Levi's rolls out 8 weeks paid family leave

Levi's | February 27, 2020

U.S. corporate and benefits-eligible retail employees at Levi Strauss & Co. will receive up to eight weeks of paid time off each year to care for an immediate family member who has a serious health condition, the company announced Feb. 27. The benefit "extends the company's commitment to building a best-in-class workplace," Levi Strauss & Co. said in a news release. Specifically, the benefit allows workers to take time off to care for an ill spouse, domestic partner, parent or step parent, child or stepchild who is up to 18 years old. The company introduced a paid parental leave program in 2016, providing eight weeks of paid leave to qualifying employees. "Access to paid family leave addresses the needs of the modern workforce and can help boost employee retention and loyalty," Levi Strauss & Co. President and CEO Chip Bergh said. "It's not only the right thing to do for employees, it's the smart thing to do for business.

Spotlight

Static salary budgets have driven dramatic changes in how compensation professionals allocate those budgets. Kent Plunkett, CEO, Salary.com discusses these changes and also the role of compensation professionals in employment branding, the challenge of dealing with pay inequity and some tactics organizations are using to address the issue, and the use of crowd-sourced salary data.


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HR ANALYTICS

Dandi Emerges from Stealth to End Workplace Bias with First-of-its-kind DEI Analytics Platform

Dandi | October 17, 2022

Dandi Technologies, the analytics platform for advancing diversity, equity, and inclusion (DEI) in the workplace, emerged from stealth today. The company unveiled a first-of-its-kind DEI analytics solution used by people leaders to pinpoint equity gaps in the employee journey and implement data-driven solutions to workforce diversity challenges. The company also announced $3.7M in seed funding led by Springbank and Alleycorp Impact to increase the number of people the platform positively impacts globally. "We believe Dandi can revolutionize the way companies recruit, retain, and compensate their people, Without the right data, people and businesses are left facing the same 'unsolvable' DEI problems year after year, while demands for racial, social, and financial justice from employees, investors, and regulators only grow stronger. Our platform is putting DEI analytics capabilities and insights directly into the hands of more leaders across organizations and making them easy to understand. You don't need to be a data scientist to use Dandi." -Jeff Fernandez, Dandi CEO and Co-Founder Developed by data, design, and DEI veterans working closely with a group of DEI advisors, the Dandi platform is underpinned by advanced machine learning and makes powerful, realtime DEI data easily available and actionable for every company. With Dandi, organizations can: Aggregate and analyze existing HR data to generate millions of DEI insights across the employee lifecycle, including recruiting, hiring, promotions, retention, and everything in between. Leverage intersectional measurement along with sophisticated wage gap analysis to see how interactions between race, ethnicity, gender, age, sexuality and more impact compensation and take meaningful steps toward pay equity. Integrate Dandi with most leading HR platforms, including Workday, ADP, SAP, Oracle, Greenhouse and Taleo, to easily see how factors like age, gender, LGBTQIA+ status, and marital status influence key metrics. Give C-suite executives quick and easy access to critical DEI metrics, updated in real-time, through an Executive Dashboard. Generate custom-branded presentations and export to Google Slides, Powerpoint, and more with a single click. Share easy-to-understand visualization and detailed reports to shine a light on equity gaps so the right people can take action. Employee turnover due to racial bias and unfair treatment has cost U.S. employers $171.9 billion over a five year period, according to research from the Society for Human Resources Management. Despite public commitments to DEI from companies in recent years, barely half of the largest U.S. companies share workforce diversity data. Moreover, only 11% report intersectional data – the gold standard for demographic data reporting. The large majority of companies do not have reliable, accurate measures for bias in place. With existing tools, it's nearly impossible to operationalize the concept of intersectionality. Dandi changes everything by allowing companies to see how these intersections affect the employee journey and take action, said Lily Lamboy, Director of Diversity, Equity & Inclusion at Blue Shield of California. Dandi has an established roster of customers including Fortune 100 organizations like Blue Shield of California, publicly-traded companies such as Oscar Health and Braze, and fast-growing technology companies like Teachable and Care/Of (acq. by Bayer). Dandi is quick to deploy and affordable: starting at only $15 per employee per year, it's priced to work for businesses of every size. In addition to Springbank and Alleycorp Impact, investors including Atlassian Ventures, Impact Engine, Uncommon Denominator, AAF, and Heirloom VC joined in funding Dandi's seed round. As a result of the round, Courtney Leimkuhler, Founder and Managing Partner at Springbank, has joined Dandi's board of directors. Dandi is creating the instrumentation for the workforce of the future. As more firms commit to DEI and as more regulators around the world demand the data to prove it, Dandi is providing essential tools for leaders and their teams. Jeff and the team have an impressive track record and vision, and I'm personally thrilled to be part of their mission, said Leimkuhler. AlleyCorp Impact is proud to co-lead this round and collaborate with its passionate, mission-driven team to position Dandi to be a vital solution in the arsenal of every company that is serious about building an equitable workplace, said Tanya Beja, General Partner at AlleyCorp Impact. Dandi is building the analytics tools to create a more equitable workplace for all teams. We're excited about its growth trajectory as more companies prioritize building data-driven DEI programs. Dandi's mission is deeply aligned with Atlassian's values and we look forward to supporting the Dandi team as it makes powerful demographic data actionable for Atlassian's 200,000+ cloud customers around the world, said Matt Sonefeldt, Head of Atlassian Ventures. About Dandi Dandi is the analytics platform for advancing diversity, equity, and inclusion (DEI) in the workplace. Businesses use Dandi to see—often for the first time—how they recruit, retain, and compensate their people, giving them the insights they need to pinpoint equity gaps and advance their DEI efforts. Through a team of DEI experts and an extended partner network, Dandi also offers the support businesses need to navigate the challenges of becoming fair and equal workplaces. Founded in 2017 by HR, DEI, data and design veterans, Dandi's mission is to make business better for everyone. Dandi is built by a distributed team with headquarters in New York City and Stockholm, Sweden.

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WORKFORCE MANAGEMENT, HR STRATEGY

Insperity’s Community Heroes Program Marks 5-Year Anniversary

Insperity | October 11, 2022

Insperity, Inc. (NYSE: NSP), a leading provider of human resources offering the most comprehensive suite of scalable HR solutions for America’s best businesses, marks the five-year anniversary of its Community Heroes program and announces 2022 recipients, including CEEK, LLC; Housing on Merit; Omni2Max; and SAFEchild. “The Insperity Community Heroes program was designed to extend the company’s mission of helping businesses succeed so communities prosper by honoring clients that emulate Insperity’s mission and core values in their day-to-day efforts, The exceptional work recipients do to make life better for their employees, clients and communities serves as an inspiration to us all, as they prove to be successful in both business and philanthropic initiatives.” -Steve Arizpe, Insperity President and Chief Operating Officer For-profit and nonprofit clients are nominated for the Community Heroes program by Insperity employees based on their deep knowledge of what makes businesses successful and communities prosperous. The selection committee evaluates the nominated clients according to the following criteria: For-profit companies – entrepreneurship, innovation and job creation. Nonprofit organizations – innovation, collaboration and missional impact. Honorees are selected from each category receive a $5,000 donation to a charity of their choice, which is presented during the Hometown Heroes celebration events. Since the program’s inception in 2018, 22 clients have been recognized and the program has donated more than $154,000 to the community, including matching donations from recipients. During the last five years, the Insperity Community Heroes program has made great strides to shine a spotlight on clients committed to taking care of their people and making a difference in the community, which aligns with Insperity’s mission and core values. The program underscores the critical role relationships play between employers, employees and communities to form long-lasting bonds that result in mutual success. The 2022 Insperity Community Heroes listed below follow in the tradition of making a business and philanthropic impact in their daily operations. With a mission to help organizations redefine and pursue organizational wellness, CEEK LLC not only promotes inspired workforces that serve conscious organizations, but the company also makes a significant impact in the community. For more than a decade, CEEK, LLC has organized Santa Stumble and/or Soccer with Santa events to raise funds to adopt the wishes of children facing life-threatening illnesses, in addition to contributing directly to Make-A-Wish Foundation of America. Housing on Merit (HOM) is a nonprofit organization that creates a bridge to permanent affordable housing for vulnerable populations. HOM recognized an urgent need to reduce the number of female veterans experiencing homelessness in Southern California, so they launched the Awards of Merit for Housing Assistance program to help unsheltered female veterans in San Diego secure permanent housing. Omni2Max provides clients with the best professional solutions at the right time, using the right technology at the right cost. The company’s founder, Allen Maxwell, has been a longstanding resource in the community and serves as a professional mentor for numerous business owners nationally by sharing his industry knowledge/experience and providing support, guidance and advice. The company has a history of giving back to the community via time and monetary resources. With a belief that every child has the right to mature in an environment free from abuse and neglect, SAFEchild (Stop Abuse for Every Child) was founded by the Junior League of Raleigh in 1992 to eliminate child abuse in Wake County, North Carolina. The organization protects 12,000 children annually through its school-based Funny Tummy Feelings program and supports and educates 1,650 parents and caregivers through its parenting programs. Nearly 400 children are evaluated at the nationally accredited SAFEchild Advocacy Center when there is suspicion of sexual abuse, physical abuse and/or severe neglect. About Insperity Since 1986, Insperity’s mission has been to help businesses succeed so communities prosper. Offering the most comprehensive suite of scalable HR solutions available in the marketplace, Insperity is defined by an unrivaled breadth and depth of services and level of care. Through an optimal blend of premium HR service and technology, Insperity delivers the administrative relief, reduced liabilities and better benefit solutions that businesses need for sustained growth. With 2021 revenues of $5.0 billion and more than 90 locations throughout the U.S., Insperity is currently making a difference in thousands of businesses and communities nationwide.

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EMPLOYEE EXPERIENCE, EMPLOYEE BENEFITS

Compt Benchmark Study Reveals Top Employee Perks for Open Enrollment

Compt | October 06, 2022

Compt, an employee perk stipend software company optimized for the modern, more-flexible workplace, released today its findings from its mid-year employee perks benchmarking study. The study pulls data from over 140,000 individual stipend purchases from January through July, 2022 and highlights a transformation in how companies support employees with an emphasis on wellbeing. These spending categories are top of mind for HR teams as they go into open enrollment and budget renewal discussions with a desire to continue improving the employee experience through personalization. The study supports evidence of higher utilization through personalized perk stipend programs over traditional, limited perk programs like HSA or FSA plans and vendor marketplaces or card-based models. Compared to last year, employers are paying more attention to lifestyle benefits as an inclusive business practice that also increases perk usage, raises employee engagement, and improves retention. There is a continued shift in how employees define health and wellness and other perk categories: In the first half of 2022, the “Health and Wellness” and “Food” perk categories represented over 40% of all claims and nearly one-third of perk dollars spent, but change is happening. “Health and Wellness” are no longer defined as simply gym memberships and receipts from health food stores; rather, there is a greater emphasis on mental health and wellbeing, for which employees expect support from employers. Employees' top spending categories reveal purchases to support home life: The “Family” category nearly doubled year over year and encompasses a wider variety of purchases like childcare, groceries, school costs (like tuition reimbursement), household supplies, and even rent. Inclusive benefits create a happier, healthier workplace: A review of the top 20 perk vendors in 2021 compared to 2022 revealed many employers are staying remote and supporting dispersed teams through a few key stipend categories like internet and phone reimbursement, as well as broadly defined health and wellness benefits. “Now more than ever HR teams are tasked with what feels impossible walking the line between competitive and frivolous benefits packages that satisfy both finance teams and the rest of the employee population, Our goal with this benchmarking study is to help HR professionals leverage data to design benefits that increase flexibility and engagement for the same dollar amount.” -Compt founder and CEO Amy Spurling Methodology: The data from the Compt 2022 Mid-Year Perks Study comes from a review of over 140,000 individual perk transactions that occurred between January 1st and July 31st, 2022. This data is pulled from real companies across a variety of industries, all of which have shifted to personalized perks. About Compt Compt is the number one employee stipends platform that gives people the freedom to choose the lifestyle perks that they really want. Founded by a former five-time CFO, two-time COO, Compt’s employee stipend and rewards software is fully customizable to a company's needs, IRS-compliant, and can support global teams. Compt is proud to be named the #1 HR Tech platform by SHRM’s Better Workplaces Challenge and a Built In Boston's 2022 Best Small Company to Work For. Compt is based in Boston, MA.

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EMPLOYEE EXPERIENCE

WorkTango Unveils Holistic Employee Experience Platform Accompanied by New Brand Identity

WorkTango | October 03, 2022

WorkTango, a SaaS-based employee experience technology company headquartered in Austin, Texas, today announced the launch of its holistic WorkTango Employee Experience Platform and the unveiling of a new brand identity. Formerly known as Kazoo + WorkTango following an acquisition completed in April 2022, the software company provides the only holistic employee experience platform built for modern workplaces that enables meaningful recognition and rewards, offers actionable insights through employee surveys, and supports alignment through goal setting and feedback within a single solution. According to Gallup, the percentage of engaged workers in the U.S. declined last year for the first time in over a decade. In fact, just over one-third of employees (34%) were engaged. "'Quiet quitting' and employee disengagement have become urgent C-suite and board-level imperatives, These are not truly new phenomena, however, and nearly a decade ago, we built the first iteration of our employee experience platform to address these same challenges head-on. The holistic, enhanced WorkTango platform we announced today is a proven solution for improving employee engagement, motivation, and alignment – and has a direct impact on our customers' bottom lines as a result." -Patrick Manzo, CEO of WorkTango WorkTango's platform is currently used by over a thousand enterprise, midmarket, and SMB organizations that derive a range of measurable outcomes from the software investment. WorkTango's unified employee experience platform kept our company's culture alive even through the pandemic. We can continually measure both the pulse of our employees and see our data in real time, We rely on WorkTango to understand trends and the engagement of our global employee base. The ROI of WorkTango has been impactful culturally and organizationally,said Judy Hendriks, Chief People Officer of Harris, a provider of mission-critical global software solutions. WorkTango's holistic Employee Experience Platform offers organizations: Recognition & Rewards: The ability to amplify and incentivize key values and behaviors across the business. Employee Surveys & Insights: Functionality to measure employee and team engagement across the entire employee lifecycle and collect authentic feedback to support action. Goals & Feedback: Integrated technology to champion employee success with continuous alignment conversations, individual goal-setting, and company OKR tracking. When it comes to human resources technology, organizations are often faced with the choice of purchasing multiple best-of-breed solutions to meet their needs, or buying an expensive platform that offers hundreds of features yet still falls short in one or two critical areas, WorkTango has built an elegant and affordable platform inclusive of everything needed to: help organizations regularly gather and act on company-wide, team, and individual insights; measure employee engagement and recognize and reward employees in real-time; and support employee-company alignment through integrated goal setting and feedback,said Bret Starr, Partner and CEO of work-tech analyst firm The Starr Conspiracy. WorkTango's platform is the recipient of a number of awards, including Talent Culture's 2022 HR Technology Leader award. In 2022, WorkTango was named as a Leader across seven categories in G2's Summer Grid Report, including Employee Engagement and Employee Recognition. Beyond this industry recognition, WorkTango's platform is enabling greater employee retention and satisfaction for customers. Meredith, an agency customer who uses the WorkTango platform, credits it with a 50% reduction in staff turnover within 12 months. Randolph-Brooks Federal Credit Union attributes adopting WorkTango with a 68% increase in member service scores. About WorkTango WorkTango revolutionizes how the world's most forward-thinking companies engage and inspire their people. WorkTango offers the only Employee Experience Platform that enables meaningful recognition and rewards, offers actionable insights through employee surveys, and supports alignment through goal setting and feedback. WorkTango is built for the workplace we all want to be a part of – where priorities become clear, achievements are celebrated, and employees have a voice.

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Spotlight

Static salary budgets have driven dramatic changes in how compensation professionals allocate those budgets. Kent Plunkett, CEO, Salary.com discusses these changes and also the role of compensation professionals in employment branding, the challenge of dealing with pay inequity and some tactics organizations are using to address the issue, and the use of crowd-sourced salary data.

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