Searching Workplace Equity on page 27

There is a widening disconnect between how employees and company leaders see the state of their workplace well-being today.

Reinterpretation and further legal challenge concerning workplace discrimination are expected in the aftermath of the Supreme Court ruling on affirmative action.

A lack of transparency, flexibility and commitment to diversity, equity and inclusion, and employee well-being are driving factors behind employees’ wandering eyes.

Departments and Agencies Initiate Tasks to Internally Rescind DEI , Workspan Daily article; ;AI and Pay Transparency: Understand and Mitigate the Risks , Workspan Daily article; ;Pay Transparency Is a Global Phenomenon (and Concern) , Workspan Daily article; ;Pay Equity Laws by State — Are You in Compliance?

For WorldatWork Members ;Walmart Embeds Progressive Pay Equity & Opportunity Equity Strategies , Workspan Magazine article; ;How to Support Employees Whose Work Can’t Flex , Workspan Magazine article; ;How Will Recent Union Wins Affect Overall Total Rewards?

Employees now expect organizations to provide meaningful support for their well-being needs, both inside and outside the workplace.

.; Google Ends Diversity-Based Hiring Goals As reported by Reuters , Google announced in an email to staff on Wednesday, Feb. 5, that it was ending its diversity, equity and inclusion (DEI) hiring goals (also known as equitable and diverse workplaces).

Consider offering additional resources, such as wellness programs, mental health support and workplace accommodations (e.g., flexible hours or remote work options) to further support women’s health.; Supporting Women’s Health May Benefit Everyone Benefits that target the health needs of women may help an organization attract and retain female talent, said Susan Mueller, a senior director in the health, equity and well-being practice at WTW.

Engaging Workplace Culture Workplace culture is considered a type of intangible indirect compensation.

Sample Findings: 86% of organizations made pay equity adjustments in 2021, which was up from 80% in 2020.;75% of organizations offered unpaid, job-protected time off to care for or bond with a new child (beyond legal requirements, if applicable, and beyond any paid parental leave an organization may offer), which was up significantly from 56% in 2020.;46% of organizations offered identify theft insurance to their employees in 2021, up from 34% in 2020.