As organizations strive to attract and retain top talent, the rise of personalized work arrangements—such as individually negotiated benefits and flexible schedules—has sparked both enthusiasm and concern. Are these customized approaches (often called Idiosyncratic Deals, or I-Deals) a smart way to support a modern, agile workforce? Or do they risk undermining fairness, consistency, and DEI efforts?

This peer-driven roundtable invites practitioners to share insights, challenges, and lessons learned around the evolving use of personalized Total Rewards. Together, we’ll explore the implications of I-Deals and similar arrangements across organizational levels and functions. Through shared experiences and scenario-based dialogue, participants will weigh the strategic value of customization against the need for equity and clear boundaries.

This highly interactive session will surface real-world dilemmas, provoke thoughtful debate, and inspire new thinking on how to balance flexibility with fairness in a way that supports culture, compliance, and employee trust.

Key Takeaways:

• Explore the strategic use of customized rewards to drive engagement, retention, and agility.
• Identify common risks related to equity, perception, and inconsistent application.
• Gather peer insights and frameworks for evaluating and implementing personalized arrangements responsibly.