Searching Workplace Equity on page 58

Expanding paid family leave for different caregiving needs strengthens diversity, equity and inclusion (DEI) efforts and employee retention.

“The travel reimbursement benefit in accessing reproductive services really aligns to the journey that the business community has been on to identify any inequitable access to care and make corrections where possible to advance health equity,” Deaton said.

For WorldatWork Members 2024-2025 Salary Budget Survey , research;Compensation Structure Policies and Practices , research;Teaching Employees About Pay Helps Avoid Transparency Problems , Journal of Total Rewards article;Researching the Expanding World of Pay Transparency , Journal of Total Rewards article;Secret No More — Pay Transparency: The Good, the Bad and the Uncertain , Workspan Magazine article; For Everyone Pay Equity Laws by State — Are You in Compliance?

“Employers can benefit in many ways,” Reynolds said, “including [employees being more] efficient in the workplace, reducing unplanned absences, improvement in employee retention and morale, more diversity within the workplace and increased innovation.”

In addition, these developments strengthen the argument for versatile workplace benefits that recognize and address the needs of the “whole person.”

Most employees say their well-being either worsened or stayed the same last year, according to a new survey of employees, managers and C-suite leaders by Deloitte and Workplace Intelligence,;A disconnect exists.

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“Companies must be open and let candidates know they don’t discriminate against those who have taken time away from the workforce,” said Mita Mallick, head of inclusion, equity, and impact at Carta, a global equity management firm.

The prioritization of inflation-based variable pay must be assessed relative to other programs including overall salary budgets, internal pay equity adjustments, hot-skills market adjustments and supplemental bonuses.

;Identifying underlying trends and patterns in data sets related to human capital;Predicting the needs of the organization and its employees;Prioritizing HR activities based on their impact, utility and return on investment (ROI);Minimizing subjectivity in decision making and making it more transparent;Improving other functions such as workplace productivity, employee insights, company culture, training and hiring.; Using HR analytics helps managers make effective decisions as it allows deeper analysis of HR data and avoids decisions based only on experiences and intuition.