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Simultaneously, these efforts expand the inclusion umbrella to welcome and support individuals who are sober curious, striving to achieve sobriety or maintain long-term recovery. 2.

Step 2: Assess Potential Peers in Aggregate When reviewing the peer group in aggregate, a simple starting point is to weigh sample size and company positioning.

; Documenting these guardrails (setting grade midpoints to the 60th percentile of a blended survey cut, for instance) can reduce debate, accelerate onboarding and keep future configuration changes tethered to strategy. 2.

The gender pay gap declines by 2 percentage points, or 13% relative to the pre-legislation mean.

The benefit for customers is a more unified experience: Your core HR or performance system now comes with built-in compensation features that previously you’d have to get elsewhere. 2.

Academy of Management Journal 64 (2): 1–27.

The increased accuracy required for a pay equity review will require from eight to 10 factors, which will predict pay relativity within 2% to 4%.

For example, Citibank posted salary ranges from $0 to $2 million but later explained this as a computer glitch ( Brady 2022).

.; Investing in mental health improves employee health, productivity and loyalty For every $1 put into treatment for common mental health disorders, there is a return of $2-$4 in improved health and productivity, according to World Health Organization (2021) estimates.;89% of workers at companies that support well-being initiatives are more likely to recommend their employer to others (Beheshti 2019).;80% of employees treated for mental illness report improved levels of work effectiveness and satisfaction.

Figure 2 shows that 5% of employers answered “yes,” while another 7% said “yes,” but explained that this is without a budget.