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While the BJ’s Wholesale Club study and others had researched a certain type of wellness program, our research team saw a potentially more effective way of approaching wellness programs.

Building Well-Being Evaluation Metrics As organizations consider new ways to take action on workforce well-being, thinking broadly about measurements within each focus area can help clarify the types of metrics that are most impacted by employee well-being, according to Kathleen Schulz, global innovation leader, Organizational Wellbeing Benefits & HR Consulting, at Gallagher.

She noted other possible explanations may include bias in hiring and promotion process and reward systems (for example, rewarding male-typical behaviors over female ones, or interpreting ideas spoken in male voices as more valuable than similar ones spoken in female voices) and differences in the types of jobs males and females pursue.

., pay-for-performance) pay influences the type of motivation workers adopt.

“Because in the new world of work, we actually want to act diversely and be fair and make sure that every type of character has the same opportunities, and often such incentive systems end up in the fact that the one who shouts the loudest gets it.”

Alaska Pay Equity: Under the Alaska Human Rights Law , it is illegal for employers to discriminate on the basis of sex when it comes to paying wages, or employ a female in an occupation at a salary or wage rate less than that paid to a male employee for work of comparable character or work in the same operation, business or type of work in the same locality.

California started the wave in 2016 by passing the California Fair Pay Act, which expands the types of jobs that may be compared and limits the factors employers may use to justify differences in pay.

Bureau of Economic Analysis (BEA). 2025b. “ Gross Domestic Income by Type of Income Table 1.10. ” Viewed: March 12, 2025.

Organizational drivers of innovation should be identified to focus rewards — in terms of the types of innovation, metrics and the rewards eligibility of employees who are expected to drive it (e.g., senior level roles, select roles, all employees).

This type of in-depth analysis of current information and knowledge management plans will support identifying areas of need for a leadership development program.