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Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

Here’s the thing about pay gaps: they exist whether you acknowledge them or not. And yet, some organizations continue to operate as if ignoring the issue will make it go away.

A pay equity issue isn’t just a PR problem, it’s a business problem. Unchecked pay gaps lead to disengagement, retention challenges, and legal risks that can impact long-term success. Organizations that take a proactive approach to identifying and addressing pay inequities will build more engaged, productive, and loyal workforces.

The question is: will you wait for a lawsuit or a talent exodus to address it, or will you get ahead of the problem?

Practical Personas (with a tinge of hyperbole)

• The "Our Pay is Fine, We Think?" Leader: Assumes pay inequities don’t exist because employees aren’t complaining—yet. Doesn’t prioritize pay audits or transparency.

• The "We’ll Fix It If It Becomes an Issue" Leader: Recognizes the importance of pay equity but only acts when faced with internal complaints or external scrutiny.

• The "Let’s Get Ahead of This" Leader: Conducts regular pay audits, ensures fair compensation structures, and actively closes wage gaps before they become larger problems.

Here’s What to Consider:

• Conduct a Pay Equity Audit: Don’t rely on assumptions—use data to identify disparities based on gender, race, role, and tenure.

• Increase Pay Transparency: Employees don’t just want fair pay; they want to understand how compensation decisions are made.

• Align Pay with Performance & Market Rates: Ensure salaries reflect both internal fairness and external competitiveness.

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Did You See This?

Amex Advises Against Shareholder Proposals on DEI Incentives and Ad Practices

American Express is advising shareholders to vote against two proposals at the upcoming April 29 annual meeting, asserting that both are unnecessary and misaligned with current company practices. ​

The first proposal, presented by the National Legal and Policy Center (NLPC), calls for the elimination of diversity, equity, and inclusion (DEI) goals from executive compensation incentives. Amex contends that this measure is redundant, as the company had already ceased incorporating diversity performance goals into executive pay structures early last year.

The second proposal, submitted by Bowyer Research, seeks a comprehensive report on Amex's advertising expenditures and the assessment of associated risks concerning the political or religious stances of advertising platforms. Amex maintains that it does not discriminate against ad buyers based on their views, rendering this proposal unnecessary.

Amex's opposition to these shareholder proposals underscores the company's commitment to its current governance and operational strategies:​

• Executive Compensation Alignment: By removing DEI goals from executive pay incentives, Amex focuses on performance metrics that directly correlate with business outcomes.​

• Advertising Practices Transparency: The company's stance reflects confidence in its existing policies that ensure impartiality and non-discrimination in advertising partnerships.​

Shareholders are encouraged to consider the company's explanations and vote in alignment with the board's recommendations during the forthcoming meeting.

Talent Management 101 (TM101)

The Plug

This newsletter is brought to you by AstutEdge, a consultancy dedicated to developing and deploying a people-first talent management culture. We solve both obvious and hidden challenges by optimizing performance, engagement, and development across the entire HR, People, and Talent spectrum.

How We Help:

• Optimize Team Performance: Implementing tailored strategies that improve efficiency, engagement, and collaboration.

• Develop Leadership: Nurture leaders who inspire and drive organizational success through targeted development.

• Enhance Employee Experience: Boosting morale and retention with data-driven engagement programs.

• Improve Organizational Culture: Providing insights and solutions to create a positive, high-performing work environment.

• Increase Business Growth: Aligning talent management practices with business goals to drive innovation and growth.

• Strengthen Collaboration: Facilitating team cohesion through CliftonStrengths-based coaching and development.

This plug is shameless and should be shared widely. If your organization or a partner organization could benefit from talent management support, we’d love to help!