How to align your reward strategy with your organisation’s ESG goals
Over the last five to 10 years, Environmental, Social and Governance (ESG) has grown in prominence as organisations have looked to show internally and externally that they are getting serious about being responsible. Increasingly, companies committing to equitable and sustainable business are outperforming those simply meeting legal obligations, and are also building happier workforces.
Rethinking your long-term talent strategy to address pay gaps
Gender Pay | Gender Pay Gap | Gender Pay Reporting
How do you make sure you always hire the right person for the job, while maintaining a balanced outlook when it comes to gender, ethnicity and disability? To answer this, we need to explore five main areas of talent management: Diversity in recruitment; Succession planning; Performance management; Learning and Development; and Retention. In this article I’ll be looking at the first three of these key pillars.
How to distinguish between bonuses and recognition and ensure both are valued
Bonus | Recognition | Reward
There is a distinct difference between a one-off reward and the steady drip-feed of recognition. Each carries different incentives, drives different behaviours and comes into its own at different times. Here we examine the key differences and how you can reach the holy grail of having them work together in perfect harmony.
How to use technology to ensure your recognition strategy is inclusive
HR software | Reward technology | HR Technology | Hapi
For recognition to be truly inclusive, it goes without saying that it needs to touch everyone. Regardless of position, rank, department, seniority, age, gender or background, a recognition scheme needs to resonate with everybody and ultimately give all employees the opportunity to be nominated and recognised.
What is the future for gender, ethnicity, and other pay gap reporting?
Equal Pay | Gender Pay | Gender Pay Gap | Gender Pay Reporting | Ethnicity Pay Reporting
Only five years have passed since gender pay gap reporting was first made mandatory in the UK and a lot has gone on since 2017. Before the pandemic, we were only just starting to scratch the surface in terms of drawing patterns and tracing trends, and furlough blew a lot of that data out of the window by opening up short term pay gaps which are only now starting to recede back. The data and data-gathering in this whole area is still very immature and could certainly benefit from more introspection, checks and balances in several key areas.
How to adapt your reward strategy to reflect shifts in work patterns
Employee engagement | Flexible working | Hybrid Working
Hybrid and home working provide a host of benefits as well as shortcomings, and employee expectations with regards to this have changed because of Covid. So how can companies adapt their reward strategies to reflect that?
Cost of living: A blend of measures to help navigate your way through
Reward | Flexible Benefits | Cost of Living
Post-Covid, we are experiencing the largest spike in inflation for 30 years, forecast to peak close to 11 percent in the fourth quarter of 2022. Earnings are expected to rise by six percent this year but, with prices settling at a higher level relative to incomes, real household incomes are forecast to fall by 2.5 percent in 2022. More telling still, they will probably remain 7 percent below where they were pre-Covid until 2026 or beyond.
Thought leadership: our key messages to business leaders
Much of Britain is preparing for a long, hard winter. Coming off the back of the pandemic and the ‘Great Resignation’, the current cost of living crisis is threatening to take millions of employees – and countless businesses – beyond their stretching point in the coming months. As the UK gets accustomed to a new Prime Minister, we asked some of our consultants for their messages to company leaders in these testing times.
Posted by Innecto Reward Consulting on
16 September 2022
20 years in Reward: how the landscape has changed since 2002
Reward Consultancy | Pay & Reward | Reward Strategy | Reward
On Innecto’s 20-year anniversary, Director of Consulting Justine Woolf reflects how the landscape of pay and reward has changed since 2002.
Three essential areas to address around pay gaps and equality
Equal Pay | Equal Pay Audits | Pay Structure | Pay benchmarking | Job evaluation | Pay Review
Instances of unequal pay can manifest all too easily, but they can also be guarded against by putting checks and balances in place and maintaining those with regular auditing. My three main areas to focus on when considering pay gaps and inequality are pay structures, annual pay review and pay policy.
How to use non-monetary forms of reward as an alternative to bonuses
Pay & Reward | Benefits audit | Benefits intelligence | Employee engagement | Reward Strategy | Reward | Flexible Benefits
Inadequate total compensation can be a contributing factor to people leaving their jobs and sometimes there is no magic wand that non-monetary reward can wave. Having said that, it can significantly enhance any company’s offering, allow you to express your culture and demonstrate how you would like to treat your employees. Here are some key ways to work non-monetary reward into your overall package.
How to address the Great Resignation through employee benefits
Employee engagement | Engagement | Reward | Wellbeing | Flexible Benefits | Remote Working
Coming out of the pandemic, data on the Great Resignation around employee discontent and ultimately turnover is very mixed. Some organisations looked after their employees during Covid, kept them connected, allowed them to work remotely and showed concern for their wellbeing.