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“We had almost 1,000 respondents, and the information is broken down by organization size, type and industry.

A total of 189 responses were received, representing organizations of different sizes and across multiple industries.

Taking a Closer Look by Industry Payscale’s projected pay increases for 2024, broken down by industry, topped out at 6% for construction companies.

Effective July 1, the salary threshold will increase to the equivalent of an annual salary of $43,888 and increase again on January 1, 2025, to $58,656.

State Reach of Effective Pay Transparency Law Effective Date California Statewide Jan. 1, 2023 Colorado Statewide Jan. 1, 2021 Connecticut Statewide Oct. 1, 2021 Hawaii Statewide Jan. 1, 2024 Illinois Statewide Jan. 1, 2025 Maryland Statewide Oct. 1, 2020 Massachusetts Statewide Statewide starts Oct. 29, 2025 Minnesota Statewide Jan. 1, 2025 Nevada Statewide Oct. 1, 2021 New Jersey Local and Statewide Statewide starts June 1, 2025 New York Local and Statewide Sept. 17, 2023 (statewide) Rhode Island Statewide Jan. 1, 2023 Vermont Statewide Starts July 31, 2025 Washington Statewide Jan. 1, 2023 District of Columbia Districtwide June 30, 2024 This trend shows no sign of slowing, even as organizations face layoffs and restructuring.

Making Better Decisions Although the MIT/University of Illinois study focused on the use of employee voice in making changes to production processes in manufacturing workplaces, the findings can apply to employers in other industries and with different goals, such as improving employee experience.

/Canada Online Reporting Tool to build customized reports based on industry, organization size and/or geographic area.

As the focus has increasingly turned to pay for performance , many companies have enhanced the goal-setting process and incorporated additional analytics and data, including peer and industry performance history, forecasts and models of shareholder expectations.

While 55% of organizations communicate STI metrics and goals at the start of the year, fewer than 1 in 4 explain why they were selected.

This will elevate pay until the talent pool catches up — frequently in cascading patterns across industries, as not all market segments move at the same adoption rate.