Searching Workplace Equity on page 39

Christine Hendrickson, vice president of strategic initiatives at Syndio, a New York City-based firm that provides technology and expertise to help companies improve their workplace equity, says that if nothing else, the roster of proposed pay transparency laws on the docket this year — in both the U.S. and European Union — is evidence that “we're not only in the pay transparency era, but it's here to stay.”

While general AI tools have considerable limitations when it comes to accurately informing salary expectations within the context of a specific organization’s compensation strategy, discounting their use out of hand is short-sighted, said Nancy Romanyshyn, the senior director of total rewards strategy and solutions at Syndio, a pay equity technology company.

“It’s not surprising that employee perceptions may not match reality,” said Gail Greenfield, the executive vice president of pay equity and total rewards strategy and solutions at Trusaic, a pay equity and regulatory compliance software company.

If the employer does not have a publicly accessible website, according to Littler’s analysis, the British Columbia regulations indicate it must make a copy of the report available to its employees in at least “one conspicuous place in each of its workplaces and make a copy available to any member of the public who requests one.”

Performance equity provides additional upside and/or downside leverage to traditional equity incentives based on set performance goals.

Total rewards and benefits leaders can play a key role in finding solutions that lead to greater equity.

Leading organizations also are prioritizing the human-centric side of the AI empowered workplace.

.; “If [Musk] performs, if he hits the super-ambitious milestones that are in the plan, then he gets equity — it’s 1% for each half-trillion dollars of market cap, plus operational milestones he has to hit in order to do that,” Tesla chair Robyn Denholm told CNBC.

With growing awareness about the vital importance of creating more inclusive workplaces, organizations are deepening their understanding of what offering GENDER-AFFIRMING health and medical benefits can mean to employees — and how to ensure equitable access.

For WorldatWork Members Data Innovation in the Era of AI , Workspan Magazine article;TR Is Key to Successfully Integrating AI and Work , Journal of Total Rewards article;AI and the Skills Evolution: Where the Total Rewards Function Fits In , Workspan Daily Plus+ article;How to Identify Root Causes of Gender Pay Inequity , Workspan Daily Plus+ article; The concept of paying for skills , rather than by job title, is growing in popularity, but the question of how to ensure equity and consistency in those pay structures often makes implementing them prohibitive.