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One of the biggest mistakes TR/HR pros can make when connecting the “what” and the “why” is relying too heavily on one type of data, said Andrea Goodkin, a people and technology consulting practice leader at HUB International.

“If this is the type of benefit where employers don’t talk about it or use it [or have plans to solve concerns over it], then it can be seen as something that should not be taken,” Henry said.

Each rest break must be at least 10 minutes and each meal break must be at least 30 minutes.

In addition, enhancements on the rise include employer coverage of doula services (36%), services to treat postpartum depression (55%), initiatives to support high-risk pregnancies in under-resourced populations (43%) and group-based prenatal care (30%).”

Additional data from Workhuman also found what may be a common, yet subtle culprit that may be limiting effective recognition: implicit bias in as much as 30% of workplace communication used to deliver rewards and feedback.

; Documenting these guardrails (setting grade midpoints to the 60th percentile of a blended survey cut, for instance) can reduce debate, accelerate onboarding and keep future configuration changes tethered to strategy. 2.

Simultaneously, these efforts expand the inclusion umbrella to welcome and support individuals who are sober curious, striving to achieve sobriety or maintain long-term recovery. 2.

“A long weekend, a few vacation days a year, or family occasions don’t give you this type of quality time,” Suri wrote.

Only 38% of workers in the bottom 10% of average wages had access to either type of plan, and of those, 51% participated.

Building the Right Compensation Package In addition to the standard salary and performance bonuses, Canavan said the building blocks should be: retention incentives, which organizations can address through real or “phantom equity” (a type of compensation award that references equity, but does not entitle the recipient to actual ownership in a company); a long-term cash bonus plan; or split-dollar life plan, which allows the sharing of the cost of a premium for a permanent life insurance policy.