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Key Takeaways Two types of pay.

The report also found that while current pay budgets have risen to 4.2%, in 2022 more than two-thirds of companies (70%) spent more than they originally planned on pay adjustments for the past 12 months.

Asian-American women earn 93 cents for /$1 men make; White women, 83 cents; Black women, 70 cents; and Hispanic women, 65 cents.

The team found costs — the employers’ contributions as a percentage of total benefits compensation — varied widely.

; These are just some of the inquiries that total rewards leaders at organizations of all types and sizes are fielding from employees these days as workers increasingly seek greater clarity about what determines their pay.

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Programs using equity can align the interests of all types of employees with owner/investor interests.

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: ;Career Growth; ;Employee Benefits; ;Employee Compensation; ;Equitable and Diverse Workplaces; ;Total Rewards;

So, to make sure employers’ healthcare messages resonate with employees, savvy total rewards professionals are meeting workers where they are — both figuratively and literally — by making it easier and more affordable for workers and their dependents to access care.

Many employees (70%) who identify as male say they’re satisfied with their compensation compared to 60% who identify as female and 59% who identify as non-binary.