GreatWork Blog

Building better workplaces through compliance, culture, connection

Perspective taking, the capacity to see the world from another person's viewpoint, has emerged as a crucial skill in creating inclusive and thriving work environments. This ability to see the world from another's viewpoint has far-reaching implications for success within diverse professional settings.

Equal Pay Day is the date in the year that symbolizes how far into the year women must work to earn what men earned in the previous year. Equal Pay Day was originated by the National Committee on Pay Equity in 1996 as a public awareness event to illustrate the gap between men's and women's wages. This year, Equal Pay Day in the United States was on March 12, 2024, two days earlier than last year.

In the realm of professional development, the terms "coaching" and "mentoring" are frequently used interchangeably. While both practices involve supporting individuals in their personal and professional growth journeys, they differ significantly in several key aspects. Understanding these distinctions is crucial for leaders and individuals seeking to optimize their workplace experiences.

Wondering where Cascade’s Regional Pay Survey is? It’s been upgraded and replaced. We started this transition last fall and now is the time to participate in our new online compensation platform, Payscale Peer.

On February 27th, the Oregon State Legislature passed Senate Bill 1515A, which makes changes to Paid Leave Oregon (PLO) and the Oregon Family Leave Act (OFLA). Governor Kotek is expected to sign the bill into law soon.

Since PLO went into effect, there has been a lot of overlap between PLO and OFLA, which has resulted in Oregon employees being able to stack leaves, amongst many other challenges and frustrations for employers. SB 1515A seeks to simplify and minimize such overlap by making several changes, including eliminating many provisions under OFLA.

While great strides have been made in the advancement of women, challenges remain. A 2023 Women in the Workplace report from McKinsey and LeanIn shows that representation of women has increased at the C-suite and senior executive levels from 17 to 28% since 2015. Unfortunately, however, progress is lagging at the manager and director levels. Without increased representation of women at lower levels of leadership, the pipeline will not support continued growth at the top.

Recently, there have been several articles published proclaiming that DEI training is not effective and doesn’t make a difference in the workplace. Some articles even state that diversity training can backfire, eliciting defensiveness from the very people who might benefit most. And even when the training is beneficial, the effects may not last after the training ends. Unfortunately, these articles only tell part of the story. I agree that DEI training can be very ineffective if It’s not done in the proper context. 

Cascade is excited to have successfully launched our new compensation platform Payscale Peer last fall and we are happy to announce our spring participation period is about to begin. If you’ve previously participated in Cascade’s Regional Pay survey, now is the time to register and submit your data for Payscale Peer as this replaces our Regional Pay Survey in 2024.

Total rewards, at a high level, divide into two categories:  1) direct compensation (i.e., salary), and 2) indirect compensation (i.e., benefits, schedule, training, development, etc.). These two pieces work together to provide rewards to employees for performing work on behalf of the organization, and ideally motivate them to continue working toward the organization's goals.

In the dynamic landscape of leadership, conflicts are inevitable. Whether it's differences in opinions, conflicting goals, or personal clashes, leaders must possess the skills to navigate disagreements with grace and finesse. Successful conflict resolution not only strengthens team cohesion but also fosters an environment of trust and productivity. In this article, we explore key strategies that leaders can employ to address conflicts effectively and maintain a harmonious work environment.

Even though it has been many years, I remember very clearly how I felt when I accepted my first promotion to become a manager.  I felt like I was on top of the world!  I could face any challenge, solve any problem, overcome any obstacle, conquer any foe; well, you get the picture.  I rode that sense of accomplishment and invincibility for a bit with nothing but high hopes, grand ideas, and the lion's share of practical experience as an individual contributor on my side. 

Elevate your leadership in this highly anticipated blended learning opportunity which combines synchronous and asynchronous learning. This series is designed specifically for emerging leaders who are navigating the exciting transition from being a peer and stepping into a supervisory role. Registration is now open!

2023 was another rollercoaster ride of challenges and triumphs for employers, and we want to hear how your journey with us has positively impacted you and your organization. During the month of January, 2024, we invite you to share your Google Business review of Cascade.

The holiday season is a time of joy, celebration, and togetherness. As offices across the globe prepare for festive decorations and year-end parties, it's essential to recognize and embrace the diversity that exists within the workforce. This season provides a unique opportunity for fostering inclusion, understanding, and a sense of belonging among employees of various cultural backgrounds, traditions, and beliefs.

Recent law changes require updated employment posters for 2024. At Cascade you can get affordable, all-in-one, commonly required Federal/State employment and labor law posters - approximately 2' x 3' on heavy-duty glossy paper or high-quality laminate.

As part of our commitment to fostering a positive and inclusive work environment, every employee has an obligation to contribute to a culture of respect. One aspect that can undermine this culture is harmful gossip. The kind that is whispered or spoken behind someone’s back. The kind that is hurtful and harmful. Gossip can negatively impact morale, productivity, and overall workplace satisfaction and engagement. Employees have a collective responsibility to interrupt and address harmful gossip whenever they encounter it.

In today's rapidly changing world, embracing Diversity, Equity, and Inclusion (DEI) is not just a moral imperative; it's a strategic move that can significantly transform your organization.

We know it’s tough to keep up with all of the changes that happen each year, but now is the time to make sure you’re ready for the new year.  Here are a couple of suggestions as we look at the end of 2023:

In the ever-evolving landscape of today's organizations, change is not just a possibility; it's a constant. Whether driven by technological advancements, market shifts, or global events, change is an inescapable reality for businesses of all sizes. To not just survive but thrive in this environment, leaders must master the art of adaptive leadership. The goal of adaptive leadership is to help organization’s stay resilient in challenging times.

Cascade’s new compensation platform, Payscale Peer, is now open for participation. Payscale Peer is an online compensation platform that collects regional and national data on 5,000 benchmark positions. Payscale Peer currently has 2,200 participants nationwide, representing over 6 million employees.

As you probably already know, Payscale Peer is replacing Cascade’s Regional Pay Survey.  We think you’ll love this new option.  Even better, it further enhances our Compensation Team’s resources to provide exceptional support for your strategic compensation challenges. We’ve been getting questions about how we plan to use Payscale to better help you in your compensation work, so we thought we’d give you some insights around the work our team does.

Cascade’s new compensation data platform, Payscale Peer, is now open for participation. Payscale is an online compensation platform that collects regional and national data on 5,000 benchmark positions. Payscale currently has 2,200 participants nationwide, representing over 6 million employees. This platform will be replacing Cascade’s traditional Regional Pay Survey in 2024.

As we move through 2023, annual reviews may be on the horizon or the current season in your organization's performance management process, which means compensation conversations will need to be held. Money can be emotionally charged and deeply personal.

Every now and then, as a leader, it’s going to be necessary for you to have a corrective action conversation with someone on your team. The very nature of these conversations often makes them difficult. Sadly, for many, the temptation is to avoid them and hope the issues will go away on their own. However, you cannot avoid or sweep corrective action conversations under the rug and hope they will disappear. The truth is that nothing dies under the rug.

We need you! Cascade’s fourth quarterly HR Trends Survey of 2023 is now open for participation. This survey collects data on key workplace issues related to compliance, recruitment and retention, compensation, DEI and leadership, which we track and report on throughout the year. In our latest edition, we are also asking the challenges of Paid Leave Oregon (PLO).

Cascade is partnering with the Employer Associations of American (EAA) to conduct the 2023-2024 National Business Trends Survey. This survey complies data on national, regional, and local business trends, covering issues such as staffing levels, hiring practices, cost cutting measures, and business outlooks. This year includes topical questions on recent business concerns, such as hybrid work policies and AI technology impacts.

Inclusive leadership is important for several reasons, as it fosters a more diverse and equitable workplace or community environment while driving better outcomes for organizations. Here are some key reasons why inclusive leadership is crucial.

Here is something to consider: Would you commit to purchasing an apple at the grocery store that didn't have a price tag? Maybe, depending on how much you needed the apple, or how much money you have to safely gamble on the unknown priced apple. Asking job seekers to search for a role without a salary listed on the job posting is not exactly the same situation, but a similar conundrum presents.

Cascade is excited to announce that the 2023 Northwest Employee Benefits report is now available! This regional survey report is a great resource for benefits and policy data for Oregon and Washington organizations that want to ensure their benefits and rewards are competitive in today’s market.

The 2022/23 Salary Budget Survey is here, and it is time to participate in Cascade’s annual salary increase survey!

This survey gauges pay adjustments – actual for the past year and projected for the upcoming year – for Oregon and Washington organizations. As employers focus more on employee retention and recruitment, now is the time to find out how other organizations are handling salary increases.