Workplace Flexibility in the United States
Pearl Meyer’s Workplace Flexibility Survey report reflects survey input from more than 125 US-based organizations with an average of 7600 full-time employees.
The report includes information on:
- Telecommuting policies and practices
- Flexible work weeks/hours
- Part-time flexibility and job-sharing
- Sabbaticals
Millennials in the U.S. Workplace
The “Millennials in the U.S. Workplace” survey reports data on numerous HR hiring and retention policies and practices as they relate to the millennial generation.
Eighty-four leading organizations participated in the survey providing data on more than 8200 employees.
Results include information on:
- Employee turnover rates
- Reasons cited for resignation
- Average employee tenure
- Benefits designed to attract millennials
- Workplace flexibility
- Frequency of performance feedback
- Mentorship opportunities
- Continuing education
Salary Compression Practices in the United States
It’s no secret that salary compression can create challenges in managing employee pay. Today, organizations are increasingly searching for sound solutions to this issue.
In our latest survey, Salary Compression Practices in the United States, over one hundred participating organizations reported pay information on an average number of 27,251 full time employees. Explore which job families and job levels present the greatest challenges and how other companies are managing salary compression, including the extent to which they are transparent with their workforce about salary management practices.
2009 Titling Survey Report
Business leaders and human resource professionals understand that job titles may be used to reward and recognize valued executives and employees. For an understanding of the competitive practices in this area, you can turn to the Pearl Meyer Titling Survey Report.
2018 Job Titling Practices Survey
The Information You Need When Titles Matter
Business leaders and human resource professionals understand that job titles may be used to reward and recognize valued executives and employees. For an understanding of the competitive practices in this area, you can turn to the Pearl Meyer Job Titling Survey Report.
This in-depth analysis of practices at 219 companies with annual revenues from under $300 million to over $10 billion across six major industries provides detailed data on:
- The rationales for using titles
- Different title use externally and internally
- Titling practices for foreign operations and acquired companies
- How new titles are communicated
- Policies on business card use
Executive Titles:
- Typical executive titles from direct reports down to five levels below the CEO
- Criteria used for assigning executive titles
Employee Titles:
- Typical titles for the highest level of line management and the highest level of technical employees
Diversity and Inclusion Survey
Up-to-Date Data on Gender Pay Practices and Diversity in
the Workplace
Gender-based pay issues are dominating the media, while ISS
recently announced a voting policy on board gender diversity. More than ever,
the public eye is focused on what organizations are doing to advance women in
the workplace. Pearl Meyer has conducted a new survey to understand how
companies are managing their diversity and inclusion (D&I) practices. The
study, based on responses from more than 200 companies in the US and UK,
provides insight into the various approaches companies are taking to address
gender pay equity and work toward closing the gender pay gap.
2020 Equity, Diversity and Inclusion – Management and Pay Practices Survey Report
Pearl Meyer’s Diversity and Inclusion Survey was conducted from August 6th to September 15th of 2020, with input from over 200 organizations. The survey provides valuable insights into how companies are managing their diversity and inclusion practices, as well as gender and minority representation, approaches to pay equity, and closing the pay gap.
2021 Tracking and Reporting on Diversity, Equity, and Inclusion
Pearl Meyer’s survey "Tracking and Reporting on Diversity, Equity, and Inclusion" was conducted from July 18 to July 30 of 2021, with input from over 421 organizations. The survey provides valuable input on if and how companies are tracking and reporting DE&I factors, and to what degree DE&I goals are reflected in executive incentive plans.
