Searching Workplace Equity on page 31

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Christine Hendrickson, vice president of strategic initiatives at Syndio, said compliance balances on two pillars: 1) analyzing and ensuring workplace equity; and 2) communicating about it.

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Less variability in incentive earnings, ability to tailor quotas and flexibility to build strategic aims into quota calculations can boost seller equity, fairness and retention in pursuit of company objectives.; Many companies face the challenge of transforming their go-to-market strategy as they grow from start-up to volume growth.

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.

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In part due to those challenges, some mental health providers have eschewed carrier networks in favor of private pay — and that poses problems for workplaces, too, said Erin Terkoski Young, the director of health, equity and wellbeing at WTW.

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