DEI is a hot-button issue currently facing employers. The E is for "equity" so marching alongside diversity and inclusion are the issues of equal pay for equal work and pay transparency. In modern workplaces, employees feel they have a right to know what the boss is earning.

Now, recall the concept of the psychological contract introduced in the first Workshop on employee engagement. (In short, the set of mutual expectations that exists between employer and employee.) We discussed that all conflict in the workplace can essentially be traced back to perceived breeches within this contract. (Differing expectations.) Finally, consider what the text refers to as the "Trust Gap." (In short, a frame of mind in which employees mistrust senior managements intentions, doubt its competence, and resent its self-congratulatory pay.) Keeping all this in mind - please respond to the questions below. 1. To many people, a deep-seated sense of unfairness lies at the heart of the "trust gap." How might perceptions of unfairness develop? That is, what specific corporate actions or inaction relative to compensation might tend to create this rift? 2. What are some of the predictable consequences of a trust gap? 3. Suggest some alternative strategies companies might consider for reducing the trust gap.