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Figure 4 shows the limits to transparency, because in almost every case, only a minority of organizations appear to lean toward genuine openness about pay.

Journal of Organizational Effectiveness: People and Performance 4(1): 76-88.

Instead of across-the-board 3% to 4% raises, many HR and total rewards leaders are giving merit increases only to high performers and those who are making below-market salaries.

WorldatWork’s latest “ Pay Equity Study ,” published in January 2023, found that 70% of respondents’ organizations are acting on pay equity, up 4 percentage points from a year earlier and up 10 percentage points from 2019.

Yet most executives surveyed – 3 out of 4 – believe their employees’ well-being has improved in the last year across the board, physically, mentally, socially and financially.

The most equitable plans were those that put a dollar cap on the employer match, but they accounted for only 4% of the plans studied.

.; Washington High Court Upholds Language in Pay Transparency Law The Washington Supreme Court ruled on Thursday, Sept. 4, that job seekers do not have to prove they are a “bona fide” or serious applicant to be covered under a state law that enables them to sue an employer for not including a salary range on its job listings.

STEP 4 Calculate the compensation actually paid for anticipated NEOs in 2020 and 2021 as best you can.

“In our research, what we see is that in the workforce, around 4 in 10 expect to retire after age 70 or do not plan to retire — and oftentimes they’re doing so for financial reasons,” Collinson said.

“It is difficult to do any of these well with a total available pool of 3% or 4%.