Searching Workplace Equity on page 44

Improved Diversity, Equity and Inclusion Including a well-thought-out, paid and supported parental leave policy should be part of every diversity, equity and inclusion (DEI) program.

Corporate M&A deal volume in the U.S. was expected to jump 20% in 2024 and private equity was forecast to rise 16%, according to the EY-Parthenon Deal Barometer , but the rebound has not yet materialized as expected.

Do you have a plan to address not only pay equity, but also career equity?

Access a related Workspan Daily article on this subject: DOL Proposes Rule on Valuing Employer Stock Purchased, Sold by ESOPs; Access a bonus Workspan Daily Plus+ article on this subject: ;The Equity Alternative: Rewarding Employees Without Traditional Stock; Employee stock ownership plans, or ESOPs , are an alternative that is sparking growing interest and exploration as a succession plan, particularly by closely held or middle-market businesses for whom other ownership transition options may not be feasible.

When developing a proactive counteroffer strategy, the business may consider the following, among other items: mission critical roles,;high-performers or high-potential employees,;salary or range penetration thresholds,;employees with poor (low) internal equity considerations, and;when the employee can be transferred to another team or project.; Developing a set of criteria that considers when a counteroffer is justified will create a more consistent and fair process for counteroffers.

Some of the most common benefits within these plans, according to Carpenter, include: College funding alternatives for families of executives;Sabbaticals;Flexible retirement alternatives to qualified plans ;Choice funding for life events such as turning age 50 and purchasing a vacation home;Phantom equity arrangements when stock is not available to share;In-service payments above annual bonuses for short term retention subject to restriction; The appeal to younger executives is a shorter commitment to realize the benefit, with some plans triggered in as little as five years.

When developing a proactive counteroffer strategy, the business may consider the following, among other items: • mission critical roles, • high performers or high-potential employees, • salary or range penetration thresholds, • employees with poor (low) internal equity considerations, and • when the employee can be transferred to another team or project.

The reps are comfortable with the internal equity of pay and market comparison has not been an issue.

Equity compensation for Corp Dev roles follows corporate practice.

Remember to Keep Pay Equity Top of Mind Lindsay Wiggins, North America pay equity co-lead at WTW, said that as salary offers (and demands) continue to escalate, employers can feel pressure to fill job vacancies with increasing rates of pay.