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(upbeat music)
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- Hey, and welcome to "PCTY Talks".
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I'm your host, Shari Simpson.
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During our time together,
we'll stay close to the news
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and info you need to succeed as an HR pro.
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And together, we'll explore topics
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around HR thought leadership, compliance,
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and real life HR situations
we face every day.
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(upbeat music continues)
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- Joining me on the podcast
today is Mary Faulkner,
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Principal at IA.
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And she just did or is
doing here at HR Tech,
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an awesome session around
making total rewards
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relevant for women.
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So, I'm so excited, Mary, to
have you on the podcast today.
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- Thank you so much for having me.
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I'm excited to be here.
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- So, I wanna dive right in
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and talk about this concept
of total rewards for women.
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You know, I think about organizations
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right now where we're
at with women and work,
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and I think we definitely
need to reevaluate,
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you know a whole comprehensive
approach for total rewards.
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But I'm curious, if you're not in a space
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where you can completely
revamp your program right now,
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what are some of the big ticket items
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that are gonna have a real impact on ROI?
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- I think the bigger
things that we're seeing
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are how can you be creative
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about doing things that aren't gonna cost
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you a lot of money right now?
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So, as you know,
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healthcare is just going
to continue to rise
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in cost right now.
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And so, that's gonna be a big
focus for most organizations
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as a budget for total
rewards going forward.
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But what you really need to
be able to do is be creative.
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You have to offer that flexibility.
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You have to be able to offer people things
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that are relevant to
their personal situation
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and not everybody's dealing
with the same things.
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So, from an ROI perspective,
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the more choice that you can give people
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for whether it's leave,
whether it's flexibility,
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whether and one big
one that comes up a lot
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is things like bereavement
leave, caregiver leave,
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all of these things,
being creative with that.
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That three-day bereavement leave
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for only close family members
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that you list in your
person health handbook,
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that's gone, stop doing that.
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It's an easy, inexpensive, high employee
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experience way to really
give something back
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to your employees.
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So, when you're really thinking about it
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from your bigger thing, think
beyond the big ticket items
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and think about packages
where people can pick
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and choose things that
are relevant to them.
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- We've seen that more and more
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with this approach of not a
one-size-fits-all approach.
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You know, really getting specific
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with things like benefits and experience,
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so one-size-fits-one.
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I love that we're moving
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in that direction
because I think it brings
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back the personal piece we've been missing
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for our employee
organizations for so long.
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- Absolutely, and the funny thing is,
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you know, we really focused
on total rewards for women
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because we were at the Women
in HR Technology Summit.
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But when we really
started thinking through,
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well, these are the benefits
that are beneficial for women,
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it's benefits that are
beneficial for everyone,
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it has nothing to do with gender
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and it's if you can just
find ways to make life
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easier for your employees,
you're going to see a big return
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on investment in terms of retention,
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in terms of engagement,
in terms of health,
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in terms of wellbeing,
financial wellbeing,
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all of that is tied into it.
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Supporting people where they are
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and in their current situation
is good for everybody,
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regardless of what of your gender.
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- One of the big things
that we continue to hear
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more about is childcare benefits.
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And I know that some employers
are going down the roads
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of like, can we actually
have childcare onsite?
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And the complexities that come with that.
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How have you seen companies
addressing childcare
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specifically as a benefit opportunity?
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- So, we're seeing everything
from offering credit,
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credits for employees to discounts
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to partnering with local childcare outfits
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that are out there, to
engaging with a drop in care.
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So, that's been a big one
that's becoming more popular.
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You know, kid gets sick
or somebody's got COVID
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and you have to have somebody watch them,
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they're able to find
somewhere to drop them off
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to be watched at a last minute notice.
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So, that's been something that
has be gaining in popularity.
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I'll be interested to see
deceive onsite childcare
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really does grow, you know,
there's so much uncertainty
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about people returning
to a workplace full-time,
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maybe there's hybrid, maybe there's not.
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So, I'm not sure if we'll see onsite,
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but giving parents an opportunity
to either use a partner
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that they've vetted prior
to and given a discount
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or just giving them money
to be able to do daycare
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on a regular basis would be helpful.
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So, many people do the math
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and decide there's no point in me working
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'cause I'm only working
to pay for childcare.
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So, anything, I mean, honestly companies
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if you wanna make a real difference,
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lobby to make childcare less expensive
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- I couldn't agree more.
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When I was younger in my career,
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there was a time where I
had two littles at home
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and we did the math and it was
I would work 40 hours a week
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and bring $50 into our home.
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- Wow.
- Because of the childcare
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and it just it wasn't worth it.
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But then as a female, I had
that whole dilemma of, "Okay,
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I know on my resume I'm gonna
have a gap of four years
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because financially it
didn't make any sense."
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I completely agree, let's figure that out.
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I mean, I don't want
there to be less qualified
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people watching my children-
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- Right (laughs)
- obviously,
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but we have I mean we
figured out other things.
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You know, maybe it comes from increasing,
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you know those flexible
spending account limits
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where you can have more
of a tax deduction.
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I think the creativity
is so important there.
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- Mm-hmm, definitely.
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You know, Erin Spencer
in our session yesterday,
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she brought up something really great.
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You know, when you look
back at World War II
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and and the women went to the workforce
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because the men were fighting
and they needed to work
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and keep the economy going
and keep the countries going,
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there was a system built to
support women who were working.
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They figured out daycare,
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they figured out how do you
support women in the workplace?
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And then when the men came back,
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all of that support went away.
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And so, we've done it before.
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Countries have done it before,
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entire governments have done
it before in times of crisis.
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And I think you could almost argue,
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we're in a time of crisis now.
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We're at a real inflection point
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in terms of how do we support
people who want to work
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regardless of their situation?
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And how do we make it easier
for them to return to work?
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How do we make it easier for
them to feel supported at work
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and not penalize the mothers like you
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who are worried about I'm
gonna be out of the workforce
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for four years and now I'm behind.
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So, I think we have a
lot of work to do there.
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- There's this throwback right now
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to we talk about like
flexible working hours, right?
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And I think it kind of goes back
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to the idea of nine to five,
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we work nine to five and can
we introduce flexibility?
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And I think, I mean, honestly
I think that's a little,
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it's an outdated concept,
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you know, we know that work can be done
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in so many different ways asynchronously,
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you know how are we thinking
in corporate America
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about flexibility now when it comes
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to wrapping that into a reward?
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You know, being able to talk to a recruit
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and say, "We have
flexibility, quote-unquote,
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and this is what it means."
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- Yeah, the joke is among recruiters,
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they say, "Oh, we have flexibility
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means you have the flexibility
to work 18 hours a day."
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So, I love that you're
saying we need to define that
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'cause absolutely, it needs to be defined
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what flexibility really means.
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I think where I would challenge companies
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is don't think about it just
about who's in the office
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and can do that remote work
because they work on a computer.
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You have, I think it's
80% of the workforce
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is in a job that they can't be at a desk.
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So, how can you introduce
flexibility for them?
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There's some great tools out there
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where you can allow your staff to shift,
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share their own, shift
with their coworkers.
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So, you just have it out there
and the system can define
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and make sure that they're working
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the right amount of hours,
but they have control over it,
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they can do job sharing.
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I think those are the things
that even for all workers,
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you can set it up
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so if they have a little
bit more flexibility
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to manage their own time and
manage their own schedules
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and get the work done, let them do it,
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and then it becomes a
performance management piece.
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And I think there's gonna be a lot of work
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with managers going forward.
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They need to relearn how to manage people
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to the work that needs to get done
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as opposed to the
guidelines and principles.
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- Yeah.
- Obviously there's laws.
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Okay, please follow FLSA
rules, but you too long
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I think companies have relied on well,
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these are the hours to manage performance.
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Now, we actually have to
look and see each person,
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how are you doing?
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What's working for you?
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Is the work that's getting
done what we expect you to do?
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Then great, do it that way.
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- I like that you brought
up just thinking differently
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about how we manage work
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or how we list those
expectations along performance.
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And the reason I like that is I think
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that when we talk about
women, sometimes we only think
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about women with children and
that's how we define women.
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That's not the only type of
women that exists out there.
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We also only think about
women view family first.
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Not all women are functioned that way.
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You know, I'm definitely in
that category where work for me
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is 1A and family is 2A,
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and that's okay and that's
my drive and my passion,
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but I have children, right?
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That was my choice.
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I think it's every
woman's choice to decide
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what they wanna do with
children or not children.
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How have you seen total rewards
look at women holistically
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and make sure that we're providing
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the right type of benefits
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for every type of woman that's out there?
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- I don't think we've seen
it yet, is the sad truth.
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So, I'm married, but I don't have kids.
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We chose not to have kids.
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I have a dog, he's wonderful, he's a brat.
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But when I look at
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when it's like we're a
women friendly company,
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it's things like we give
you a breastfeeding room
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and we give you, which
is great, I love that.
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Please give women and mothers
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all the support that they can have.
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But that doesn't speak to me,
that I have no need for that.
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So, what else could you do?
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You could give me caregiver leave,
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you could make it easier for
me to care for aging parents
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or if I have a nephew that needs help
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or if I need to go help a family member
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because somebody got into an
accident, whatever it might be.
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So, when I look at that, I
think it goes back to yes,
253
00:10:39,510 --> 00:10:43,470
call out those things
that are women specific,
254
00:10:43,470 --> 00:10:45,810
but it's really about just human benefits.
255
00:10:45,810 --> 00:10:49,620
I mean, I'm sure dads would
really like to have flexibility
256
00:10:49,620 --> 00:10:51,690
to go and see their kids play too.
257
00:10:51,690 --> 00:10:53,580
I'm sure dads would like to be able to go
258
00:10:53,580 --> 00:10:56,820
and do the PT, the parent
teacher conferences
259
00:10:56,820 --> 00:10:59,100
and not feel like it
always falls on the mom
260
00:10:59,100 --> 00:11:01,470
because you always seem to have it focused
261
00:11:01,470 --> 00:11:04,080
on the mom being able to go and do that.
262
00:11:04,080 --> 00:11:07,290
And when you think about same sex couples,
263
00:11:07,290 --> 00:11:09,180
you know, they're parents too.
264
00:11:09,180 --> 00:11:12,990
You know, two men have to have
the same division of labor
265
00:11:12,990 --> 00:11:16,380
and have the same division
of a focus for their kids,
266
00:11:16,380 --> 00:11:19,620
and yet these policies
get focused on women only.
267
00:11:19,620 --> 00:11:21,120
Well, if you're a gay man,
268
00:11:21,120 --> 00:11:23,040
you're sitting there like,
"Well, I have a kid too,
269
00:11:23,040 --> 00:11:25,740
and I would really like to
be able to do those things."
270
00:11:25,740 --> 00:11:29,310
So, I think it would be
best if companies started it
271
00:11:29,310 --> 00:11:32,310
as person first and then what
are the needs of my people?
272
00:11:32,310 --> 00:11:35,340
Because if you don't identify as a woman
273
00:11:35,340 --> 00:11:37,950
and you still have some of that biology,
274
00:11:37,950 --> 00:11:41,070
you're gonna have some of
the same coverage needs
275
00:11:41,070 --> 00:11:43,440
as a person who doesn't
identify as a woman.
276
00:11:43,440 --> 00:11:46,590
So, I almost say separate it out,
277
00:11:46,590 --> 00:11:48,030
just take it out, strip that out,
278
00:11:48,030 --> 00:11:51,000
and just talk about what
are the needs of my people?
279
00:11:51,000 --> 00:11:52,110
- It's such a good point
280
00:11:52,110 --> 00:11:55,353
because it shifts how we
think about diversity.
281
00:11:56,610 --> 00:11:59,596
I think sometimes we focus on
diversity in buckets, right?
282
00:11:59,596 --> 00:12:04,380
In check marks and I
love where we are moving
283
00:12:04,380 --> 00:12:07,050
towards when it comes to DEI initiatives.
284
00:12:07,050 --> 00:12:10,170
I think we have a lot to learn still,
285
00:12:10,170 --> 00:12:13,500
but I appreciate that
we're really have been
286
00:12:13,500 --> 00:12:15,420
pushing it the last couple years
287
00:12:15,420 --> 00:12:17,580
in a way that I feel like
it's becoming more ingrained
288
00:12:17,580 --> 00:12:19,410
in our conversations and the way we think.
289
00:12:19,410 --> 00:12:22,287
And it's not as much as a
checkbox as it used to be,
290
00:12:22,287 --> 00:12:23,207
but we still have a lot of work
291
00:12:23,207 --> 00:12:25,650
'cause you brought up
some really great points
292
00:12:25,650 --> 00:12:29,730
about especially a gay married
couple that has children.
293
00:12:29,730 --> 00:12:31,350
You know, if you're not thinking that way,
294
00:12:31,350 --> 00:12:34,050
you're not thinking the
right way about what benefits
295
00:12:34,050 --> 00:12:35,800
or what support that they may need
296
00:12:36,750 --> 00:12:40,200
that you're limiting them by
their lack of being a female.
297
00:12:40,200 --> 00:12:42,390
Right, it's like that's
a whole nother problem
298
00:12:42,390 --> 00:12:44,730
that we have to encounter, you know?
299
00:12:44,730 --> 00:12:47,340
As you think about women
300
00:12:47,340 --> 00:12:49,950
and I wanna change the
subject just a little bit
301
00:12:49,950 --> 00:12:54,950
and how they're paid, how
do you see that affecting,
302
00:12:55,050 --> 00:12:57,660
you know, how we think
about total rewards?
303
00:12:57,660 --> 00:13:01,230
- It's, I mean, pay is paramount.
304
00:13:01,230 --> 00:13:02,790
I think everything starts with pay.
305
00:13:02,790 --> 00:13:07,790
It's one of those things
that pay doesn't matter
306
00:13:07,950 --> 00:13:09,210
unless it's not enough.
307
00:13:09,210 --> 00:13:11,760
So, they're just like, "Oh,
308
00:13:11,760 --> 00:13:13,260
they shouldn't care about
their salary that much."
309
00:13:13,260 --> 00:13:14,400
Like well, they need to live,
310
00:13:14,400 --> 00:13:17,340
you need to pay people enough
money so that they can live.
311
00:13:17,340 --> 00:13:18,930
You know, we were just
having this conversation
312
00:13:18,930 --> 00:13:23,930
last night around when women graduate
313
00:13:24,240 --> 00:13:25,350
from like an MBA program,
314
00:13:25,350 --> 00:13:28,680
they're getting the same
offers as men most of the time.
315
00:13:28,680 --> 00:13:31,110
But there's still some evidence
316
00:13:31,110 --> 00:13:34,200
that women accept the first
offer and men negotiate.
317
00:13:34,200 --> 00:13:36,300
So, results in like a 7% increase for men,
318
00:13:36,300 --> 00:13:38,730
and then that just compounds over time
319
00:13:38,730 --> 00:13:41,070
because then you see well,
what are you making now?
320
00:13:41,070 --> 00:13:45,840
And so, it just keeps getting
exaggerated through the years.
321
00:13:45,840 --> 00:13:47,910
And I don't like going down the path
322
00:13:47,910 --> 00:13:49,380
that women don't know how to negotiate,
323
00:13:49,380 --> 00:13:50,880
lots of people don't
know how to negotiate,
324
00:13:50,880 --> 00:13:52,410
let's just be honest with that.
325
00:13:52,410 --> 00:13:54,270
But there is a little
bit of a cultural piece
326
00:13:54,270 --> 00:13:56,250
of I'm just happy to be here.
327
00:13:56,250 --> 00:13:58,380
Don't be happy to be
there, demand your money.
328
00:13:58,380 --> 00:14:00,900
Know what you're worth, demand
to be what you're worth.
329
00:14:00,900 --> 00:14:03,180
Don't settle for what those things are.
330
00:14:03,180 --> 00:14:04,140
On the flip side though,
331
00:14:04,140 --> 00:14:06,300
companies have a responsibility
332
00:14:06,300 --> 00:14:09,030
to really be looking at
internal equity at all times.
333
00:14:09,030 --> 00:14:12,180
So, when I ran a TA group,
334
00:14:12,180 --> 00:14:14,820
it was an in-house and
whenever we would make an offer
335
00:14:14,820 --> 00:14:17,160
we always presented internal equity
336
00:14:17,160 --> 00:14:19,320
and did our range and showed the evidence
337
00:14:19,320 --> 00:14:21,210
to the hiring manager to say, "Listen,
338
00:14:21,210 --> 00:14:24,120
market is saying you need
to pay them 10,000 more
339
00:14:24,120 --> 00:14:25,740
than all of your incumbents,
340
00:14:25,740 --> 00:14:30,240
and we'll support that as
long as you submit a request
341
00:14:30,240 --> 00:14:32,640
to increase the salaries
for all your incumbents
342
00:14:32,640 --> 00:14:34,080
because we're not gonna let you do that
343
00:14:34,080 --> 00:14:36,480
to somebody who's been here for 15 years."
344
00:14:36,480 --> 00:14:40,380
So, I think you need to
be able to take a stand
345
00:14:40,380 --> 00:14:42,990
and say, "We are going
to commit to pay equity."
346
00:14:42,990 --> 00:14:45,030
And that's more than that
macro level, "Oh look,
347
00:14:45,030 --> 00:14:46,230
we passed an audit."
348
00:14:46,230 --> 00:14:47,580
That's looking at each team,
349
00:14:47,580 --> 00:14:51,093
looking at each person's
experience value to the company,
350
00:14:52,020 --> 00:14:53,550
their engagement with the company,
351
00:14:53,550 --> 00:14:55,140
what it is that they're
bringing to the table,
352
00:14:55,140 --> 00:14:56,430
what their potential is,
353
00:14:56,430 --> 00:14:59,100
and making sure you pay
them what they're worth.
354
00:14:59,100 --> 00:15:02,610
- That example is something
that I think listeners
355
00:15:02,610 --> 00:15:04,740
can definitely walk away with
356
00:15:04,740 --> 00:15:08,520
because it puts the conversation
back on data a little bit
357
00:15:08,520 --> 00:15:10,710
and takes the emotion out of it.
358
00:15:10,710 --> 00:15:12,870
And you can just, you
can look across the board
359
00:15:12,870 --> 00:15:16,320
and say, "Look, here's
what the data is showing us
360
00:15:16,320 --> 00:15:20,160
and it's not well, I think
they're, ABC subjective,"
361
00:15:20,160 --> 00:15:23,490
you know, you really can just
lean into, how you can make
362
00:15:23,490 --> 00:15:25,830
those changes with data.
363
00:15:25,830 --> 00:15:27,690
You know, for the men listening
364
00:15:27,690 --> 00:15:30,270
that are in the total reward space
365
00:15:30,270 --> 00:15:32,460
and it's their responsibility,
366
00:15:32,460 --> 00:15:36,330
how do they keep themselves abreast,
367
00:15:36,330 --> 00:15:40,500
informed so that the
rewards they're looking at
368
00:15:40,500 --> 00:15:45,500
are relevant for their women population.
369
00:15:45,570 --> 00:15:48,120
- Ask them, have conversations.
370
00:15:48,120 --> 00:15:49,440
Don't assume...
371
00:15:49,440 --> 00:15:52,440
It's so funny to when you think about
372
00:15:52,440 --> 00:15:53,670
you put five men in a room
373
00:15:53,670 --> 00:15:56,550
and they're gonna decide
what's right for women.
374
00:15:56,550 --> 00:15:58,650
Same thing, like you put
five White people in the room
375
00:15:58,650 --> 00:15:59,820
that are gonna decide what's right
376
00:15:59,820 --> 00:16:01,260
for their Black employees.
377
00:16:01,260 --> 00:16:04,770
You know, it's you really need
to get all those perspectives
378
00:16:04,770 --> 00:16:07,620
and you really need to just
say what's relevant to you.
379
00:16:07,620 --> 00:16:10,470
Some of them are going to be
like big time women issues.
380
00:16:10,470 --> 00:16:13,470
You know, we look at the
reversal of Roe v. Wade
381
00:16:13,470 --> 00:16:15,390
and what some companies have chosen to do
382
00:16:15,390 --> 00:16:18,510
to offer travel costs for people
383
00:16:18,510 --> 00:16:20,250
who can't get the the
treatment that they need
384
00:16:20,250 --> 00:16:21,780
in the state where they're living,
385
00:16:21,780 --> 00:16:24,090
or Patagonia saying,
"We'll pay your bail,"
386
00:16:24,090 --> 00:16:26,370
or Uber saying, "We'll
cover your legal fees
387
00:16:26,370 --> 00:16:29,340
if you get charged because
you gave somebody a ride."
388
00:16:29,340 --> 00:16:30,930
So, that's one spectrum.
389
00:16:30,930 --> 00:16:33,570
And then you have folks or companies
390
00:16:33,570 --> 00:16:35,790
that are like, "We're just
not gonna take a stand
391
00:16:35,790 --> 00:16:37,860
'cause we see both sides of
the issues like take a stand,"
392
00:16:37,860 --> 00:16:42,860
you know, but if you are
in charge of total rewards
393
00:16:43,110 --> 00:16:47,070
ask people what is important to them?
394
00:16:47,070 --> 00:16:49,320
And it shifts, you know, I'm not saying
395
00:16:49,320 --> 00:16:51,450
that every year you're
gonna do a big survey
396
00:16:51,450 --> 00:16:52,920
and the fad of the year
397
00:16:52,920 --> 00:16:53,970
is like, "Okay, well let's throw
398
00:16:53,970 --> 00:16:55,980
our entire budget into that."
399
00:16:55,980 --> 00:16:58,170
Be thoughtful, keep on top of the trends,
400
00:16:58,170 --> 00:17:01,350
come to listen to podcasts
like this, come to conferences
401
00:17:01,350 --> 00:17:04,350
and understand sort of
what is the next big thing
402
00:17:04,350 --> 00:17:05,580
and what are you hearing.
403
00:17:05,580 --> 00:17:08,280
Keep abreast too of just social issues.
404
00:17:08,280 --> 00:17:11,370
That's gonna tell you a lot
about what people care about.
405
00:17:11,370 --> 00:17:13,837
So, there's a lot that you
can do beyond just reading,
406
00:17:13,837 --> 00:17:16,110
"Well, here's our budget and
this is what it is last year,
407
00:17:16,110 --> 00:17:17,793
so let's increase it by 2%."
408
00:17:18,870 --> 00:17:21,720
- I was speaking at a conference
in Arizona a few weeks ago
409
00:17:21,720 --> 00:17:23,700
around employee experience
410
00:17:23,700 --> 00:17:25,920
and one of the questions
that came from the audience
411
00:17:25,920 --> 00:17:30,240
was what do I think men want
412
00:17:30,240 --> 00:17:33,300
when it comes to creating a
great employee experience?
413
00:17:33,300 --> 00:17:35,190
And I chuckled at the question
414
00:17:35,190 --> 00:17:39,090
because the way I answered it
is, "I can't speak for men,
415
00:17:39,090 --> 00:17:43,290
ask them, survey them, because
my answer is gonna be based
416
00:17:43,290 --> 00:17:46,890
on what I think what my husband would say
417
00:17:46,890 --> 00:17:49,860
or what my adult children would say,
418
00:17:49,860 --> 00:17:52,110
but I'm not the person
you should be asking
419
00:17:52,110 --> 00:17:53,070
that question to."
420
00:17:53,070 --> 00:17:54,450
And so, I think that's such a great point
421
00:17:54,450 --> 00:17:58,950
is ask and listen and really
listen, like really understand
422
00:17:58,950 --> 00:18:01,650
and not just have it be
a line item like you said
423
00:18:01,650 --> 00:18:02,730
in your total rewards
424
00:18:02,730 --> 00:18:04,860
or we're gonna throw our
money towards that thing.
425
00:18:04,860 --> 00:18:08,340
It's going back to a
one-size-fits-one approach
426
00:18:08,340 --> 00:18:11,130
and really thinking through
what types of benefits
427
00:18:11,130 --> 00:18:12,420
you wanna offer.
428
00:18:12,420 --> 00:18:14,460
You did mention the
overturning of Roe v. Wade,
429
00:18:14,460 --> 00:18:18,570
and I'm curious, have you
seen a change in benefits
430
00:18:18,570 --> 00:18:21,000
come from that, from benefit providers?
431
00:18:21,000 --> 00:18:23,790
Not necessarily what employers are doing.
432
00:18:23,790 --> 00:18:26,220
- Not yet, I think we'll see it.
433
00:18:26,220 --> 00:18:28,293
I think they're figuring out,
434
00:18:29,760 --> 00:18:33,510
you know, they have to
operate in all states too
435
00:18:33,510 --> 00:18:35,760
and they have to figure
out what does that mean?
436
00:18:35,760 --> 00:18:36,690
What are we going to offer?
437
00:18:36,690 --> 00:18:38,100
Do we offer it?
438
00:18:38,100 --> 00:18:42,030
Do we still offer coverage
in states where it's legal?
439
00:18:42,030 --> 00:18:44,163
Do we challenge in states that it's not?
440
00:18:45,360 --> 00:18:49,050
I think I wouldn't be
surprised if more EAP type
441
00:18:49,050 --> 00:18:52,710
and carriers start to help manage
442
00:18:52,710 --> 00:18:54,240
some of those more creative benefits,
443
00:18:54,240 --> 00:18:56,010
like I was talking about
the travel expenses
444
00:18:56,010 --> 00:18:57,450
and that sort of thing.
445
00:18:57,450 --> 00:18:59,910
I think they might offer
management services
446
00:18:59,910 --> 00:19:02,190
sooner rather than later.
447
00:19:02,190 --> 00:19:03,900
And listen, if you're a company
448
00:19:03,900 --> 00:19:04,733
that's considering doing that
449
00:19:04,733 --> 00:19:06,570
and you're not sure how to manage that
450
00:19:06,570 --> 00:19:09,540
with your employees to maintain
any kind of confidentiality,
451
00:19:09,540 --> 00:19:11,550
reach out to your carrier and
see if they have any ideas.
452
00:19:11,550 --> 00:19:13,590
I'm sure they've been
thinking about it for a while,
453
00:19:13,590 --> 00:19:15,840
they tested the wind
and knew it was coming.
454
00:19:15,840 --> 00:19:18,183
So, there's an opportunity there.
455
00:19:19,395 --> 00:19:21,030
I'm really curious to see,
456
00:19:21,030 --> 00:19:25,800
I think deep down there's a
hope that this isn't permanent
457
00:19:25,800 --> 00:19:27,720
so we don't wanna make massive changes,
458
00:19:27,720 --> 00:19:28,870
but we just don't know.
459
00:19:29,730 --> 00:19:32,370
- There's so much we don't
know for sure. (laughs)
460
00:19:32,370 --> 00:19:35,550
As you think about the
future of total rewards,
461
00:19:35,550 --> 00:19:37,560
what are you most excited about?
462
00:19:37,560 --> 00:19:38,583
- Oh my gosh.
463
00:19:39,510 --> 00:19:42,810
I think one of it is I'm most excited
464
00:19:42,810 --> 00:19:45,480
that we have so much information now
465
00:19:45,480 --> 00:19:48,900
and we we know more about
what people are using,
466
00:19:48,900 --> 00:19:53,160
what people want than
we've ever had before.
467
00:19:53,160 --> 00:19:56,280
So, this is the opportunity
now to really mine that data
468
00:19:56,280 --> 00:20:00,720
in a responsible way to
decide where are people
469
00:20:00,720 --> 00:20:03,750
really seeking information, seeking help,
470
00:20:03,750 --> 00:20:08,160
and being able to proactively
471
00:20:08,160 --> 00:20:10,860
offer solutions to employees
who are struggling.
472
00:20:10,860 --> 00:20:13,710
'Cause a lot of employees,
they're muddled by benefits,
473
00:20:13,710 --> 00:20:14,610
they're confused,
474
00:20:14,610 --> 00:20:17,550
they don't think about
them until they need them.
475
00:20:17,550 --> 00:20:20,310
And so, being able to proactively
go and help guide them
476
00:20:20,310 --> 00:20:21,570
through that process is something
477
00:20:21,570 --> 00:20:23,790
that I'm really excited to see happen.
478
00:20:23,790 --> 00:20:26,070
- And Mary, you gave our
audience a lot to think about
479
00:20:26,070 --> 00:20:27,420
when it comes to total rewards,
480
00:20:27,420 --> 00:20:30,600
and supporting women, and
all people like you said.
481
00:20:30,600 --> 00:20:31,740
So, thanks for taking a few minutes
482
00:20:31,740 --> 00:20:33,090
to jump on the podcast with me.
483
00:20:33,090 --> 00:20:34,316
- Well, thank you so much, I enjoyed it.
484
00:20:34,316 --> 00:20:35,340
(upbeat music)
485
00:20:35,340 --> 00:20:38,400
- This podcast is brought
to you by Paylocity,
486
00:20:38,400 --> 00:20:40,230
a leading HCM provider
487
00:20:40,230 --> 00:20:42,630
that frees you from the tasks of today
488
00:20:42,630 --> 00:20:45,570
so you can focus more on
the promise of tomorrow.
489
00:20:45,570 --> 00:20:47,070
If you'd like to submit a topic
490
00:20:47,070 --> 00:20:49,560
or appear as a guest on a future episode,
491
00:20:49,560 --> 00:20:53,037
email us at pctytalks@paylocity.com.
492
00:20:53,037 --> 00:20:56,454
(upbeat music continues)
00:00:00,485 --> 00:00:03,068
(upbeat music)
2
00:00:05,880 --> 00:00:08,790
- Hey, and welcome to "PCTY Talks".
3
00:00:08,790 --> 00:00:11,040
I'm your host, Shari Simpson.
4
00:00:11,040 --> 00:00:13,740
During our time together,
we'll stay close to the news
5
00:00:13,740 --> 00:00:16,800
and info you need to succeed as an HR pro.
6
00:00:16,800 --> 00:00:19,020
And together, we'll explore topics
7
00:00:19,020 --> 00:00:22,020
around HR thought leadership, compliance,
8
00:00:22,020 --> 00:00:25,238
and real life HR situations
we face every day.
9
00:00:25,238 --> 00:00:28,740
(upbeat music continues)
10
00:00:28,740 --> 00:00:30,990
- Joining me on the podcast
today is Mary Faulkner,
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Principal at IA.
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And she just did or is
doing here at HR Tech,
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an awesome session around
making total rewards
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relevant for women.
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So, I'm so excited, Mary, to
have you on the podcast today.
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- Thank you so much for having me.
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I'm excited to be here.
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- So, I wanna dive right in
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and talk about this concept
of total rewards for women.
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You know, I think about organizations
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right now where we're
at with women and work,
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and I think we definitely
need to reevaluate,
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you know a whole comprehensive
approach for total rewards.
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But I'm curious, if you're not in a space
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where you can completely
revamp your program right now,
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what are some of the big ticket items
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that are gonna have a real impact on ROI?
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- I think the bigger
things that we're seeing
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are how can you be creative
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about doing things that aren't gonna cost
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you a lot of money right now?
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So, as you know,
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healthcare is just going
to continue to rise
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in cost right now.
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And so, that's gonna be a big
focus for most organizations
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as a budget for total
rewards going forward.
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But what you really need to
be able to do is be creative.
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You have to offer that flexibility.
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You have to be able to offer people things
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that are relevant to
their personal situation
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and not everybody's dealing
with the same things.
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So, from an ROI perspective,
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the more choice that you can give people
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for whether it's leave,
whether it's flexibility,
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whether and one big
one that comes up a lot
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is things like bereavement
leave, caregiver leave,
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all of these things,
being creative with that.
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That three-day bereavement leave
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for only close family members
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that you list in your
person health handbook,
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that's gone, stop doing that.
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It's an easy, inexpensive, high employee
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experience way to really
give something back
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to your employees.
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So, when you're really thinking about it
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from your bigger thing, think
beyond the big ticket items
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and think about packages
where people can pick
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and choose things that
are relevant to them.
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- We've seen that more and more
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with this approach of not a
one-size-fits-all approach.
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You know, really getting specific
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with things like benefits and experience,
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so one-size-fits-one.
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I love that we're moving
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in that direction
because I think it brings
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back the personal piece we've been missing
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for our employee
organizations for so long.
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- Absolutely, and the funny thing is,
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you know, we really focused
on total rewards for women
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because we were at the Women
in HR Technology Summit.
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But when we really
started thinking through,
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well, these are the benefits
that are beneficial for women,
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it's benefits that are
beneficial for everyone,
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it has nothing to do with gender
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and it's if you can just
find ways to make life
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easier for your employees,
you're going to see a big return
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on investment in terms of retention,
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in terms of engagement,
in terms of health,
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in terms of wellbeing,
financial wellbeing,
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all of that is tied into it.
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Supporting people where they are
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and in their current situation
is good for everybody,
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regardless of what of your gender.
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- One of the big things
that we continue to hear
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more about is childcare benefits.
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And I know that some employers
are going down the roads
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of like, can we actually
have childcare onsite?
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And the complexities that come with that.
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How have you seen companies
addressing childcare
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specifically as a benefit opportunity?
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- So, we're seeing everything
from offering credit,
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credits for employees to discounts
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to partnering with local childcare outfits
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that are out there, to
engaging with a drop in care.
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So, that's been a big one
that's becoming more popular.
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You know, kid gets sick
or somebody's got COVID
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and you have to have somebody watch them,
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they're able to find
somewhere to drop them off
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to be watched at a last minute notice.
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So, that's been something that
has be gaining in popularity.
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I'll be interested to see
deceive onsite childcare
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really does grow, you know,
there's so much uncertainty
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about people returning
to a workplace full-time,
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maybe there's hybrid, maybe there's not.
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So, I'm not sure if we'll see onsite,
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but giving parents an opportunity
to either use a partner
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that they've vetted prior
to and given a discount
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or just giving them money
to be able to do daycare
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on a regular basis would be helpful.
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So, many people do the math
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and decide there's no point in me working
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'cause I'm only working
to pay for childcare.
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So, anything, I mean, honestly companies
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if you wanna make a real difference,
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lobby to make childcare less expensive
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- I couldn't agree more.
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When I was younger in my career,
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there was a time where I
had two littles at home
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and we did the math and it was
I would work 40 hours a week
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and bring $50 into our home.
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- Wow.
- Because of the childcare
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and it just it wasn't worth it.
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But then as a female, I had
that whole dilemma of, "Okay,
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I know on my resume I'm gonna
have a gap of four years
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because financially it
didn't make any sense."
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I completely agree, let's figure that out.
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I mean, I don't want
there to be less qualified
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people watching my children-
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- Right (laughs)
- obviously,
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but we have I mean we
figured out other things.
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You know, maybe it comes from increasing,
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you know those flexible
spending account limits
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where you can have more
of a tax deduction.
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I think the creativity
is so important there.
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- Mm-hmm, definitely.
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You know, Erin Spencer
in our session yesterday,
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she brought up something really great.
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You know, when you look
back at World War II
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and and the women went to the workforce
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because the men were fighting
and they needed to work
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and keep the economy going
and keep the countries going,
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there was a system built to
support women who were working.
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They figured out daycare,
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they figured out how do you
support women in the workplace?
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And then when the men came back,
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all of that support went away.
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And so, we've done it before.
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Countries have done it before,
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entire governments have done
it before in times of crisis.
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And I think you could almost argue,
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we're in a time of crisis now.
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We're at a real inflection point
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in terms of how do we support
people who want to work
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regardless of their situation?
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And how do we make it easier
for them to return to work?
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How do we make it easier for
them to feel supported at work
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and not penalize the mothers like you
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who are worried about I'm
gonna be out of the workforce
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for four years and now I'm behind.
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So, I think we have a
lot of work to do there.
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- There's this throwback right now
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to we talk about like
flexible working hours, right?
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And I think it kind of goes back
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to the idea of nine to five,
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we work nine to five and can
we introduce flexibility?
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And I think, I mean, honestly
I think that's a little,
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it's an outdated concept,
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you know, we know that work can be done
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in so many different ways asynchronously,
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you know how are we thinking
in corporate America
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about flexibility now when it comes
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to wrapping that into a reward?
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You know, being able to talk to a recruit
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and say, "We have
flexibility, quote-unquote,
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and this is what it means."
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- Yeah, the joke is among recruiters,
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they say, "Oh, we have flexibility
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means you have the flexibility
to work 18 hours a day."
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So, I love that you're
saying we need to define that
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'cause absolutely, it needs to be defined
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what flexibility really means.
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I think where I would challenge companies
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is don't think about it just
about who's in the office
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and can do that remote work
because they work on a computer.
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You have, I think it's
80% of the workforce
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is in a job that they can't be at a desk.
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So, how can you introduce
flexibility for them?
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There's some great tools out there
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where you can allow your staff to shift,
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share their own, shift
with their coworkers.
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So, you just have it out there
and the system can define
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and make sure that they're working
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the right amount of hours,
but they have control over it,
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they can do job sharing.
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I think those are the things
that even for all workers,
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you can set it up
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so if they have a little
bit more flexibility
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to manage their own time and
manage their own schedules
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and get the work done, let them do it,
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and then it becomes a
performance management piece.
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And I think there's gonna be a lot of work
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with managers going forward.
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They need to relearn how to manage people
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to the work that needs to get done
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as opposed to the
guidelines and principles.
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- Yeah.
- Obviously there's laws.
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Okay, please follow FLSA
rules, but you too long
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I think companies have relied on well,
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these are the hours to manage performance.
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Now, we actually have to
look and see each person,
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how are you doing?
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What's working for you?
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Is the work that's getting
done what we expect you to do?
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Then great, do it that way.
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- I like that you brought
up just thinking differently
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about how we manage work
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or how we list those
expectations along performance.
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And the reason I like that is I think
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that when we talk about
women, sometimes we only think
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about women with children and
that's how we define women.
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That's not the only type of
women that exists out there.
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We also only think about
women view family first.
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Not all women are functioned that way.
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You know, I'm definitely in
that category where work for me
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is 1A and family is 2A,
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and that's okay and that's
my drive and my passion,
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but I have children, right?
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That was my choice.
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I think it's every
woman's choice to decide
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what they wanna do with
children or not children.
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How have you seen total rewards
look at women holistically
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and make sure that we're providing
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the right type of benefits
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for every type of woman that's out there?
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- I don't think we've seen
it yet, is the sad truth.
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So, I'm married, but I don't have kids.
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We chose not to have kids.
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I have a dog, he's wonderful, he's a brat.
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But when I look at
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when it's like we're a
women friendly company,
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it's things like we give
you a breastfeeding room
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and we give you, which
is great, I love that.
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Please give women and mothers
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all the support that they can have.
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But that doesn't speak to me,
that I have no need for that.
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So, what else could you do?
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You could give me caregiver leave,
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you could make it easier for
me to care for aging parents
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or if I have a nephew that needs help
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or if I need to go help a family member
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because somebody got into an
accident, whatever it might be.
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So, when I look at that, I
think it goes back to yes,
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call out those things
that are women specific,
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but it's really about just human benefits.
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I mean, I'm sure dads would
really like to have flexibility
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to go and see their kids play too.
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I'm sure dads would like to be able to go
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and do the PT, the parent
teacher conferences
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and not feel like it
always falls on the mom
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because you always seem to have it focused
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on the mom being able to go and do that.
262
00:11:04,080 --> 00:11:07,290
And when you think about same sex couples,
263
00:11:07,290 --> 00:11:09,180
you know, they're parents too.
264
00:11:09,180 --> 00:11:12,990
You know, two men have to have
the same division of labor
265
00:11:12,990 --> 00:11:16,380
and have the same division
of a focus for their kids,
266
00:11:16,380 --> 00:11:19,620
and yet these policies
get focused on women only.
267
00:11:19,620 --> 00:11:21,120
Well, if you're a gay man,
268
00:11:21,120 --> 00:11:23,040
you're sitting there like,
"Well, I have a kid too,
269
00:11:23,040 --> 00:11:25,740
and I would really like to
be able to do those things."
270
00:11:25,740 --> 00:11:29,310
So, I think it would be
best if companies started it
271
00:11:29,310 --> 00:11:32,310
as person first and then what
are the needs of my people?
272
00:11:32,310 --> 00:11:35,340
Because if you don't identify as a woman
273
00:11:35,340 --> 00:11:37,950
and you still have some of that biology,
274
00:11:37,950 --> 00:11:41,070
you're gonna have some of
the same coverage needs
275
00:11:41,070 --> 00:11:43,440
as a person who doesn't
identify as a woman.
276
00:11:43,440 --> 00:11:46,590
So, I almost say separate it out,
277
00:11:46,590 --> 00:11:48,030
just take it out, strip that out,
278
00:11:48,030 --> 00:11:51,000
and just talk about what
are the needs of my people?
279
00:11:51,000 --> 00:11:52,110
- It's such a good point
280
00:11:52,110 --> 00:11:55,353
because it shifts how we
think about diversity.
281
00:11:56,610 --> 00:11:59,596
I think sometimes we focus on
diversity in buckets, right?
282
00:11:59,596 --> 00:12:04,380
In check marks and I
love where we are moving
283
00:12:04,380 --> 00:12:07,050
towards when it comes to DEI initiatives.
284
00:12:07,050 --> 00:12:10,170
I think we have a lot to learn still,
285
00:12:10,170 --> 00:12:13,500
but I appreciate that
we're really have been
286
00:12:13,500 --> 00:12:15,420
pushing it the last couple years
287
00:12:15,420 --> 00:12:17,580
in a way that I feel like
it's becoming more ingrained
288
00:12:17,580 --> 00:12:19,410
in our conversations and the way we think.
289
00:12:19,410 --> 00:12:22,287
And it's not as much as a
checkbox as it used to be,
290
00:12:22,287 --> 00:12:23,207
but we still have a lot of work
291
00:12:23,207 --> 00:12:25,650
'cause you brought up
some really great points
292
00:12:25,650 --> 00:12:29,730
about especially a gay married
couple that has children.
293
00:12:29,730 --> 00:12:31,350
You know, if you're not thinking that way,
294
00:12:31,350 --> 00:12:34,050
you're not thinking the
right way about what benefits
295
00:12:34,050 --> 00:12:35,800
or what support that they may need
296
00:12:36,750 --> 00:12:40,200
that you're limiting them by
their lack of being a female.
297
00:12:40,200 --> 00:12:42,390
Right, it's like that's
a whole nother problem
298
00:12:42,390 --> 00:12:44,730
that we have to encounter, you know?
299
00:12:44,730 --> 00:12:47,340
As you think about women
300
00:12:47,340 --> 00:12:49,950
and I wanna change the
subject just a little bit
301
00:12:49,950 --> 00:12:54,950
and how they're paid, how
do you see that affecting,
302
00:12:55,050 --> 00:12:57,660
you know, how we think
about total rewards?
303
00:12:57,660 --> 00:13:01,230
- It's, I mean, pay is paramount.
304
00:13:01,230 --> 00:13:02,790
I think everything starts with pay.
305
00:13:02,790 --> 00:13:07,790
It's one of those things
that pay doesn't matter
306
00:13:07,950 --> 00:13:09,210
unless it's not enough.
307
00:13:09,210 --> 00:13:11,760
So, they're just like, "Oh,
308
00:13:11,760 --> 00:13:13,260
they shouldn't care about
their salary that much."
309
00:13:13,260 --> 00:13:14,400
Like well, they need to live,
310
00:13:14,400 --> 00:13:17,340
you need to pay people enough
money so that they can live.
311
00:13:17,340 --> 00:13:18,930
You know, we were just
having this conversation
312
00:13:18,930 --> 00:13:23,930
last night around when women graduate
313
00:13:24,240 --> 00:13:25,350
from like an MBA program,
314
00:13:25,350 --> 00:13:28,680
they're getting the same
offers as men most of the time.
315
00:13:28,680 --> 00:13:31,110
But there's still some evidence
316
00:13:31,110 --> 00:13:34,200
that women accept the first
offer and men negotiate.
317
00:13:34,200 --> 00:13:36,300
So, results in like a 7% increase for men,
318
00:13:36,300 --> 00:13:38,730
and then that just compounds over time
319
00:13:38,730 --> 00:13:41,070
because then you see well,
what are you making now?
320
00:13:41,070 --> 00:13:45,840
And so, it just keeps getting
exaggerated through the years.
321
00:13:45,840 --> 00:13:47,910
And I don't like going down the path
322
00:13:47,910 --> 00:13:49,380
that women don't know how to negotiate,
323
00:13:49,380 --> 00:13:50,880
lots of people don't
know how to negotiate,
324
00:13:50,880 --> 00:13:52,410
let's just be honest with that.
325
00:13:52,410 --> 00:13:54,270
But there is a little
bit of a cultural piece
326
00:13:54,270 --> 00:13:56,250
of I'm just happy to be here.
327
00:13:56,250 --> 00:13:58,380
Don't be happy to be
there, demand your money.
328
00:13:58,380 --> 00:14:00,900
Know what you're worth, demand
to be what you're worth.
329
00:14:00,900 --> 00:14:03,180
Don't settle for what those things are.
330
00:14:03,180 --> 00:14:04,140
On the flip side though,
331
00:14:04,140 --> 00:14:06,300
companies have a responsibility
332
00:14:06,300 --> 00:14:09,030
to really be looking at
internal equity at all times.
333
00:14:09,030 --> 00:14:12,180
So, when I ran a TA group,
334
00:14:12,180 --> 00:14:14,820
it was an in-house and
whenever we would make an offer
335
00:14:14,820 --> 00:14:17,160
we always presented internal equity
336
00:14:17,160 --> 00:14:19,320
and did our range and showed the evidence
337
00:14:19,320 --> 00:14:21,210
to the hiring manager to say, "Listen,
338
00:14:21,210 --> 00:14:24,120
market is saying you need
to pay them 10,000 more
339
00:14:24,120 --> 00:14:25,740
than all of your incumbents,
340
00:14:25,740 --> 00:14:30,240
and we'll support that as
long as you submit a request
341
00:14:30,240 --> 00:14:32,640
to increase the salaries
for all your incumbents
342
00:14:32,640 --> 00:14:34,080
because we're not gonna let you do that
343
00:14:34,080 --> 00:14:36,480
to somebody who's been here for 15 years."
344
00:14:36,480 --> 00:14:40,380
So, I think you need to
be able to take a stand
345
00:14:40,380 --> 00:14:42,990
and say, "We are going
to commit to pay equity."
346
00:14:42,990 --> 00:14:45,030
And that's more than that
macro level, "Oh look,
347
00:14:45,030 --> 00:14:46,230
we passed an audit."
348
00:14:46,230 --> 00:14:47,580
That's looking at each team,
349
00:14:47,580 --> 00:14:51,093
looking at each person's
experience value to the company,
350
00:14:52,020 --> 00:14:53,550
their engagement with the company,
351
00:14:53,550 --> 00:14:55,140
what it is that they're
bringing to the table,
352
00:14:55,140 --> 00:14:56,430
what their potential is,
353
00:14:56,430 --> 00:14:59,100
and making sure you pay
them what they're worth.
354
00:14:59,100 --> 00:15:02,610
- That example is something
that I think listeners
355
00:15:02,610 --> 00:15:04,740
can definitely walk away with
356
00:15:04,740 --> 00:15:08,520
because it puts the conversation
back on data a little bit
357
00:15:08,520 --> 00:15:10,710
and takes the emotion out of it.
358
00:15:10,710 --> 00:15:12,870
And you can just, you
can look across the board
359
00:15:12,870 --> 00:15:16,320
and say, "Look, here's
what the data is showing us
360
00:15:16,320 --> 00:15:20,160
and it's not well, I think
they're, ABC subjective,"
361
00:15:20,160 --> 00:15:23,490
you know, you really can just
lean into, how you can make
362
00:15:23,490 --> 00:15:25,830
those changes with data.
363
00:15:25,830 --> 00:15:27,690
You know, for the men listening
364
00:15:27,690 --> 00:15:30,270
that are in the total reward space
365
00:15:30,270 --> 00:15:32,460
and it's their responsibility,
366
00:15:32,460 --> 00:15:36,330
how do they keep themselves abreast,
367
00:15:36,330 --> 00:15:40,500
informed so that the
rewards they're looking at
368
00:15:40,500 --> 00:15:45,500
are relevant for their women population.
369
00:15:45,570 --> 00:15:48,120
- Ask them, have conversations.
370
00:15:48,120 --> 00:15:49,440
Don't assume...
371
00:15:49,440 --> 00:15:52,440
It's so funny to when you think about
372
00:15:52,440 --> 00:15:53,670
you put five men in a room
373
00:15:53,670 --> 00:15:56,550
and they're gonna decide
what's right for women.
374
00:15:56,550 --> 00:15:58,650
Same thing, like you put
five White people in the room
375
00:15:58,650 --> 00:15:59,820
that are gonna decide what's right
376
00:15:59,820 --> 00:16:01,260
for their Black employees.
377
00:16:01,260 --> 00:16:04,770
You know, it's you really need
to get all those perspectives
378
00:16:04,770 --> 00:16:07,620
and you really need to just
say what's relevant to you.
379
00:16:07,620 --> 00:16:10,470
Some of them are going to be
like big time women issues.
380
00:16:10,470 --> 00:16:13,470
You know, we look at the
reversal of Roe v. Wade
381
00:16:13,470 --> 00:16:15,390
and what some companies have chosen to do
382
00:16:15,390 --> 00:16:18,510
to offer travel costs for people
383
00:16:18,510 --> 00:16:20,250
who can't get the the
treatment that they need
384
00:16:20,250 --> 00:16:21,780
in the state where they're living,
385
00:16:21,780 --> 00:16:24,090
or Patagonia saying,
"We'll pay your bail,"
386
00:16:24,090 --> 00:16:26,370
or Uber saying, "We'll
cover your legal fees
387
00:16:26,370 --> 00:16:29,340
if you get charged because
you gave somebody a ride."
388
00:16:29,340 --> 00:16:30,930
So, that's one spectrum.
389
00:16:30,930 --> 00:16:33,570
And then you have folks or companies
390
00:16:33,570 --> 00:16:35,790
that are like, "We're just
not gonna take a stand
391
00:16:35,790 --> 00:16:37,860
'cause we see both sides of
the issues like take a stand,"
392
00:16:37,860 --> 00:16:42,860
you know, but if you are
in charge of total rewards
393
00:16:43,110 --> 00:16:47,070
ask people what is important to them?
394
00:16:47,070 --> 00:16:49,320
And it shifts, you know, I'm not saying
395
00:16:49,320 --> 00:16:51,450
that every year you're
gonna do a big survey
396
00:16:51,450 --> 00:16:52,920
and the fad of the year
397
00:16:52,920 --> 00:16:53,970
is like, "Okay, well let's throw
398
00:16:53,970 --> 00:16:55,980
our entire budget into that."
399
00:16:55,980 --> 00:16:58,170
Be thoughtful, keep on top of the trends,
400
00:16:58,170 --> 00:17:01,350
come to listen to podcasts
like this, come to conferences
401
00:17:01,350 --> 00:17:04,350
and understand sort of
what is the next big thing
402
00:17:04,350 --> 00:17:05,580
and what are you hearing.
403
00:17:05,580 --> 00:17:08,280
Keep abreast too of just social issues.
404
00:17:08,280 --> 00:17:11,370
That's gonna tell you a lot
about what people care about.
405
00:17:11,370 --> 00:17:13,837
So, there's a lot that you
can do beyond just reading,
406
00:17:13,837 --> 00:17:16,110
"Well, here's our budget and
this is what it is last year,
407
00:17:16,110 --> 00:17:17,793
so let's increase it by 2%."
408
00:17:18,870 --> 00:17:21,720
- I was speaking at a conference
in Arizona a few weeks ago
409
00:17:21,720 --> 00:17:23,700
around employee experience
410
00:17:23,700 --> 00:17:25,920
and one of the questions
that came from the audience
411
00:17:25,920 --> 00:17:30,240
was what do I think men want
412
00:17:30,240 --> 00:17:33,300
when it comes to creating a
great employee experience?
413
00:17:33,300 --> 00:17:35,190
And I chuckled at the question
414
00:17:35,190 --> 00:17:39,090
because the way I answered it
is, "I can't speak for men,
415
00:17:39,090 --> 00:17:43,290
ask them, survey them, because
my answer is gonna be based
416
00:17:43,290 --> 00:17:46,890
on what I think what my husband would say
417
00:17:46,890 --> 00:17:49,860
or what my adult children would say,
418
00:17:49,860 --> 00:17:52,110
but I'm not the person
you should be asking
419
00:17:52,110 --> 00:17:53,070
that question to."
420
00:17:53,070 --> 00:17:54,450
And so, I think that's such a great point
421
00:17:54,450 --> 00:17:58,950
is ask and listen and really
listen, like really understand
422
00:17:58,950 --> 00:18:01,650
and not just have it be
a line item like you said
423
00:18:01,650 --> 00:18:02,730
in your total rewards
424
00:18:02,730 --> 00:18:04,860
or we're gonna throw our
money towards that thing.
425
00:18:04,860 --> 00:18:08,340
It's going back to a
one-size-fits-one approach
426
00:18:08,340 --> 00:18:11,130
and really thinking through
what types of benefits
427
00:18:11,130 --> 00:18:12,420
you wanna offer.
428
00:18:12,420 --> 00:18:14,460
You did mention the
overturning of Roe v. Wade,
429
00:18:14,460 --> 00:18:18,570
and I'm curious, have you
seen a change in benefits
430
00:18:18,570 --> 00:18:21,000
come from that, from benefit providers?
431
00:18:21,000 --> 00:18:23,790
Not necessarily what employers are doing.
432
00:18:23,790 --> 00:18:26,220
- Not yet, I think we'll see it.
433
00:18:26,220 --> 00:18:28,293
I think they're figuring out,
434
00:18:29,760 --> 00:18:33,510
you know, they have to
operate in all states too
435
00:18:33,510 --> 00:18:35,760
and they have to figure
out what does that mean?
436
00:18:35,760 --> 00:18:36,690
What are we going to offer?
437
00:18:36,690 --> 00:18:38,100
Do we offer it?
438
00:18:38,100 --> 00:18:42,030
Do we still offer coverage
in states where it's legal?
439
00:18:42,030 --> 00:18:44,163
Do we challenge in states that it's not?
440
00:18:45,360 --> 00:18:49,050
I think I wouldn't be
surprised if more EAP type
441
00:18:49,050 --> 00:18:52,710
and carriers start to help manage
442
00:18:52,710 --> 00:18:54,240
some of those more creative benefits,
443
00:18:54,240 --> 00:18:56,010
like I was talking about
the travel expenses
444
00:18:56,010 --> 00:18:57,450
and that sort of thing.
445
00:18:57,450 --> 00:18:59,910
I think they might offer
management services
446
00:18:59,910 --> 00:19:02,190
sooner rather than later.
447
00:19:02,190 --> 00:19:03,900
And listen, if you're a company
448
00:19:03,900 --> 00:19:04,733
that's considering doing that
449
00:19:04,733 --> 00:19:06,570
and you're not sure how to manage that
450
00:19:06,570 --> 00:19:09,540
with your employees to maintain
any kind of confidentiality,
451
00:19:09,540 --> 00:19:11,550
reach out to your carrier and
see if they have any ideas.
452
00:19:11,550 --> 00:19:13,590
I'm sure they've been
thinking about it for a while,
453
00:19:13,590 --> 00:19:15,840
they tested the wind
and knew it was coming.
454
00:19:15,840 --> 00:19:18,183
So, there's an opportunity there.
455
00:19:19,395 --> 00:19:21,030
I'm really curious to see,
456
00:19:21,030 --> 00:19:25,800
I think deep down there's a
hope that this isn't permanent
457
00:19:25,800 --> 00:19:27,720
so we don't wanna make massive changes,
458
00:19:27,720 --> 00:19:28,870
but we just don't know.
459
00:19:29,730 --> 00:19:32,370
- There's so much we don't
know for sure. (laughs)
460
00:19:32,370 --> 00:19:35,550
As you think about the
future of total rewards,
461
00:19:35,550 --> 00:19:37,560
what are you most excited about?
462
00:19:37,560 --> 00:19:38,583
- Oh my gosh.
463
00:19:39,510 --> 00:19:42,810
I think one of it is I'm most excited
464
00:19:42,810 --> 00:19:45,480
that we have so much information now
465
00:19:45,480 --> 00:19:48,900
and we we know more about
what people are using,
466
00:19:48,900 --> 00:19:53,160
what people want than
we've ever had before.
467
00:19:53,160 --> 00:19:56,280
So, this is the opportunity
now to really mine that data
468
00:19:56,280 --> 00:20:00,720
in a responsible way to
decide where are people
469
00:20:00,720 --> 00:20:03,750
really seeking information, seeking help,
470
00:20:03,750 --> 00:20:08,160
and being able to proactively
471
00:20:08,160 --> 00:20:10,860
offer solutions to employees
who are struggling.
472
00:20:10,860 --> 00:20:13,710
'Cause a lot of employees,
they're muddled by benefits,
473
00:20:13,710 --> 00:20:14,610
they're confused,
474
00:20:14,610 --> 00:20:17,550
they don't think about
them until they need them.
475
00:20:17,550 --> 00:20:20,310
And so, being able to proactively
go and help guide them
476
00:20:20,310 --> 00:20:21,570
through that process is something
477
00:20:21,570 --> 00:20:23,790
that I'm really excited to see happen.
478
00:20:23,790 --> 00:20:26,070
- And Mary, you gave our
audience a lot to think about
479
00:20:26,070 --> 00:20:27,420
when it comes to total rewards,
480
00:20:27,420 --> 00:20:30,600
and supporting women, and
all people like you said.
481
00:20:30,600 --> 00:20:31,740
So, thanks for taking a few minutes
482
00:20:31,740 --> 00:20:33,090
to jump on the podcast with me.
483
00:20:33,090 --> 00:20:34,316
- Well, thank you so much, I enjoyed it.
484
00:20:34,316 --> 00:20:35,340
(upbeat music)
485
00:20:35,340 --> 00:20:38,400
- This podcast is brought
to you by Paylocity,
486
00:20:38,400 --> 00:20:40,230
a leading HCM provider
487
00:20:40,230 --> 00:20:42,630
that frees you from the tasks of today
488
00:20:42,630 --> 00:20:45,570
so you can focus more on
the promise of tomorrow.
489
00:20:45,570 --> 00:20:47,070
If you'd like to submit a topic
490
00:20:47,070 --> 00:20:49,560
or appear as a guest on a future episode,
491
00:20:49,560 --> 00:20:53,037
email us at pctytalks@paylocity.com.
492
00:20:53,037 --> 00:20:56,454
(upbeat music continues)
