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That’s why a growing number of companies are recognizing the value of ERG leaders’ contributions with additional pay and other types of compensation.

The most recent CDC data available found that just 25% of children have been vaccinated against the flu this year and just 45% of all adults 18 or older in the U.S.

The top request from employees related to improving compensation is having more types of rewards and the opportunity to personalize their rewards packages, according to Mercer's 2024 Global Talent Trends study.

See the Graphic Report See the Graphic Report Read the Executive Summary Read the Executive Summary Explore the Total Rewards Priorities Quiz 241 participating leaders 45% Directors or Senior Directors 39% have Total Rewards job titles 32% plan to adopt a strategy that balances growth and innovation with a careful evaluation of risk and resource allocation to ensure long-term sustainability.

The application of salary increments is relatively low in SMEs (29%) but more evident in large (45%) and very large (77%) organizations.

Fuller Utilization Comes with Age The average worker contribution in 2023 was $2,075 —but among workers under the age of 25, the average worker contribution was just $658, compared to $2,564 for workers aged 45 to 54, according to Jake Spiegel, a senior research associate at EBRI.

Chile Chilean Congress Approves Bill to Trim Workweek, Add Flexibility In what’s widely seen as a breakthrough for workers’ rights, Chile’s Congress passed legislation that will gradually reduce the workweek from 45 hours to 40 hours over the next five years, reported the Associated Press .

.; Toward the last bullet point, the most commonly cited reasons for downshifts were an anticipated recession or weaker financial results (51%) and concerns related to cost management (45%).

A job class is a cluster of jobs with similar requirements, responsibilities and the same compensation.

The types of compensation affected by cuts include: ;Bonuses (61%); ;Equity or stock awards (60%); ;Raises (59%); ;Benefits (53%); ;Base salaries (43%); According to the report, many organizations that are cutting compensation or using layoffs to fund AI are planning to take a flat, across-the-board approach to raises in 2026, sometimes referred to as “peanut butter raises,” rather than tying compensation to individual performance.