Searching Workplace Equity on page 38

Companies accomplish this by starting with the Total Compensation reported in the Summary Compensation Table, subtracting the grant date value of the equity awards, and adding in the: (1) year-end fair value of equity awards granted during the year that remain unvested at the end of the year; (2) fair value of equity awards granted during the year at vesting date for awards that vested prior to year-end; (3) change in fair value from last day of prior year to last day of current year for unvested equity awards outstanding at the end of the prior year; and (4) change in fair value of equity awards granted during a prior year from the last day of prior year to the vesting date for awards that vested prior to the end of the current year.

After the May 2020 murder of George Floyd initiated a national conversation about race, equity and opportunity, many America organizations set ambitious goals to advance Black talent in their ranks.

She noted the increased visibility and access to career paths can also support diversity, equity and inclusion initiatives.

Pay Equity: Going Beyond Statistical Analysis While most organizations conduct periodic pay-equity audits to ensure that pay outcomes don’t appreciably vary between gender and race groups, many don’t go beyond these initial efforts.

This portion was calculated by measuring a party’s equity as a percentage of total equity.

Reuse Permission Throughout the past two-plus years, we’ve been collectively experiencing tectonic shifts in the workplace.

Workspan Daily article;A Road Map for Developing Your Global Pay Equity Strategy , Workspan Daily article;How Pay Transparency Connects with Job Architecture and Employee Trust , Workspan Daily article;Pay Equity Laws by State — Are You in Compliance?

Resource: Pay Equity Laws by State — Are You in Compliance?

Evolving Employee Priorities According to Martin, here’s what today’s workers — particularly younger ones — expect from their employers: ;Equity and transparency in pay and career opportunities;;Flexibility in how, where and when work is completed;;Generous leave policies;;Financial well-being and mental health benefits;;Career development opportunities; and,;Customizable and personalized rewards .; ; Younger workers are also more likely to prioritize working for an employer that shares their values, recognizes and appreciates their differences, and is a “good corporate citizen” with diversity, equity and inclusion (DEI) or environmental, social and governance (ESG) initiatives, Garlick said.

Instead, employers are redirecting spending toward more scalable, defensible strategies, Scott-Wears said, such as compensation technology, pay equity analytics and better modeling tools.