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Rather than simply doubling down on representation, the walkout’s organizers want Disney to fulfill a set of demands meant to “regain the truth of the LGBTQIA+ community” starting with an outright commitment to “indefinitely cease all campaign donations to ... politicians involved in the creation or passage of the “Don’t Say Gay” bill.

Those companies and compensation committees with a strong track record and a good governance framework will tend to be viewed more favorably by investors and proxy advisors over time — whether it pertains to robust goal setting, responsiveness, limited evidence of problematic pay practices, or adjustments to prevent or mitigate windfall gains during market rebounds.

;Have they kept all the documentation and data the AI vendor used to set up, configure and train the algorithm?

Generation Z is becoming a larger presence in the workplace, set to take over the more junior roles (initially) from Millennials and Generation X.

After all, an increasing number of job postings may now require compensation ranges, and the extra visibility and scrutiny that inevitably come with pay transparency laws will require extra care when setting pay ranges.

Pay transparency is also gaining a foothold north of the border: The Canadian province of Ontario is set to pass a law that will require employers to disclose wages or salary ranges in job postings, joining British Columbia and Prince Edward Island , which enacted pay transparency laws in the past two years.

Companies can set targets for self-sourced leads and offer rewards such as cash prizes or gift cards.

Leaders can largely do this in two ways: by setting a tone that is resonant with that of the individuals they are leading; and by empowering individual decision making and agility — an organizational strength that is more fully explored in the current edition of Workspan .

Prepare to explain how you differentiate and define performance in setting base salaries.

But in addition, I think the best people leaders shadow front-line employees, set up time to listen to what they are saying explicitly and what they are not, and to really understand the nature of what people at all levels are experiencing in their organization.