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Gender pay gap reporting While large organizations in Great Britain (with 250 or more employees) are obliged to report annually on their gender pay gap, some 17% of respondents in this category said that they had not undertaken this in the year ending October 2023, and a further 18% didn’t know.

Gibbons. 2007. " Social Comparison: The End of a Theory and the Emergence of a Field ."

Additionally, employer disclosure of individuals’ pay raises significant privacy concerns, particularly since, as noted by Montag-Smit and Smit (2020), many employees — especially those at the higher or lower ends of a pay scale — may prefer not to have their personal pay information shared with others.

To that end, we recommend applying a framework to guide and explain decision-making and investments in people.

Kathy Hochul said the law would "usher in a new era of fairness and transparency for New York's workforce and will be a critical tool in our efforts to end pervasive pay gaps for women and people of color" ( State of New York 2022).

Like the point-of-view element, the conclusion of intelligence briefings ends with the description of “most likely” and “most dangerous” implications or consequences.

To that end, our method of inquiry was to concurrently review trade and academic publications for “benefits strategy” or “strategic benefits management” with an emphasis on contemporary publications.

Although we agree in principle with the common belief that validation is an ongoing and never-ending process, we also believe that there is a critical mass of validation that can be achieved to provide sufficient confidence in any measure.

Employee experience from the start to the end of the workday and workweek is the right metric.

Understanding desired end states and recognizing growth opportunities along the path can assist in strategic planning and decision making.