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While financial stress is felt across generations, younger workers are in particularly rough shape — 88% of millennial and Generation Z respondents said they carry some type of debt, while 58% said they have credit card debt.

Credits See the number and type of credits you can earn by taking this series of courses.

Explain the intent of each reward type (for example, merit vs. bonus) and what data points (e.g., stakeholder feedback) affected the allocations that the employee is receiving.

“Are we the kind of place that demands everybody be here and follows this set of rules or the type of place that provides flexibility?”

.; It’s these types of pay practices that enable a healthy and equitable pay system and it’s helpful to see their connection to our overall goals.

Less than a quarter of employers currently provide this type of coverage, according to Mercer's report, which also recommended covering robust fertility and reproductive care.

Offer gender-affirming care and parental benefits for all types of families, and ensure policies are written to explicitly encompass LGBTQ+ employees and their needs.

How do we prepare for the types of change at work that we’ve never experienced before but must navigate, nonetheless?

Options for Smaller Organizations Onsite childcare may make more sense for certain types of employers, Izbicki said, including: ;Those in industries (e.g., manufacturing, education, healthcare) where employees are generally unable to work remotely;; ;Organizations with a heavily female population or a significant proportion of younger workers; and; ;Large offices or headquarters with many onsite employees.; While 6% of organizations currently offer or are planning to offer onsite or near-site childcare, that number grows to 9% of employers with 500 or more employees, and between 13% and 18% of organizations with 5,000 or more workers or more, according to additional research by IFEBP and Mercer .

., age, gender, marital and family status, location, salary);; ;Types and number of benefits plans (e.g., three healthcare choices, two pension plans);; ;Eligibility criteria;; ;Employee enrollment/participation rates;; ;Elective contributions/employer matching;; ;Investment choices/fund performance;; ;Benefits utilization (which can be manipulated by demographics);; ;Employer and employee costs (out-of-pocket costs for each);; ;Turnover and retention rates; and,; ;Industry benchmarks .; TR pros may collect this data through several methods, such as: ;Employee surveys.