In a recent article, World-at-work set the spotlight on Reykjavík Energy and their pay equity work. Pay equity has been top-of-mind for Reykjavik Energy for quite some time, even before the topic was regularly making headlines.
Notre newsletter couvre des sujets tels que l'équité salariale, la rémunération et les avantages sociaux, la diversité, l'équité et l'inclusion (DEI) et les changements législatifs, ainsi que des nouvelles de notre entreprise et des mises à jour de notre logiciel.
In 2023, Illinois passed new pay transparency legislation that, starting in January of 2025, will require employers to post a pay scale and benefits in all job listings.
As a critical social issue, pay equity falls under the “S” in corporate social responsibility (CSR) and environmental, social and governance (ESG). So how can you best address pay equity in CSR/ESG reports and other external communications? This two-part blog talks about some best practices and provides plenty of examples.
While there is no comprehensive federal pay transparency law in the United States, pay transparency laws at the state and city level are becoming increasingly prevalent. These regulations require employers to be more transparent with salary ranges and benefits, and they aim to help promote fairness and equity in the workplace.
When building a truly inclusive and diverse workplace, there are many elements to consider, fair compensation being only one of them. After learning about workplace equity and the complexities of DEI initiatives in Part 1, discover how to foster genuine equity in the workplace and how to sustain it.