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Keeping that in mind, here are three actionable steps to help fine tune your compensation strategy. 1.

“We found that retirement was the top stressor of our employees and the No. 1 change they asked for,” Mah said.

A Jan. 21 Resume.org survey of 1,000 business leaders within organizations with diversity, equity and inclusion (DEI) initiatives (also known as the push toward equitable and diverse workplaces) found 1 in 8 of those entities are eliminating or reducing their programs.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Organizational Performance; ;Sales Compensation; ;Total Rewards; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

Table 1 reports total cost and tuition and required fees for full-time students at four-year colleges and universities for selected years 1980 through 2020 in constant 2020 dollars.

To most, his example was inspiring, especially because he cut his own pay from $1 million down to $70,000 as part of the program.

For example, consider the impact of a $1 increase from $15 per hour to $16 per hour for an hourly worker.

Women in the U.S. are still paid just 82 cents for every $1 a man is paid.

In many instances, $0.50 or $1 per hour makes a significant difference for frontline workers, and failure to recognize this can result in companies putting themselves at a competitive disadvantage to other local establishments.

Employers Testing Limits of NYC Pay Transparency Law New York City’s new pay transparency law went into effect on Nov. 1 and some employers are already testing the limits, HR Dive reported .