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With diversity, equity and inclusion (DEI) increasingly entering the spotlight, this could cause major problems for companies, especially those that do a lot of hiring.

Like a lot of companies, Signifyd shifted to remote work during the onset of the pandemic.

And while getting back on track, workwise, is easier for some than for others, bridging the gap has a lot to do with where in the world you are — especially for women.

This means companies will have a lot of work ahead of them to revisit their current pay-for-performance disclosures to sort through precisely how much information they will present to shareholder in their proxies.

“If companies could understand the future, it would be a lot easier.

There are a lot of different dynamics happening in the economy that are effecting the labor market,” said Lori Wisper, managing director, work and rewards, at WTW.

It's already receiving a lot of pushback from businesses claiming noncompetes serve a purpose, the current wording needs to be more specific and the FTC might be overstepping its boundaries.

“It’s going to take a lot more to shift union density,” Kate Bronfenbrenner, director of labor education research at the Cornell University School of Industrial and Labor Relations, told the Journal .

There are a lot of factors working against employers’ ability to differentiate salary for their top performers, according to LaCinda Glover, senior principal, career, at Mercer.

In fact, there’s a lot in front of younger generations: GenZ is starting out their working lives earning less than millennials did a decade ago, accumulating more debt and experiencing higher delinquency rates.