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The IDEAL Workplace
Working IDEAL provides trusted, effective and innovative advice on inclusive workplaces, diverse talent and fair pay to large and small companies, universities, non-profits, unions and other organizations across the nation.
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Student Loan Repayment Benefits: A Win-Win for Employers and Employees
/in DEI/by Sarah CrawfordThe burden of student loan debt presents a significant financial challenge for millions of Americans. Student loan debt disproportionately affects people of color and women and contributes to wealth gaps. On average, African American student borrowers owe $25,000 more than white student borrowers, and women take on two-thirds of student debt. The impact of student […]
12 Key Elements of a Model Pay Policy
/in Pay Equity/by Sarah CrawfordA model pay policy ensures fairness, competitiveness, and clarity for the employer and employees. A well-designed policy and consistent practices help to attract and retain top talent, and compliance with federal, state, and local requirements. A clear expression of values. A pay philosophy links organizational values that drive decisions about compensation. For example, a pay […]
A Call to Action to Employers for Equal Pay Day
/in Pay Equity/by The Team at Working IDEALThis Equal Pay Day marks another reminder of the persistent wage gap for women. On average, women working full-time, year-round make only 84 cents for every dollar paid to men. Women continue to be underpaid and undervalued and overrepresented in the lowest paid jobs. Employers must take action to ensure equal pay by: Establishing clear […]
Year in Review: Highlights of Strategic Advising, Racial Equity Assessment, DEI Strategy, Pay Equity, and More in 2023
/in Case Study, DEI, Pay Equity/by The Team at Working IDEALReflecting on the past year, we are proud of our team’s accomplishments and the organizations where we have helped advance pay equity, diversity, and a more just, inclusive workplace. Explore select initiatives below. Racial Equity Assessment of BlackRock. In 2022, BlackRock asked Working IDEAL to join a team led by Covington & Burling, LLP, to […]
Rethinking “Merit” Increases: How Pay for Performance Can Perpetuate Bias and Fail to Reward Merit
/in Pay Equity/by The Team at Working IDEALMany employers attempt to provide some form of “merit”-based pay using performance factors for base pay increases, bonuses, and other forms of compensation. This approach to compensation is typically well-intended. Employers want to motivate employees to improve their performance, to reward high performers, and to attract and retain top talent. Unfortunately, merit increases are a […]
Five tips for employers to set geographic pay differentials: A growing consideration for remote workforces
/in Pay Equity/by Sarah CrawfordEmployers with operations in multiple locations have long grappled with concerns about how to handle compensation. Employers often offer geographic pay differentials, by adjusting base pay with locality pay to account for variations in the cost of labor and the cost of living. With increasing numbers of employees working remotely, many employers are facing new […]