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With that, many non-essential businesses, especially those with hourly workforces, had to close their doors.

There was a six-percentage point increase from 2021 for organizations using a single pay structure where pay is not differentiated by geographic areas. 45% of organizations apply pay differentials as a premium or discount to either a baseline/single pay structure or individual pay, and 24% create separate base pay structures for each/different geographic location.

“We’re asking our employees to vote early and then volunteer to help get out the vote by knocking on voters’ doors, phone banking, text banking and letter writing,” Huggins said.

Even a simple question can open the door to a conversation on belonging and inclusivity, fostering more emotional safety and bridging connections between team members.; ;Continuing education.

Without that, employees will be heading for the door.

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.; ;Tip: Partner with ERGs to gain insights into the specific needs of various employee groups — such as caregivers, parents, single individuals, the LGBTQ+ community and pet owners — whose responsibilities may overlap but have individual nuances.; ;Tip: Recognize that some employees may have intersecting needs, such as a single father caring for a child with a disability, and be sensitive to how your care benefits include them.; ;Tip: Host focus groups and facilitate discussions with open-ended questions.

.; “AI can reduce bias by creating a single, consistent, inspectable and fair methodology for determining pay,” said Sara Hillenmeyer, the senior director of data science at Payscale, a compensation software and data provider.

Models that warrant consideration include: ;Single/national pay model.

Employers can offer programs free of charge, and simplify enrollment with single sign-on, a QR code, or a single number to call for those who are more comfortable with phone versus digital methods.