Searching Workplace Equity on page 28

The company also agreed to conduct annual pay equity audits for three years and hire an industrial psychologist to assess bias in its workplace.

Offering personalized, easy-to-understand resources related to health benefits can increase health literacy, lead to more-efficient use of health plans and ultimately benefit workplaces.; NEW!

Workspan Magazine article;WorldatWork’s Salary Budget Survey , research; For Everyone Mercer Projects 3.6% Total Salary Increase Budgets in 2025 , Workspan Daily article;Report: 1 in 3 Organizations Don’t Have a Pay Equity Strategy , Workspan Daily article;Understanding Base Pay-for-Performance and Merit Increase Guidelines , on-demand webinar;Base Pay Administration and Pay for Performance , course; NEW!

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.

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?

Don't focus only on the “D” in DEI by creating only diversity- and hiring-related goals; examine ways to increase equity and inclusion as well.; NEW!

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.

The Supreme Court’s ruling has various workplace implications, including health coverage considerations, travel reimbursement decisions, employee experience and culture concerns and legal complications.

Workplace sustainability means understanding that personal and mental health is a non-renewable resource, and that the same environmental standards, care and responsibility we’ve established as priorities need to be equally reflected within the company culture, workplace expectations and team offerings.