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The overarching message from presenters: Make sure your proverbial house is in order, because the organizations that aren’t fully transparent about how and why they pay employees will quickly fall behind in the war for talent.

;What performance goals, if any, were executives and key employees required to meet in order to vest in these awards?

As the pandemic has worn on and burnout has escalated, especially among women and younger employees, the “Great Resignation” — or Great Reshuffling as some have termed it — has taken hold, with an increasing number of employees willing to leave or turn down promotions in order to preserve their mental health.

While there may be some good news here, it isn’t much comfort to mothers who need to work long hours in the workplace in order to get relief at home. 

;During open enrollment: Roll out the benefits you've carefully curated for your employees and actively connect and communicate with them in order to drive enrollment, engagement and benefits utilization.

Action Steps for Employers In order to ensure compliance across all jurisdictions, employers first need to understand where a particular job can be performed and also the reporting structure of open positions, Freedberg said.

For the global calendar to be effective, end-to-end process steps should be sequentially ordered with start and completion dates.

Ranked in order of importance Manager and peer recognition.

Save Reuse Permission U.S. employers are increasingly embracing pay transparency, even as regulatory complexities introduced by the Trump administration’s 2025 executive orders and the European Union (EU) Pay Transparency Directive present new challenges.

.; “If [Musk] performs, if he hits the super-ambitious milestones that are in the plan, then he gets equity — it’s 1% for each half-trillion dollars of market cap, plus operational milestones he has to hit in order to do that,” Tesla chair Robyn Denholm told CNBC.