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Some areas of concern include: ;Psychological safety.

Based on these findings, Zety career expert Jasmine Escalera said organizations should focus on three areas for attracting talent: ;Compensation.

Executives from different areas of the company join these discussions and share personal stories about their struggles navigating such topics as race, mental health and well-being.

Professionals from the total rewards, legal, compensation, and diversity, equity and inclusion areas of an organization can best address pay equity if they come together, agree on goals and move forward together.

B Lab offers a quick, free assessment tool on its website that can help you learn about your company and identify areas for improvement.

It typically includes: ;Job families and sub-families — Groups of related roles based on skill areas (e.g., finance, technology, operations); ;Career streams — Codifying roles into groups based on how they contribute to the organization (e.g., management, professional, production, sales); ;Job levels — A hierarchy that defines scope, responsibility and expected impact, from entry-level to senior leadership; ;Job profiles — The specific roles that exist at the intersection of families and levels; Importantly, job architecture is distinct from compensation structure.

By returning to the core purpose of a program, you can redesign key areas like annual incentives, recognition, career mobility and performance management with clarity and intent.

“Together, we’ve set priorities, identified areas of overlap, and ensured that we’re all aligned on the best opportunities for growth,” Spencer wrote.

Starr said that since DEI impacts most every aspect of the employee experience and life cycle, organizational culture efforts should prioritize meaningful commitment and a holistic approach; otherwise, organizations are unlikely to see progress toward their goals in this area.

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