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The two executive groups also differed on their knowledge or interpretation of what policies were in place: More than half of CDOs (51%) reported offering diversity fellowship programs, while 70% of CLOs reported their organizations were not implementing, or even considering, such programs;Nearly half (49%) of CDOs reported offering DEI-related incentives to executives versus only 8% of CLOs; The report points to lack of awareness between the divisions as a possible reason for the misalignment.

For WorldatWork Members Helping Employees Secure Their Retirement Future , Journal of Total Rewards article;Retirement Booster , Workspan Magazine article;Revisiting Retirement Benefits , Workspan Magazine article;Your Retirement Plan May Be Fostering Inequity: Here’s How to Fix It , Workspan Magazine article; For Everyone The Critical Role of Retirement Income Projections in DC Plans , Workspan Daily article;ERISA at 50: The Evolution of Retirement Benefits , Workspan Daily article;Employers: Urge Workers to Consider HSAs as a Retirement Tool , Workspan Daily article;Retirement Plans — Design Considerations & Administration , course; While the dual certainties of death and taxes have long prompted universal dread, most American workers now fear something as even more grave than the grave: retirement.

For example, a TTC of $100,000 and a pay mix of 70/30 would allocate 70% of the TTC to base pay and 30% to target incentive.

Industry Variations In Mercer’s study, the technology sector reported above-average compensation budgets, with increases of 3.5% for merit and 3.8% for total compensation, while the healthcare services industry reported below-average increases for merit (3.0%) and total compensation (3.5%).

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Career Growth; ;Employee Experience; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

The value of remote work should be outlined in a total rewards statement — but rather than listing a dollar value, a better approach may be presenting flex work options as a total value proposition.

., 70% base, 30% incentive).

Among surveyed organizations reporting culture erosion: ;70% attribute it to increased stress and burnout;; ;51% to reduced employee engagement; and,; ;42% to job security fears.; At the same time, organizations still name “employee engagement” (73%) and “trust in leadership” (66%) as the most critical metrics for future business success.

For WorldatWork Members ;What Are TR Pros’ Options for Paid Care Leave Design , Workspan Daily Plus+ article; ;Use This Template to Create Your Paid Family and Medical Leave Policy , Workspan Daily Plus+ article; ;Best Practices for Supporting the Parental Leave Transition , Journal of Total Rewards article; ;Family Time: Giving New Parents a Hand , Workspan Magazine article; For Everyone ;Paid Care Leave Rising in Importance for Workers, Workspan Daily article; ;Why Caregiver Stress Is a Total Rewards Issue (and Opportunity) , Workspan Daily article; ;Family Care: A Meaty Problem for ‘Sandwich Generation,’ Employers , Workspan Daily article; ;Who’s Caring for the Caregivers?

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Benefits; ;Total Rewards; ;Well-Being; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.