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Designing pay programs for both types of employees can be a challenge.

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“This is complicated by the changing nature of work, which the pandemic has accelerated — hybrid working, agile working, pace of change in job and organization design — leading to skills rather than jobs becoming the new pay currency.”

Explaining what such comebacks and initiatives like this require, Rajesh said there is a need for consistent inputs, sensitizing managers on what it’s like being a woman re-entering the workplace after a break, designing jobs that set them up to succeed, and creating spaces for them to share and belong.

Based on company strategy, sales compensation designers need to create intentional formulas that either favor or provide parity between transaction and recurring revenue.

Within program design, members should be empowered to help craft their care plan and set goals in partnership with a coach or clinician.

The body of research points to various factors to consider when designing incentives.