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“I really wanted to improve my skills in global compensation and benefits, because my favorite part of the job is helping to leverage business growth while supporting professionals to succeed in their careers.”

For example, eight in 10 offer one or more programs to support caregiving employees, including unpaid leave of absence (37%), paid leave of absence (31%), online resources and/or tools (27%), an employee assistance program that offers counseling and referral services (23%), and a benefit that offers referrals to backup care (22%).

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The pandemic demonstrated the importance of supporting physical, mental, social, financial, and family health in the workplace.

The Deloitte report also found: 57% of surveyed women said they do not receive adequate mental health support from their employer, and 67% don’t feel comfortable talking about their mental health at work.;47% of surveyed women said they are worried about their safety at work , and 31% have experienced microaggressions.

Employers should also actively engage with workers during the actual enrollment period to offer support and confirm that dramatic shifts from the previous year’s selections were intentional, said Michaela Leo, the head of total rewards, North America, at biopharmaceutical company Ipsen.

To combat the rise of tough pay conversations, Payscale said HR leaders are looking for support from leadership on: ;Pay decisions (46%); ;Greater pay transparency (44%); ;Reliable, accurate and up-to-date compensation data insights (42%).; “Employees are still gaining knowledge from traditional sources like family and friends and industry salary guides, but AI and social media are driving up salary expectations without the verified data and role context needed to inform compensation,” said Ruth Thomas, a chief compensation strategist at Payscale.

Apli uses “advanced conversational AI” to support companies with talent attraction and the process of evaluating and hiring new employees — with a focus on frontline workers, who iCIMS noted make up about 80% of the global workforce.

.; ;Implement HR technology to support connecting performance ratings to compensation decisions — and to gain a bird’s-eye view of whether performance and pay are aligned consistently and equitably across the organization.; ;Utilize feedback and performance ratings from peers and others, not just one manager, to reduce the possibility of bias and ensure better-rounded performance-based total rewards decisions.; Bakker also pointed to using tech to run simulations.