Searching Workplace Equity on page 41

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; ;Pay equity.

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.

Thousands of companies have made diversity, equity (including gender equity) and inclusion a key element of their organizational talent strategy, giving working women additional leverage to prioritize benefits.

Pay Equity Laws by State Alabama Alabama Alabama became the 49 th state to enact a pay equity law.

In addition, their focus on ethical conduct makes guilt-prone leaders likely champions for such key total rewards and HR efforts as increasing pay equity, boosting diversity and inclusion and reducing bias in the workplace.

Contributing to the need for clarity is the fact that “the job architecture framework of old was never created to see the light of day,” said Maria Colacurcio, CEO of workplace equity analytics firm Syndio.

While phantom equity is taxed as regular compensation, it provides an incentive value that is more like an equity award than a retention or transaction bonus.

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

The requirement to document and justify how pay decisions are made is meant to reframe how companies approach workplace equity and the broader culture of accountability.