Top Goals for 2026; ;What Leaders Most Want to Change About their Total Rewards Programs; ; Key Findings Ranked

Overview & Methodology Home Overview & Methodology ;Methods & Key Findings; ;Participant Profile; ; Key Findings ;Ranked Total Rewards Factors for 2026; ;Differences by Region; ;Differences by Organizational Characteristics; ;Differences by Financial Performance & Business Objectives; ;Differences by Role & Functional Area; ;Total Rewards Leaders' Top Goals for 2026; ;What Leaders Most Want to Change About their Total Rewards Programs; ; Overview & Methodology

2026 Priorities for Total Rewards Leaders Home Overview & Methodology ;Methods & Key Findings; ;Participant Profile; ; Key Findings ;Ranked Total Rewards Factors for 2026; ;Differences by Region; ;Differences by Organizational Characteristics; ;Differences by Financial Performance & Business Objectives; ;Differences by Role & Functional Area; ;Total Rewards Leaders' Top Goals for 2026; ;What Leaders Most Want to Change About their Total Rewards Programs; ; 2026 Priorities for Total Rewards Leaders

. ;; ;; ;; ; Journal of Total Rewards Q2 2021 Statistical models from pay equity analysis can drive significant insights about compensation philosophies that managers apply in different areas.

Many tech companies that reside in this area were among the first to transition their workforces to full-time remote work, and several have pledged to keep their workforce distributed beyond the pandemic.

With such issues, questioning can be utilized to develop understanding in smaller areas to understand the bigger problem.

WD: What is an example of a TR area that increased in usage in 2025?

Through honest self-assessments, targeted growth plans and an intentional focus on the key drivers of maturity, organizations can advance their own maturity in this area and strengthen their position as an employer of choice.

A company with manufacturing plants in the Midwest and the San Francisco Bay Area, for example, would find it more challenging to retain its Bay Area employees using only a national average pay scale compared to using geo-pay differentials tied to labor costs in both areas.