TOTAL REWARDS

A dash of benefits

DoorDash will pilot a portable benefits savings program in Pennsylvania to help workers with expenses like health insurance and emergency savings, the company announced on April 3.

The delivery company will partner with Stride Health, a benefits platform for independent contractors, on the pilot, which will take place over the next six months. “Dashers” (the company’s term for workers who pick up and deliver orders) earning at least $1,000 in the second quarter will be eligible to open a benefit savings account, and DoorDash will contribute deposits that amount to 4% of their pre-tip earnings each month. The money that goes into this account can then be used for health insurance, retirement savings, or paid time-off, for example.

DoorDash already partners with Stride Health to help workers find health insurance through national and statewide marketplaces. This is the first benefit the company will offer geared specifically toward retirement, Eli Scheinholtz, senior manager of public affairs communications, said via email.

The downsides of “dashing.” One of the frequently cited drawbacks of gig work is it doesn’t provide an adequate safety net to workers, as they don’t typically receive benefits like health insurance, retirement, or paid time-off. Stride launched in 2014, and initially focused on providing easy access to healthcare for workers who don’t have traditional full-time jobs, Noah Lang, its CEO and co-founder, told HR Brew.

Keep reading here.—CV

PRESENTED BY WORKDAY

Retaining is the new recruiting

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DE&I

Change in pay

Starbucks recently said that it will no longer tie executive pay to DE&I goals. It’s a move that one lawyer believes will become more common amid backlash against diversity initiatives.

The latest. At its annual meeting last month, 92% of Starbucks investors approved the new pay structure, according to Bloomberg Law, reversing a 2023 policy that tied 7.5% of an executive’s bonus to the company’s DE&I goals. Instead, executive bonuses will be based on equality, social, and governance (ESG) goals, which the company first established in 2020. Instead of mentioning DE&I, the incentive program now refers to “talent.” The company still has diversity goals and shares its progress toward them in its annual impact report.

The move came seven months after a judge dismissed a lawsuit that the National Center for Public Policy Research, a conservative think tank, brought against Starbucks over the company’s diversity policies.

Zoom out. More than half of the S&P 500 companies tied diversity and inclusion to executive pay as of last summer, the Financial Times reported. Companies including Booz Allen Hamilton, Salesforce, and Hewlett Packard Enterprise tie DE&I to bonuses and compensation.

Keep reading here.—KP

HR STRATEGY

Coworking with Christie Moon

Here’s this week’s edition of our Coworking series. Each week, we chat 1:1 with an HR Brew reader. Want to be featured in an upcoming edition? Click here to introduce yourself.

Christie Moon has worked in the HR function at a restaurant group, for a symphony orchestra, for an aquarium, and now for the Pew Research Center in Washington, DC, as its managing director of HR. This HR pro has more than two decades of experience as both an HR team-of-one and working among HR departments of various sizes. Along the way she realized the immense emotional labor associated with the job, and that’s impacted how she understands the work. 

Moon said that she understands sometimes her work might negatively impact employees and while those consequences won’t influence the decisions she makes as an HR leader, it does help her recognize the importance of internal communication, helps her “answer the why,” and prepares her for the employees who may come to HR because of that decision or policy. She’s committed to making sure “the resources are actually for the human beings” and she’ll spend the extra 20 minutes talking through issues with employees.

This interview has been edited for length and clarity.

What’s the best change you’ve made at work?

Helping the leadership and staff understand the power of a strong HR team. Moving toward open, honest communication and [providing] more transparent information around pay and how decisions are made. Being my authentic self, which inspires my fellow executives and leaders to be their authentic selves.

Keep reading here.—AD

TOGETHER WITH DAYFORCE

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WORK PERKS