In June 2023, the Supreme Court held that certain college admission practices favoring underrepresented groups violated the Equal Protection clause of the U.S. Constitution. Although seemingly removed from the field of Total Rewards, this decision will have major implications on corporate compensation programs, messaging, external reporting, and internal modeling and tracking. This session will walk through how D&I, pay equity, and related activities may (or may not) need to change after the Supreme Court ruling.

Takeaways

• Learn to critically assess pay equity programs and to revise compensation programs that have problematic metrics.
• Adjust CSR and 10-K language pertaining to D&I.
• Update strategies for promoting D&I in a sustainable manner, maintaining and growing D&I progress while avoiding litigation as laws evolve.