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The report also found 30% of surveyed HR professionals trust AI agents only a little or not at all, suggesting there are leadership concerns about reliability, risk and accountability.; ;42: The percentage of women that voluntarily left their jobs who reported caregiving responsibilities, including the cost of childcare, drove their decision to exit the U.S. workforce in 2025, according to a new report by Catalyst, a nonprofit organization focused on women’s advancement.; ;43: The percentage of U.S.

“The benefits of ERGs have long been proven to support employees in specific demographic, psychographic, role-type, career-stage or life-stage groups where they can feel psychologically safe, speak up and feel heard, and where employers can meet them where they are,” DeVylder said.

Synthetic equity or phantom stock plans and stock appreciation rights (SARs) are two types of stock plans that don't use stock at all but still reward employees with deferred bonuses tied to the company's stock performance.

For a period of time, companies were just adding those type of metrics to “check the box” but companies are now taking a slower, more measured approach.

Programs using equity can align the interests of all types of employees with owner/investor interests.

Sherman believes “employers have been thinking a lot about these issues, because they are continuing to be in competition for valued employees, continuing to recruit new ones, and those potential recruits are asking specifically about these new types of benefits.”

“Now organizations are working hard to think about how they can offer flexibility in different forms to all types of employees,” she said.

This works in private equity-type situations where owners and managers enter and exit at the same time.

For example, Lawver says this type of holographic technology brings the models out of the screen and provides users the ability to engage and interact more intuitively with design data.

According to the Gartner data, 60% of TR leaders cited this fear as one of the biggest barriers preventing them from automating pay decisions.