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And, it’s had a mounting impact: ;Pay equity is no longer a compliance tick-box but a strategic priority with major societal/workforce implications.; ;Employees expect open, justifiable pay processes, as well as rewards and benefits that represent their contributions — or become flight risks.; From Performance-Based Pay to Equity Focus A philosophical shift gathering speed in response to equity concerns is the separation of base salary adjustments from performance evaluations.

“What we’re seeing is a very focused effort by many organizations to open the ‘black box’ and be a lot more transparent about pay not only because they are required in many places to advertise pay ranges but because of the challenges in attracting and retaining talent,” she said.

“In terms of thinking outside of the box, there are opportunities for employee resource groups (ERGs) to help us network solutions,” McCann said.

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Stern (2022b) said governance metrics are “more about checking the box on compliance and ethical issues.

The IRS will likely issue a new box or code for the form.; ;Despite the transition rule, implement precise tracking of qualified OT compensation as soon as possible.; ;Communicate with employees on how the deduction works, how the qualified amount will appear on their W-2 and the temporary nature of the provision.;;; Employee Benefits ;Dependent care assistance programs.

“Equity-centered design isn’t merely about ticking boxes on a static checklist,” the authors concluded.

The impact matrix offers some alternative benefits to evaluating employees using a related tool: the traditional 9-box ( Talent Management Institute 2023).

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However, the “Black Box Dilemma,” where the inner workings of AI algorithms are not easily understood, complicates this transparency, potentially leading to confusion and mistrust ( Brooks 2021; Kim and Bodie 2021).