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The Journal of Total Rewards Second Quarter 2025 | Volume 34 | No. 2 Explore the next equity frontier -- where analytics help ensure inclusive advancement opportunities.

Hamilton designed cards for more than 60 years and was called the “Hallmark Cher” due to her long career.

The report also revealed each generation’s top professional goals, which include: Work-life balance: millennials (85%), Gen X (81%), Boomers (60%);As much flexibility as possible: millennials (78%), Gen X (73%), Boomers (63%);Making as much money as possible: millennials (59%), Gen X (55%), Boomers (38%);Having a job where they can travel: millennials (41%), Gen X (28%), Boomers (16%);Owning their own business: millennials (35%), Gen X (27%), Boomers (15%);Becoming a manager: millennials (13%), Gen X (9%), Boomers (5%); This data reveals how goals shift over an employee’s career, said Julie Voges, HR consulting regional practice leader at OneDigital Southeast, and it calls on total rewards professionals to design flexible rewards programs to meet employees where they are across the different generations.

Implement Clear, Consistent Policies Martin said that while pay inequity has been unlawful for 60 years, issues can still creep in due to unconscious biases or community-based differences in labor market dynamics.

Instead, she explained, a significant portion of student loan borrowers are over the age of 30 , and the 60-and-older age group is the fastest-growing population to carry student debt.

Segal noted 60% of their clients offer anti-obesity medication (AOM) coverage, in part due to 40% of people under the age of 65 meeting the criteria for obesity.

Journal of Managerial Psychology 19(1/2): 19–40.

Trend 2: Employees feel less connected than ever before.

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Instructions: Sections 1 and 2 below cover administrative and compliance essentials, as well as operational competencies expected of management.