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.; ;Organizations that fully equip their managers with well-defined job descriptions, unshakable compensation data and a firm but compassionate perspective that almost no one likes discussing their pay can set forth an entirely different dynamic — one that respects the potential of the employee while protecting the organization’s business objectives.; ;Supporting your organization’s managers with contemporary compensation tools and precise market pay information likely leads to better employee engagement and demonstrates a deeper understanding of how personal pay is structured.; 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: ;Employee Compensation; ;Workforce Engagement; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to

“Those who have the skill sets, particularly in AI, are the ones who are going to be able to get new jobs and the ones employers are going to want to keep,” she said.

;Gain valuable data sets, worksheets, references, research, publications, and tools to help make your pay equity efforts easier.; Course 2: Performing a Pay Equity Analysis Learn to perform a pay equity analysis that can expose unintended pay gaps.

Dufrane helps set the standard for HR, serving as the international secretariat for Global HR standards through ISO, the International Organization for Standardization.

“Early on, I realized that when compensation is done well, it doesn’t just set pay but unlocks human potential and directly supports business results.”

., shares which must be held for a set number of years), did not yet find their way into CEO compensation plans for FY 2018.

According to Gray, her approach to this initiative would focus primarily on setting it up, managing the change and engaging the leaders, while Bodziner can lean on his experience to highlight how the shift might work in practice and flag potential pain points.

“Take the opportunity to set the narrative about compensation before your employees fill in the gap.”

He added that this trend will require employers to be more thoughtful about their overall compensation strategy and pay ranges for the full set of different jobs and working relationships they have across the entire organization.

“Organizations can influence pay equity directly by setting goals and implementing programs to ensure they are hiring, developing, promoting and retaining Black workers at similar rates to their white peers,” Martin said.