Lattice, the leading provider of people success software that empowers business leaders to build engaged and high-performing teams and inspire winning cultures, today announced the release of Lattice Compensation, a new product offering aimed at connecting performance and compensation to drive employee engagement and retention. Lattice Compensation will streamline compensation activities within a secure, centralized hub that seamlessly incorporates employee performance data, giving employees more clarity and transparency into pay decisions and empowering employers to make more equitable choices.

“When it comes to talent management and retention, compensation has always been a critical piece of the full picture,” said Cara Brennan Allamano, Chief People Officer at Lattice. “At Lattice, we want to help our customer’s power employee-centric, holistic People strategies – and Lattice Compensation is a natural evolution of that mission, bringing new levels of efficiency, clarity and ease to a historically complex, error-prone, and labor-intensive process for HR teams.” 

A convergence of factors – including a shift in the labor market, increasingly distributed workforces, and rising inflation – are driving changing expectations around compensation transparency from employees while companies continue to focus on effectively managing employee pay. To stay competitive while navigating an uncertain economic environment, companies will need to execute dynamic compensation strategies that enable them to be flexible and reward top performers, while also including checks and guidance that ensure compensation practices are equitable, clear, and data-driven.

Lattice Compensation helps People teams make manual processes and complicated spreadsheets a thing of the past. By streamlining the setup and launch of compensation cycles and creating trackable workflows that seamlessly pull performance data, pay decisions become more equitable and data-informed than ever before. It also allows organizations, teams, and leaders to set compensation guidelines using performance ratings, compensation ratios, and more — empowering clarity and consistency across the entire company. 

“Our compensation process to date has been largely manual and labor-intensive, with sensitive information spread across multiple platforms and spreadsheets,” said Bill Haig, Vice President of Operations at GoodUnited. “Lattice Compensation offered a world-class solution that consolidated all of our processes into one place, pulling in employee performance data to create a structure that allows for increased clarity and transparency around compensation cycles.”

By gathering data on company pay bands, team budgets, and more into one intuitive tool, Lattice Compensation will also provide managers and team leads with the information they need to make and communicate pay decisions with transparency, which is increasingly important to employees in the new world of work. 

Lattice Compensation works within the wider Lattice platform and is designed to pull relevant data directly, drawing clear connections between employee performance and compensation and powering a more holistic approach to People strategy. 

“Having Lattice Compensation as part of the overall product of Lattice tools really ties everything together,” said Dan Smolkin, Head of People Operations at Aurora Solar. “As we’re talking about an employee’s journey with the company, being able to tie compensation in as another part of the product really helps drive everything home.”

Learn more about Lattice’s new Compensation product and join the early access program here. You can also learn more about how to evolve your compensation strategy here and in the Lattice library.

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In June of 2020, the world reacted to the murders of George Floyd, Breonna Taylor, and Ahmaud Arbery with Black Lives Matter protests. Many companies made commitments and pledges to do more to help end racism and social injustice, Lattice included. In our post “How Lattice Will Show Up in the Fight Against Racism,” we committed to supporting anti-racism groups through contributions and to never tolerate racist behavior in our organization.

We leaned in and listened to our employees to help determine new opportunities that would support our commitment to creating a more diverse, equitable, and inclusive workplace and community.

We’d like to share our progress — the work that we are proud of as well as the work that still has a journey ahead.

Our Commitments to Fighting Racism

Partnerships and Hiring

Create a formal advisory role, both to partner with our ongoing internal DE&I work and to help guide future product development in ways that support DE&I.

• In the fall of 2020, we hired Jen Fontan as a formal advisor to meet with employee resource groups (ERGs), the Lattice People team, and Lattice Advisory Services to support immediate change on making our company and processes more inclusive.‍

Start an internship program for Summer 2021 with a specific eye toward bringing three people from underrepresented backgrounds into tech.

• Shayna Bulluck joined Lattice as a Recruiting Programs Manager, and will be leading the development of our formal internship program. This program will begin as a pilot with select teams for the first cohort.
• Members of our recruiting team partnered with Path Forward for a Returnship program, from which two software engineers were hired (one of which has recently been promoted). We also participated in a sponsorship of Techtonica, a tech bootcamp for women and non-binary adults with low incomes. Lattice Engineers volunteered their time to support the cohort on projects, and Lattice interviewed members of the cohort and brought on one intern for 6 months. We recently extended a full-time offer to the intern we brought on.

Use platforms specifically designed to source candidates from underrepresented groups.

• Lattice has used several new tools and platforms — including job posting and database Tech Ladies, job board and sourcing list Power to Fly, job board Rise, and Gem Analytics, which allows us to assess whether people move through each stage of the process equally and equitably.

Update our About Us page to amplify our DE&I efforts and appeal to a broader group of candidates.

• We have added our diversity statistics and a listing for our ERGs, and linked to the original commitments blog post on our About Us page. We will continue to update this page and other pages on our company site to highlight our ongoing work around DE&I.

Conduct ongoing interviewing training for all Lattice employees around bias in interviewing.

• All Lattice employees participating in the hiring process are required to complete training to understand best practices and expectations while interviewing. We have also implemented the use of interviewing scorecards, which are required for all candidates by all members included in the interview process. These ongoing training initiatives help ensure we are mitigating bias in the hiring process.

Employee Education

Host internal allyship and unconscious bias workshops to better educate our employees.

• We are continuing to find opportunities to incorporate DE&I education resources into our long-term learning strategy for all employees.

Conduct manager training and provide resources related to DE&I.

• We hosted a voluntary “Behaviors of Inclusion” training with LifeLabs in February 2022 (FY’23 Q1) to educate employees about working alongside people from historically excluded communities to achieve equity, inclusivity, and justice. These topics are also being incorporated into our learning programs.

Drive fluency in relevant ideas such as intersectionality.

• We have begun to discuss how intersectionality in data will help to drive decisions. Intersectionality is more integrated into our safe-space monthly “Community Conversations” events.

Transparency and Accountability

Publish our compensation philosophy and conduct bi-annual pay equity reviews.

• The People team finalized and internally shared our compensation philosophy structure and philosophy with the entire company, and ran its first fiscal cycle during FY’23 Q1.
• Lattice conducts pay equity analysis annually and whenever there are significant shifts in our compensation strategy.

Publish our diversity statistics and initiatives publicly.

• The People team shared our diversity stats to the entire company internally and added these stats to our website. These stats will be updated quarterly.

Lattice Culture and Policies

Offer Lattice for free to nonprofits that are doing work on behalf of racial and social equality.

• Lattice is available for free to nonprofits whose missions support racial and social equality through our Sales and Customer Experience teams. We are eager to sign up more organizations as we better refine this program. Sign up here to benefit from our free program for non-profits!

Observe Juneteenth annually.

• Juneteenth is now a Lattice company holiday for U.S. employees, as well as a federal holiday.

Make U.S.Election Day a company-wide holiday in presidential election years.

• Lattice offered this holiday in 2020, and our People team actively provided resources to the company related to voting. This is not currently an official annual company holiday, but employees are encouraged to use paid time off to vote throughout the year as needed.

Create opportunities for new hires to share stories and insights about their originating cultures or families.

• All new hires are encouraged to learn more about our ERGs and join during new hire orientation. Our ERGs host monthly Community Conversations that create safe spaces for people to share experiences, and discuss ideas, and raise awareness on important topics.

Embed the core concepts of DE&I into our company Core Operating Principles.

• Lattice has developed a DE&I philosophy and guiding principles that support our company’s Core Operating Principles to drive our long-term commitment and initiatives.

Highlight our LOUD (Latticians Organizing Unity and Diversity) ERG members and host educational fireside chats during All Hands meetings.

• Lattice featured anti-racism speakers in our All Hands meetings lineup to educate employees on different cultural perspectives and experiences. Just this year, we’ve hosted several dedicated fireside chats with speakers across the anti-racism spectrum — including poet Azure Antoinette during Black History Month and radio host Meena Kim during Asian American Pacific Islander Heritage Month. We’ll keep working on it, with a continuing focus within our All Hands content strategy.

Product

Improve content and features in our tools to help People teams, managers, and individual contributors learn — as well as improving data visibility, planning, and follow-through to drive action.

• This commitment of course is the hardest of all, but we feel excited about the progress we’ve made! 
• We’re actively working on features that could help companies adhere to the core underpinnings of pay equity. Plus, our Grow and Marketing teams also rolled out a template gallery of competencies that could help customers create a more equity-driven career matrix program across their companies. 
• And finally, the Lattice Advisory Services team is working with DE&I consultancy Peoplism to help customers drive more equitable performance reviews and feedback. Peoplism also worked with the Marketing team on our ebook, HR’s Guide to Making Performance Management More Equitable.

Employee Resource Group Program Enhancements

As we grow as a company, we realize that our DE&I needs and programs need to continue to grow with us. Here’s how we have further enhanced our ERG Program:

Increased ERG resources & support in 2021‍‍‍

• A huge part of our internal work on these commitments has been shouldered by our ERGs made up of employees from marginalized groups. Since this work is largely volunteer-based and often goes on alongside employees’ full-time jobs, we wanted to make sure ERGs and their leaders are fully supported.

Give each ERG budgets.‍

• Each ERG has a dedicated budget in order to provide more flexibility and autonomy for programming.‍

Compensate ERG leaders.‍

• ERG leadership work is real work with real value to Lattice as a company and a significant time investment, and we need to treat it like that. Each ERG can create up to two compensated roles that would each be paid additional compensation annually.

Invest in ERG leadership. ‍‍

• ERG leadership is a role that people take on  without the dedicated, formalized support that we might provide for other roles at Lattice, like onboarding or training. Now, ERG leaders have optional access to additional manager training, learning and development stipend, and mentorship.

Recognize contributions to our culture in performance reviews.‍‍‍

• We’ve added an explicit question in performance reviews covering contributions to Lattice culture. These can be through ERGs but also through organizing team events, taking on actions from engagement survey action plans, onboarding and training, as well as other ways folks go outside of their job description to strengthen and evolve our culture. 

Building for Sustainability

While we have achieved a lot in the first 12 months of these commitments, we have truly been humbled by the work. Here at Lattice, we are now more than ever committed to fighting racism. We’re still committed to using our platform and our product to inform and educate others, as well as learning and bettering ourselves.

In May 2022, we hired Global DE&I Leader Kris Bell to drive our long-term commitment and develop our Diversity, Equity & Inclusion team. We are building for impactful, sustainable change in our organization and the world. We are proud and truly humbled by the immediate impact our teams were able to contribute. Lattice is still committed to being part of the change. We’re still committed to using our platform to lead by example and our product to inspire others to join us on the journey.