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Cash flow (40%), sales (25%), accounting returns (20%), costs (13%), margins (10%), shareholder returns (6%) and debt (6%) are other financial measures used in incentive systems.

Companies have grappled with the future of work accelerated by COVID-19 and increased market valuations over the past 12-24 months.

Harvard Business Review, Sept. 19, 1–6.

Further, while the use of ESG metrics in long-term incentive plans is quite low, it has doubled in prevalence from 3% in 2020 to 6% in 2021.

Figure 5 shows that in states with transparency laws, the median of the posted salary range increased significantly (Colorado, 17%; New York, 21%; and California, 15%), while in states with no pay transparency laws, the change in the median of the salary range was slightly negative (-6%, however not statistically significant as the midrange variability is very high).

That net increase in employer loyalty was more pronounced for men (27%) than for women (12%).

And about 6 in 10 CHROs expect it to boost creativity and quality of deliverables.

In addition, 10% of companies now have documents that govern nominations of board directors that specifically mention the consideration of people with disabilities, and 6% have someone who openly identifies as having a disability serving on their company’s corporate board.

The writers have been asking for a 6% raise in the first year of the three-year contract.

WorldatWork’s “Pay Equity Study” revealed 66% of organizations took action on pay equity in 2021, up 6 percentage points from 2020.