Searching Workplace Equity on page 64

“Retention of top talent is a top priority and addressing compression and internal equity with the higher attraction salaries adds to a challenging compensation landscape,” said Alicia Scott-Wears, compensation content director at WorldatWork.

See Issue Journal of Total Rewards Q3 2021 This issue looks at ways to fix Social Security’s funding gaps, a pay equity primer for executives, investing in retail employees, and more.

Previously, he served as Director of Policy and Research for the Ontario Ministry of Labour, developing the implementation guidelines for the province’s Pay Equity legislation that served as a model for other jurisdictions.

Shareen Jolly Client Partner at Korn Ferry CCP Shareen Jolly, an expert in designing compensation strategies that drive business objectives, has spent over 15 years advising clients on total rewards and compensation programs, including job evaluation, global comp benchmarking, and pay equity.

In a typical recognition program, for example, employees who achieved notable performance or presented desirable workplace attitudes and behaviors are publicly acknowledged.

However, you can’t just wave a magic wand to reap all the benefits of a high-trust, whole-person workplace.

Many businesses are saving, too: in fact, if all remote-capable employees in the U.S. worked from home, companies would see a total $700 billion savings a year, according to a “ 2020 Global Workplace Analytics ” study.

“The workplace is evolving around the country, and employers are adapting to provide as many employment opportunities as possible — therefore boosting the morale of the workforce,” said Murguia, who added there are few downsides to these agreements when properly enforced.

.; About the Study WorldatWork invited its broader membership and customer base to participate in an electronic survey on workplace Total Rewards programs and practices.

A Worrisome Workplace Impact According to Zety’s report, these worker concerns may have a trickle-down effect on employers and the workplace: ;90% of surveyed employees said their emotional well-being is regularly affected by their finances.; ;70% feel disengaged at work due to their current salaries.; Additionally, Korn Ferry found employees who felt their salary wasn’t keeping up with the cost of living were more likely to leave their role within three months.