Searching Workplace Equity on page 41

For WorldatWork Members Using Analytics to Fully Assess and Close the Pay Gap , Journal of Total Rewards article;Pay Inequity: Past, Present and Future , Journal of Total Rewards article;Getting Serious About Gender Gaps — Assessing Pay Equity in New Zealand , Workspan Magazine article;Examining the Progress on Pay Equity , Workspan Magazine article; Reuse Permission A complete pay equity analysis (done with legal counsel to establish privilege and including a regression analysis ) is a must to understand where gender pay inequity shows up in an organization.

For instance, pay equity is certainly an ongoing concern for organizations but internal pay equity only tells part of the story.

With real-life examples from some of the best (and worst) workplaces and practical questions and tips, The New Work Exchange is an exploration of what work really works.

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

“Ratcheting” salary offers to woo talent, rising inflation and cost of living, greater emphasis on pay equity, and pay transparency laws are all contributing to increased scrutiny surrounding compensation, said Ruth Thomas, pay equity strategist at Payscale.

As we plan out our editorial calendar for Workspan each year, we try to keep our focus on the compensation-related challenges that are consistently front and center for compensation professionals — pay compression, pay equity, geographic pay strategies, sales compensation and much more.

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.

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.

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.