Searching Workplace Equity on page 42

Section 401(k) plans invest mainly in mutual funds that are then invested mostly in equities or bonds.

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For example, organizations will expand the use of key talent equity awards, temporary skills premiums and other ad hoc allowances to provide an edge in attracting and retaining key talent without locking in high payroll costs.

Despite access to the same retirement benefits, a significant gender savings gap exists, according to a study of nearly 4,000 workplace 401(k) participants that’s been fielded annually since 2014 by T.

Equity Structure and Ranges To compete for market talent, organizations can offer equity compensation.

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.

Instead, employers are redirecting spending toward more scalable, defensible strategies, Scott-Wears said, such as compensation technology, pay equity analytics and better modeling tools.

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And one of the most visible (and easy to measure) metrics around equity in the workplace is the gender and race pay gaps.