If there’s one workplace issue that touches people across industries, it’s pay equity – or the lack thereof. In fact, our research shows one in four people – including one in three women in senior or middle management – said they’ve felt discriminated against in their career.
How does this discrimination occur? It’s a result of unconscious and conscious bias and outdated HR, talent management, and reward and recognition practices. Check out five steps you can take to mitigate discrimination when it comes to pay parity.
Where could you be more strategic in your total rewards spend? Are you funneling much of it into an annual bonus?
New research from Wharton shows that the annual bonus, a staple of many total rewards programs, can actually lead to unethical behavior, fuel turnover, and foster envy among co-workers. Sounds like unnecessary drama – and money wasted. More importantly, the performance boost of an annual bonus diminishes within weeks.
Read our e-book and learn a better way:
- Why employee recognition is a powerful management breakthrough
- How to get more bang for your buck – and sooner
- Ways to improve performance management, retention, and employer brand
A little rethinking and reallocation means you can increase your margins without adding a penny to your budget.
If there’s one workplace issue that touches people across industries, it’s pay equity – or the lack thereof. In fact, our research shows one in four people – including one in three women in senior or middle management – said they’ve felt discriminated against in their career.
How does this discrimination occur? It’s a result of unconscious and conscious bias and outdated HR, talent management, and reward and recognition practices. Check out five steps you can take to mitigate discrimination when it comes to pay parity.