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Most organizations and vendors are still experimenting, but CHROs need to be open to reimagining work, processes and talent to truly harness AI’s value.”

There’s a simple explanation for this trend, according to Kathleen Duffy, president and CEO of Phoenix-based recruitment firm The Duffy Group Inc.

The data gleaned “will tell a story” and will help lead to simple but meaningful changes that aid the overall inclusion of employees with disabilities — for instance, benefits changes, revisiting language, images and accessibility of communications and recruitment tools, the role of the manager, and training and education needs.

Access bonus Workspan Daily Plus+ content on this subject: How Total Rewards and Career Development Go Hand in Hand ;Stay Interviews: A Simple Way to Boost Retention; How DEI F its into C areer W ell- B eing According to Starr, a multitude of factors influence an employee’s experience and career well-being .

; Sun noted that resources from the Economic Research Institute and survey vendors like Aon Radford and WTW can provide valuable insight into differences in cost of labor between locations based on published market data.

; ;Did a new wellness vendor increase participation rates in some activities?

The design or implementation of a particular vendor’s benefit may be administratively burdensome for your total rewards department.

These dynamics, she added, create “a pressure-cooker environment,” and employers will need to balance myriad demands that include cost-mitigation efforts, pursuing quality within health plan and vendor offerings, and managing employee expectations — all while maintaining a competitive yet comprehensive health and benefit plan for their workforces.

That can ensure coverage continues to benefit those who most need the drugs, she said, adding that third-party vendors can help adjudicate these decisions.

California is weighing a similar law, and the state’s Supreme Court ruled in August that third-party vendors can be liable if AI is used discriminatorily in hiring. ( Editor’s Note, 9/17/2025: Colorado, Illinois and New York City are leading efforts to regulate AI in HR by enacting laws to prevent algorithmic discrimination and require disclosures and audits for AI tools used in hiring and employment decisions.