Searching Workplace Equity on page 45

Some of the department’s responsibilities include reporting the U.S. unemployment rate, regulating workplace health and safety standards, investigating the minimum wage, child labor and overtime pay disputes, and applying laws on union organizing and unlawful terminations.

Prior to that, serving on the senior leadership team and as Vice President, Compensation for MassMutual Financial Group, she led the strategic design and implementation of a creative approach to Performance Management resulting in meaningful coaching and development for employees, redesign of short-term incentive plans to better align goal achievement with company performance and strategy, strengthened gender pay equity practices, became a recognized Thought Leader by the CEO, and served as a member of the Diversity, Inclusion, Equity Leadership Committee to lead culture change across the enterprise.

For WorldatWork Members ;Show Me the Gratitude —The Effect of Recognition on Employee Engagement , Workspan Magazine article; ;Finding a Balance: Blending Incentives and Recognition , Workspan Magazine article; ;Develop Personalized and Inclusive Recognition Programs for Your Hybrid Workplace , Workspan Magazine article; ;How You Know When Your Recognition Program Is Working , Workspan Magazine article; ;Incentives and Recognition: An Evidence Review , Journal of Total Rewards article; Employee recognition is a significant factor in making workplaces feel inclusive and providing a sense of belonging for all.

Internal Equity Is Neglected One of the cornerstone concepts of compensation is that it is a blend of art and science.

Millennial employees are also a leading target demographic for workplace benefits related to student loan repayments — and, to a smaller degree, every generation in the workforce can benefit.

According to Christine Hendrickson, vice president of strategic initiatives at pay equity software company Syndio, more states are increasingly adopting laws mandating salary range disclosures with the goal of dismantling wage inequality and to empower employees with critical information.

“We’re committed to keeping an open, honest, and inclusive workplace for all of our employees, and we’re saddened that any employee would think otherwise.”

In the past 20-plus months, we’ve been collectively experiencing tectonic shifts in the workplace.

California The Pay Transparency for Pay Equity Act requires employers with 15 or more employees to include pay scale or hourly wage ranges in job postings.

Plan for public disclosure of gender pay gap reports, if applicable, ensuring clear and transparent messaging.; Training ;Ensure pay equity and transparency training is in place for all managers of EU employees, as well as global HR and recruiting teams.; ;Develop continuous procedures to ensure managers conduct transparent, compliant and substantiated pay discussions with employees.; Monitoring ;Establish a regular schedule for reviewing pay equity data and adjusting where appropriate.; ;Monitor legislative developments in each EU member state for future developments and requirements.; ;Design a process to address evolving interpretations and compliance nuances with legal counsel.; 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: ;Employee Compensation; ;Finance and Budgeting; ;Organizational Performance; #1 Total Rewards & Comp