Searching Workplace Equity on page 67

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Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: Equitable and Diverse Workplaces;Finance and Budgeting;Organizational Performance;

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Birdsall said symptoms of anxiety in an employee may include: Excessive worry about work, performance, projects or other duties;Frequent lateness or absenteeism;Complaints about personal health (e.g., headaches, gastrointestinal issues), which can cause an employee to underperform;Difficulties completing tasks or projects by their deadline;Conflicts with colleagues because of intense emotions or irritability.; While the pandemic worked to ratchet up workforce stressors, one silver lining from that period is that psychological safety — the belief that you are safe to take risks around your team — has gone mainstream, according to Laura Putnam, workplace wellbeing expert, public speaker and author of “Workplace Wellness that Works.”

“As laws, technology and workplace practices continue to evolve, we’re changing our practice nationwide effective Jan. 16, 2023, to pay hourly associates to the nearest minute based on exact time punches.”

The current use of bonus opportunities (27%) and equity awards (19%) are highest during the growth phase.

But all things being equal, once organizations start to pay individuals different salaries for the same job based simply on where they chose to live, it creates a slippery slope that may call pay equity/pay fairness into question.

It also strengthens diversity, equity and inclusion (DEI) efforts and employee retention.

Marginalization can come in many forms and is often subtle and unintentional, said Angela Berg, partner and global diversity, equity and inclusion consulting leader at Mercer.