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;Keeping the talent pipeline full.

Full stop,” Cawood writes.

I’m already seeing more and more organizations embrace alternative descriptions of what they’re doing, whether it’s belonging, or inclusion, rather than the full DEI.

The two bills now head to the Senate for full consideration.

Here are some of the key numbers from the survey of 303 full-time business professionals via the Schlesinger Group panel online: 85% believe their employer prioritizes DEI a good or great deal in the workplace.;74% feel that their employer is putting the right amount of effort into these initiatives.;64% of employees believe DEI is very or extremely important.;83% agree or strongly agree with the statement “I feel comfortable talking about my background and cultural experiences with my colleagues.;85% either agree or strongly agree that “I feel included and respected at my organization.”; The overwhelming employee agreement with those last two statements is particularly significant.

An agreement by an employee to accept less than the full wage paid to employees of the opposite gender for the same work is not legally enforceable.

“We need to launch a full-court press.”

Those that prioritize physical health and limit business returns to reducing employer healthcare costs do not tap into the full potential of wellness programs to deliver meaningful employee outcomes and business returns.

For in-office or hybrid employees, geographic pay locations are most often determined by theirnearest work location (45%) or reporting location (31%), while more than half of full-time remote workers are tied to their location of residence.

With the OPSU, we’re trying to solve a specific problem: how to deliver meaningful upside without prepaying for it and without giving up retentive full value awards that serve a different purpose.