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That’s why a growing number of companies are recognizing the value of ERG leaders’ contributions with additional pay and other types of compensation.

The arrival of the coronavirus pandemic forced scores of workers to very quickly learn the types of lessons Murton learned about telework a decade ago.

“Initially, amounts discussed were in the range of $50 to $100 per month,” he said.

“I’m finding employers who are making changes tend to eliminate the differentials and use a 100% national average approach, unless employees are connected with a worksite based on a very high cost of labor market such as San Francisco or New York,” she said.

Even if an organization somehow achieves 100% pay equity — equal pay for equal work, for example — employers may still have an unadjusted pay gap between what female employees earn overall and what male employees earn overall, she said.

An AI-first product is one where the data model, processing pipeline and user experience all were designed with AI as a core delivery mechanism, not a supplementary one.

This survey examines the type of incentives organizations are using, which metrics they rely on for rewarding employees, how effective they are finding their rewards to be, and more.

“Having this type of resource is more impactful than just adding a match to the plan for paying off debt,” Stout said.

Workspan Daily article;LGBTQ+ Inclusivity Is Paramount to Workforce, Workplace Success , Workspan Daily article;What Employers Can Do About the LGBTQ+ Pay Gap , Workspan Daily article;HCM and DEI Reporting: What Investors, Managers and Employees Should Know , on-demand webinar; Organizations across the United States are eliminating, modifying or scaling back programs designed to promote equitable and diverse workplaces amid worries over legal or compliance risk.

Secure senior management approval of each project element: assessment, alignment confirmation, plan design and implementation requirements, including IT automation and communication rollout.