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While this paper focuses on the UK, it has applications for HR practitioners in other countries because instituting compensation systems that address a gender pay gap is a common challenge.

Workspan Quarterly 4TH QUARTER 2022 In the Q4 issue of Workspan, we examine the challenges that are front and center for compensation professionals.

By passing this bill, the Legislature stands united behind every worker — and with every business — in our steadfast commitment to the fundamental principle that every person has the right to be treated and compensated fairly in the workplace.”

The Upside (Usually) Justifies the Effort When executed well, the migration to quota-based compensation may deliver substantial benefits (see Figure 3).

GM Now Requiring Employees to Spend Three Days in the Office General Motors Co. is calling workers back to the office, ending chief executive officer Mary Barra’s “Work Appropriately” policy that gave people flexibility to stay home during the COVID-19 pandemic, reports Bloomberg .

“With differences in how and when organizations and industries recover from the pandemic, and with labor shortages across various industries, we anticipate a great deal of flux in salary budgets over the next few years,” said Sue Holloway, director, executive compensation strategy at WorldatWork.

Noteworthy Shifts in Compensation Structures According to the survey, there has been a significant decline in the number of organizations operating without compensation structures, decreasing from 17% in 2019 to a mere 9% this year.

Other key findings from the survey include: ;53% of C-suite leaders surveyed after the inauguration say the Trump administration’s anti-IE&D policies and/or rhetoric are likely to decrease corporate commitments in 2025.; ;47% of executives are expecting to see commitments remain the same or even grow as IE&D becomes increasingly polarized.; ;60% say their organizations are awaiting further developments on the new administration’s IE&D priorities, including enforcement plans, before making any changes.; ;55% say they are more worried post-inauguration about the risk of IE&D-related lawsuits, government enforcement actions and shareholder proposals.; ;22% of executives surveyed after the inauguration are currently considering reducing or eliminating IE&D-focused roles.; ;38% say they are contemplating ending incentives or manager evaluation criteria tied to advancing IE&D priorities.; California Bill Targets Use of AI to HR Decisions A California

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: Organizational Performance;Sales Compensation ; You have to login to perform this action.