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“We used to send out one per quarter and now we do one per week, [covering] different aspects of well-being and reminding our employees about all the resources available to them.”

As there is typically a breadth of ESG and HCM priorities within a single company, the scorecard approach allows the flexibility to assess more than one priority at a time (versus having to choose just one or two metrics for a weighted metric design).

“By identifying and defining the specific skills needed for a job — rather than focusing on a degree requirement — employers can be sure they are pulling in employees who will be able to perform the work needed from day one,” she said.

According to a study by WTW , only one in three employees feel their evaluations are correct, and a survey by Gartner found that only 32% of employees believe their compensation is fair.

Proponents of pay equity believe that placing more women in leadership positions is one of the keys to progress in closing the pay gap.; After significant improvements during the 1980s and 1990s, progress in closing the gender pay gap has mostly stagnated the past 20 years.

Workspan Daily Plus+ article; ;The Organizational Parental Leave Ecosystem , Journal of Total Rewards article; ;FMLA Advisor , tool; For Everyone ;Paid Care Leave Rising in Importance for Workers , Workspan Daily article; ;How Employee Leave Policies Can Support Women’s Health , Workspan Daily article; ;Why Caregiver Stress Is a Total Rewards Issue (and Opportunity) , Workspan Daily article; ;Family Care: A Meaty Problem for ‘Sandwich Generation,’ Employers , Workspan Daily article; Signed into law in July, H.R. 1 (otherwise known as the One Big Beautiful Bill Act) has given employers several reasons to consider offering paid family and medical leave (PMFL).

Outcomes should be shared securely, and sensitive conversations should be handled discreetly, typically in one-on-one settings.; Ensuring Trust and Transparency In an era in which pay transparency is increasingly required by law and expected by employees, organizations can’t be satisfied with mere compliance.

Some states may be putting pay equity legislation on hold for now, but at least one expert says its likely that states will refocus efforts on pay equity issues when the pandemic subsides and the workplace returns to a semblance of normalcy.

;A more dispersed workforce is one culprit.

This may include one or more total rewards areas.; Whether you have ever considered your organization’s culture or not, it has developed one.