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., project bonus of 10% of the current base).; ;Communication: The threshold business impact to qualify for interim coverage is defined and communicated in advance.

.; ;One in 10 reduced investments in their programs.; ;More than half (57%) of those that had eliminated DEI programs subsequently hired fewer people in one or more underrepresented groups.; ;One-third of those cutting programs subsequently promoted fewer underrepresented workers.; ;One-half of organizations that cut DEI said morale is down.; ;One-fifth saw increased reports of discrimination and bias.; “DEI is a strategic lever that improves innovation, retention and leadership pipelines,” said Kara Dennison, the head of career advising at Resume.org.

Nearly half of respondents (42%) took just one to 10 days off, while 25% said their manager would discourage them from taking a full week away.

At the time, average base salary increases were close to 10%, and bonuses were uncommon below the executive level.

External hires often demand 10% to 20% more salary than internal hires.; ;Recruiting costs.

Similarly, today’s startups have embraced remote work and flexibility, and I think this will become the predominant way that we all work 10 years from now.

In fact, the tight labor market has been an influencing factor in the decision of nearly seven in 10 companies (68%) to increase salary budgets.

A recent forecast by the Anderson Economic Group estimated that a 10-day walkout would cost the U.S. economy $7 billion, with workers racking up $1.1 billion in lost wages and UPS losing $816 million.

A business head at a commercial bank in Shanghai told Bloomberg of his frustration that his pay dropped 10% last year, despite double-digit growth at the institution and strong personal performance.

Salary.com, which recently released its 10 pillars of effective compensation , notes that communicating about pay allows companies to collaborate with employees to build a compensation plan that best serves the entire company.