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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: ;Employee Compensation; ;Employee Recognition; ;Finance and Budgeting; ;Workforce Engagement; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

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Key Takeaways Common denominators in total rewards packages.

Explain the intent of each reward type (for example, merit vs. bonus) and what data points (e.g., stakeholder feedback) affected the allocations that the employee is receiving.

These conditions are not unique to men, Levin-Scherz pointed out, but they do tend to affect men at higher rates.

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This is a 10-percentage-point increase from our 2019 study findings.

But instead of shooting down their findings, employers and their total rewards (TR) professionals should tap into the same tools their workers are using to get ahead of the issue.

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Set your strategy for late elections.; ;Resolving inconsistencies, such as a family plan election with no dependents listed.; ;Auditing for dependent status, ensuring new dependents are added correctly and dependents who have aged out are not enrolled.; ;Sending out election confirmations, if not automatically generated.; ;Verifying that premium deductions are accurate and will be set up correctly in payroll.; ;Generating election data in the format required by the carrier and submitting it promptly, allowing extra time to resolve any unforeseen issues.; 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: ;Employee Benefits; ;Employee Experience; ;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.