Searching Pondering Equity-Based Long-Term Incentive Plans on page 77

Other key findings from the survey include: ;53% of C-suite leaders surveyed after the inauguration say the Trump administration’s anti-IE&D policies and/or rhetoric are likely to decrease corporate commitments in 2025.; ;47% of executives are expecting to see commitments remain the same or even grow as IE&D becomes increasingly polarized.; ;60% say their organizations are awaiting further developments on the new administration’s IE&D priorities, including enforcement plans, before making any changes.; ;55% say they are more worried post-inauguration about the risk of IE&D-related lawsuits, government enforcement actions and shareholder proposals.; ;22% of executives surveyed after the inauguration are currently considering reducing or eliminating IE&D-focused roles.; ;38% say they are contemplating ending incentives or manager evaluation criteria tied to advancing IE&D priorities.; California Bill Targets Use of AI to HR Decisions A California

Plans that may include a QSLP match are 401(k) and 403(b) plans, governmental 457(b) plans, and SIMPLE IRA plans .

Planning Ahead While there will continue to be consternation about the economic climate and more noteworthy organizations tightening the purse strings, Davis said he expects highly skilled and technical talent to remain in demand the second half of 2022, which will require strong planning.

“They shouldn’t focus on one program, especially if their intentions or objectives are to make modifications based on the programs their people value.

“Employers need to weigh their desire to hire any particular candidate or satisfy a short-term staffing need against the value of those provisions and the longer- and medium-term interests they protect,” Hartstein said.

“Incentives such as increased pay and perks will become powerful drivers,” said Viswanath PS, managing director and CEO, Randstad India.

Accountability and Engagement Many companies have made or will make meaningful commitments to lowering carbon emissions, reducing climate-related risk, or other long-term goals.

Tips for Getting it Right To implement AI tools in a way that reduces rather than amplifies pay bias, Hillenmeyer said TR should partner with: ;IT and data teams to ensure integrity;; ;Legal and compliance teams to help the organization remain compliant with pay equity and AI regulations; and,; ;The HR team and teams focused on promoting an equitable and diverse workplace to help keep equity and representation at the forefront.; Build in checks and balances to monitor the outcomes of AI-driven pay recommendations — use the tools as a decision-supporter, not a decision-maker, Romanyshyn said.

Recent WorkProud research indicated most younger employees are not interested in remaining with their current employer long term, and very few of them would remain at their organizations if they were offered more money to do the same work elsewhere.

Scott-Wears added that TR leaders also should design plans and contributions that support diverse employee needs, whether that’s covering near-term care or enabling long-term wealth-building , while integrating HSAs more deliberately into broader financial wellness and retirement strategies.