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.; Pay transparency is now considered table stakes and an organizational best practice, according to Payscale’s 2024 Compensation Best Practices Report, with 60% of surveyed organizations publishing pay ranges in job ads (up from 45% last year).

This increase was most pronounced for men, respondents aged 45 and under, and those with an annual household income greater than $60,000.

—Ruth Thomas,chief compensation strategist, Payscale Pay Misconceptions Has Risks Employees who believe their pay is unfair — regardless of where it actually falls — are 45% more likely to look for a new job, according to the Payscale report.

According to recent research from Korn Ferry, 45% of more than 2,500 managers and HR leaders across the globe expressed a “wait-and-see” approach toward taking concrete action.

That’s up 45% since 2015, according to the report, which also found that 70% of surveyed are juggling paid employment and caregiving.

For WorldatWork Members ;How Total Rewards and Career Development Go Hand in Hand , Workspan Daily Plus+ article; ;Support Your Employees’ Career Growth with Development, Transparency , Workspan Daily Plus+ article; ;How Spectrum Energized Its Education Benefits , Workspan Magazine article; ;Maximizing the ROI of Your Upskilling/Reskilling Programs , Workspan Magazine article; For Everyone ;How L&D Benefits Can Attract and Retain Gen Z Workers , Workspan Daily article; ;The Development Disconnect: Matching Ambitions with Opportunity , Workspan Daily article; ;Talent Marketplaces: Creating Opportunities for Career Progression , Workspan Daily article; ;Invest in Career Development to Retain Young Talent , Workspan Daily article; A recent survey of American workers by The Harris Poll found that while 90% of respondents are actively learning or developing new skills on the job, 45% do not realize that their professional experience could count

Having this type of platform won’t guarantee DEI success, but you need the right data tools to enhance how employers can evaluate the makeup of their workforce, so it can inform the decisions they need to help them reach their diversity goals.

At the Center for Parental Leave Leadership, we find it more accurate and productive to define parental leave as an extended period of transition for all new parents, regardless of gender identification, their manager, and team that is experienced across three phases: 1) preparing for leave, 2) during leave and 3) returning from leave.

“If they find a group of contractors fall under W-2 status, they should convert those contractors” to employees, he said.

Despite many surveys of employer intent still reporting that the “average” employer is budgeting 2% to 3% for pay adjustments (down from slightly over 3% a year ago), a significant percentage of employers cannot fund any increases because of the precipitous decline in their revenues.