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Overall, retention pool size continues to decline, with nearly 70% of respondents that track and set aside a retention pool reporting that the retention pool was less than 2% of the purchase price for the acquired company.

Among organizations surveyed by WorldatWork, 70% are acting to address pay equity, a 10% increase since 2019, and only 2% of employers said pay equity is not on their radar.

As an example, the pay mix options might be 80/20, 70/30 and 60/40.

Another 70 million are either planning to become digital nomads over the next two to three years or are considering it, according to the report.

For more than 70 years, we’ve supported the individuals who shape how people work, grow, and thrive inside their organizations.

Access a related Workspan Daily article on this subject: Data Shows Gender Pay Gap Widened at Level Not Seen in 20 Years; Access bonus Workspan Daily Plus+ content on this subject: How to Identify Root Causes of Gender Pay Inequity; Data from HR tech company beqom showed that although 70% of employers have conducted an internal pay equity analysis and discovered wage disparities, 34% still do not have a pay equity strategy.

An Effective Benefits Strategy Increases Engagement More than 70% of executives interviewed for a global survey from Virgin Pulse said that they are seeing a return on investment stemming from a focus on employee well-being, up from 23% who said the same in 2018.

Nearly 70% of respondents to a previous NACE survey said their entry-level positions required a bachelor’s degree, noted Mimi Collins, NACE’s director of communications.

In fact, one California study found that 70% of Latino workers do not have access to a workplace plan.

The two executive groups also differed on their knowledge or interpretation of what policies were in place: More than half of CDOs (51%) reported offering diversity fellowship programs, while 70% of CLOs reported their organizations were not implementing, or even considering, such programs;Nearly half (49%) of CDOs reported offering DEI-related incentives to executives versus only 8% of CLOs; The report points to lack of awareness between the divisions as a possible reason for the misalignment.