Searching Workplace Equity on page 23

(Editor’s note: WorldatWork recently switched its usage of the terms “diversity, equity and inclusion” and “diversity, equity, inclusion and belonging” to “equitable and diverse workplaces.”

;One HR Leader’s Take … On Change, Learning and Navigating Total Rewards;Rapinoe: Pay Equity Can Be a Goal for Everyone;How TR Pros Can Handle Increasing Volatility in the Workplace;Olympic Champ Dawes Provides Golden Tips for TR Leaders;Act Now (or Wait): Lawyer Chimes In as Initial OT Rule Date Approaches;

Investors and board members are demanding more than mere lip service and baseline legal compliance when reviewing a company’s efforts with respect to workplace social issues, such as diversity, inclusion and pay equity.

The Workplace Inclusion Scale was specifically designed to provide an easy to assess measure for organizations and DEI professionals to use when evaluating workplace climate and the success of diversity and equity initiatives.

For WorldatWork Members ;Commuting Considerations Could Be Key in RTO , Workspan Magazine article; ;Checklist: Evaluating EVP Delivery Across Work Arrangements , Workspan Daily Plus+ article; ;Total Rewards Inventory of Programs and Practices , research; ;2024-2025 Salary Budget Survey , research; For Everyone ;How Total Rewards Might Enable ‘Workplace Balance’ Amid RTO Push , Workspan Daily article; ;Research Shows Remote, Hybrid Work Morphing Total Rewards Strategies , Workspan Daily article; ;The State of RTO and What It All Means for Total Rewards Pros , Workspan Daily article; ;How Sweetening the Pot May Improve Your RTO Lot , Workspan Daily article; ;Mini-Study: Vehicle and Commuter Benefits , research; As CEOs continue to push for return-to-office (RTO) mandates , are pay bumps the key to enticing employees back to an in-person workplace?

Global Reach, Local Connections WorldatWork is a global leader in strategic rewards, equity and workplace culture with offices in Scottsdale, Arizona and Pune, India, and a presence in the Middle East and North Africa.

Christine Hendrickson, vice president of strategic initiatives at workplace equity software company Syndio in Seattle, recommends a pay equity analysis to explore the reasons why gaps within positions may exist.

To make a real difference toward gender equity, Bratcher Ratliff said organizations need to tackle not only their mission and set equitable and diverse workplace goals, but they also should foster a culture that supports their initiatives.

Tips for Getting it Right To implement AI tools in a way that reduces rather than amplifies pay bias, Hillenmeyer said TR should partner with: ;IT and data teams to ensure integrity;; ;Legal and compliance teams to help the organization remain compliant with pay equity and AI regulations; and,; ;The HR team and teams focused on promoting an equitable and diverse workplace to help keep equity and representation at the forefront.; Build in checks and balances to monitor the outcomes of AI-driven pay recommendations — use the tools as a decision-supporter, not a decision-maker, Romanyshyn said.