Searching Workplace Equity on page 29

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

Ruth Thomas, pay equity strategist at Payscale, said that crafting a compensation strategy that makes sense for the business and includes a robust internal and external pay equity analysis are foundational pieces to implementing a pay transparency strategy.

Some of those employees may receive additional company stock instead, but Amazon also referenced the benefit those employees have received from their already-existing stock awards due to the company’s equity growth over the past year.

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!

Why This Matters Now The forces shaping today’s workplace make job architecture especially relevant: ;Remote and hybrid work have blurred traditional job boundaries.; ;Regulation and social expectations demand more pay transparency and equity.; ;Rapid growth and restructuring create risks of inconsistency without a clear framework to describe and compare roles and compensation costs.; In this context, job architecture is more than an HR exercise.

Tammy Peet-Sass , CCP Director, Total Rewards and HR Learn More Danielle Luz , CCP-CA, GRP Operations Global Reward Manager Learn More Francisco Neto Compensation and Benefits Head Learn More Holly Mertens Manager, Total Rewards Learn More Total Rewards Research With 50 years of experience gathering data on workplace rewards, we provide a perspective that is rock solid and unique.

President Donald Trump about making alternative assets more accessible in 401(k) plans;; ;Department of Labor amendments regarding alternative assets and cryptocurrency in retirement plans; and,; ;A reduction in Securities and Exchange Commission restrictions on private equity in certain types of funds; … the question of incorporating these types of investments into workplace retirement plans is increasingly on the radar for employers and their total rewards (TR) professionals.

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!

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

Even if the employer has not yet implemented nudge technology in their workplace, their third-party administrators, health insurance providers, wellness vendors and other vendors are likely using it, challenging total rewards professionals to stay ahead of the compliance issues and be aware of the potential negative impact on workplace culture.