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<ul><li>India continues to top the list of countries with highest increments, says a <keyword id="6318776" type="General" weightage="80" keywordseo="wtw" source="Orion">WTW</keyword> report.</li><li>The WTW report quotes that over 68% of the companies cited tight labour markets as the foremost reason for giving a higher increment.</li><li>More than half of <keyword id="51318" type="General" weightage="20" keywordseo="Indian-companies" source="Orion">Indian companies</keyword> are increasing their salary budgets from last year given tight labour market conditions.</li></ul>In the next increment cycle, Indian employees can expect a <keyword id="6355281" type="General" weightage="20" keywordseo="salary-hike" source="Orion">salary hike</keyword> of at least 10%, which is highest in the <keyword id="2725318" type="General" weightage="20" keywordseo="APAC-region" source="Orion">APAC region</keyword>, says a <keyword id="5966170" type="General" weightage="20" keywordseo="Salary-Budget-Planning-report" source="Orion">Salary Budget Planning report</keyword> by Willis Towers Watson (WTW). India continues to top the list of countries with high increments. China is projected to see an increase of 6%, followed by Hong Kong and Singapore at 4% in 2023. The report quotes that over 68% of the companies cited tight labour markets as the foremost reason for giving a higher increment. And, 44% are concerned about employee satisfaction as the voluntary attrition rate is the second highest in India among APAC countries. As many as 42% of companies cited strong revenue generation projection in the next 12 months as the reason. The survey is based on 22,570 sets of responses from companies across 168 countries. For this, more than half of the Indian companies are increasing their salary budgets from last year given the tight labour market conditions. “2022 saw actual salary increments being higher than budgets and this was largely due to better-than-expected business performance and the need to retain talent. Despite the economic headwinds, higher projections for 2023 reflect cautious business optimism and a continued tight labour market,” said Rajul Mathur, consulting leader of India for work and rewards at WTW. <cmsannotation type="cmsannotation" annotationid="Sectors with the highest salary hikes" comment="subhead" text="Sectors with the highest salary hikes">Sectors with the highest salary hikes</cmsannotation> The report further projects that financial services employees will get the maximum <keyword id="717779" type="General" weightage="20" keywordseo="salary-increment" source="Orion">salary increment</keyword> with at least 10.4%; followed by employees in banking, technology media and gaming with 10.2% and 10%. <table style="border-width: initial; border-style: none; table-layout: fixed; width: 468pt;"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Sector </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Salary hike projection </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Financial services </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">10.4% </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Banking </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">10.2% </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Tech media and gaming </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">10% </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">General Industry </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">10% </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Manufacturing durable goods </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">10% </td></tr></tbody></table> “We saw significant salary increases across sectors in 2022 and a similar trajectory is expected in 2023. With increased focus on technology enabled growth, the demand for digital skills is driving pay increases for tech talent, especially in the technology, media and gaming, banking and financial services sectors,” added Mathur. Better than expected business performance has also resulted in higher variable payouts in 2022 across career bands. Companies are allocating more variable pay budgets to above average and top performers. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/talent-crunch-biggest-obstacle-to-indian-startups-us-expansion-says-report/articleshow/93587275.cms">Talent crunch biggest obstacle to Indian startups’ US expansion, says report</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/wework-co-founder-adam-neumanns-startup-gets-valued-at-1-billion-even-before-launch/articleshow/93585457.cms">WeWork co-founder's startup gets valued at $1 billion even before launch</a>

Fin services will beat tech with the best salary hikes in 2023, says report

<ul><li>Around 25% of the organizations are planning to include <keyword id="60251" type="General" weightage="20" keywordseo="variable-pay" source="Orion">variable pay</keyword> in the wage definition.</li><li>One out of three organizations in <keyword id="3658" type="General" weightage="80" keywordseo="india" source="Orion">India</keyword> are also likely to increase the <keyword id="312732" type="General" weightage="20" keywordseo="basic-pay" source="Orion">basic pay</keyword>, as per <keyword id="11979993" type="General" weightage="20" keywordseo="WTW-report" source="Orion">WTW report</keyword>.</li><li>40% of organizations are expecting to have a significant impact on their profit and loss statement due to gratuity.</li></ul>Companies in India are still adapting to the new Labour Code, which will be implemented from July 1 this year. However, a majority of organizations are reviewing retirement or long-term benefits and looking for new ways to package them. In fact, 25% of the organizations are planning to include variable pay in the wage definition. But, a similar percentage of them are also unsure about what to do, reveals a new WTW report on ‘State of Retirement benefits in India’. Variable pay is also known as performance pay and is given to an employee based on the results of their performance. It is usually offered in addition to the employee's fixed salary on completion of certain targets. One out of three organizations in India are also likely to increase the basic pay as a part of the new wage code. The four <keyword id="9986984" type="General" weightage="20" keywordseo="New-labour-codes" source="Orion">new labour codes</keyword> approved by the President of India are — Code on <keyword id="6356975" type="General" weightage="100" keywordseo="wages" source="Orion">Wages</keyword>, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020. These four codes will replace the existing 29 labour laws in India. Code on Wages will ensure timely payment of salaries and wages both in organized and unorganized sectors. Industrial Relations Code expands the definition of worker to be included under — skilled, unskilled, manual, technical, clerical and operational workers. Code on Social Security is about social security schemes like EPF, EPS, ESI — which are beneficial to the employees and workers. <cmsannotation type="cmsannotation" annotationid="Gratuity pay would rise" comment="subhead" text="Gratuity pay would rise">Gratuity pay would rise</cmsannotation> According to the report, 40% of organizations are expecting the code to have a significant impact on their profits; and are considering options to update their gratuity policy to mitigate the impact. While 28% say that they will not change their gratuity policy and are not expecting any change in their P&amp;L. Gratuity benefits are projected to have the largest impact in the new definition of wages. It is paid to employees who exit their companies after working for over five years. In the new code, the gratuity is expected to increase significantly, particularly for organizations where the basic pay to gross pay ratio has been quite low previously. <cmsannotation type="cmsannotation" annotationid="No change in PF contributions" comment="subhead" text="No change in PF contributions">No change in PF contributions</cmsannotation> The report further suggests that over 46% of the organizations would continue to contribute 12% of basic salary as per prevailing regulation in the provident fund. However, 8% say that they will restrict the PF upto ₹15,000 per month. As many as 32% of the organizations are unsure about what to do with the provident funds for its employees, says the report. During COVID-19 pandemic, a lot of companies had provided extra sick leaves to their employees as the infection required proper isolation and rest. This has led three out 10 organizations to restructure their leave policies, the report says. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/mid-cap-stocks-will-remain-under-pressure-for-few-more-months-say-experts/articleshow/92387603.cms">Mid cap stocks will remain under pressure for few more months, say experts</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/sustainability/article/not-just-health-tobacco-products-also-degrades-ecosystem-integrity-who-report/articleshow/92380121.cms">Not just health, tobacco products also degrades ecosystem integrity: WHO report</a>

One in four organizations plan to make variable a part of the wages

<ul><li>Most companies are wary of climate related disclosures and bogged down by high costs of assessment, lack of regulatory mandate, etc. </li><li>As per <keyword id="35210" type="General" weightage="80" keywordseo="sebi" source="Orion">SEBI</keyword> mandate, top 1,000 listed companies have to report their sustainability performance starting FY23. </li><li>However, their state of readiness in terms of disclosures is varied, the report says.</li></ul>Only half of Indian listed companies have set carbon emissions commitments, while the other half are unsure about the same, says a study by <keyword id="6318776" type="General" weightage="100" keywordseo="wtw" source="Orion">WTW</keyword>, a global advisory, broking and solutions firm. Amongst those who have set carbon emissions commitments, even fewer companies – at 43% — aim to reach net zero carbon emissions by 2032. This is in spite of the fact that 73% of the companies have board-level or CEO level oversight of climate risk. Indian markets regulator <keyword id="63783" type="General" weightage="50" keywordseo="securities-and-exchange-board" source="Orion">Securities and Exchange Board</keyword> of <keyword id="3658" type="General" weightage="80" keywordseo="india" source="Orion">India</keyword> (SEBI) has mandated the top 1,000 listed companies to report their sustainability performance from FY23. “With the top 1000 listed companies in India obliged to undertake climate financial reporting based on recommendations by Business Responsibility and Sustainability Report (BRSR), the state of readiness is varied,” the report says. Most companies face barriers with regards to climate-related disclosures due to a variety of reasons — high costs of assessment, lack of regulatory mandate, insufficient data and standardized metrics, and shortage of in-house capabilities. “We expect to see increased attention and scrutiny from a wider set of stakeholders on climate-related disclosure and risk management in India. This is a specialist function, so it is understandable that most companies lack inhouse capability. Companies should partner with experts to bridge the gap with relevant data, analytics, and insight to support climate change governance,” said <keyword id="2201275" type="General" weightage="50" keywordseo="vivek-nath" source="Orion">Vivek Nath</keyword>, head of India, WTW. <cmsannotation type="cmsannotation" annotationid="Companies undecided about frameworks" comment="subhead" text="Companies undecided about frameworks">Companies undecided about frameworks</cmsannotation> The report further says that 79% of companies are undecided about which climate disclosure framework to adopt, despite having processes in place for identifying, assessing, and managing climate-related risks. Out of the companies which have selected disclosure frameworks, most companies intend to use the CDP framework. CDP framework is a voluntary reporting framework that companies use to disclose environmental information to their stakeholders. While 53% of the surveyed companies are actively conducting internal discussions to disclose under the Task Force on Climate Related Financial Disclosures (TCFD) framework, 47% of companies are not privy to TCFD. TCFD is a globally accepted climate change action and reporting framework, approved by the SEBI as well in India. “While the current impetus to climate-related disclosures is regulatory requirement or investor and consumer expectations, it is critical for companies in India to integrate climate risk mitigation and by extension Environment, Social, Governance (ESG) linked actions into their climate transition roadmap,” Nath further added. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/us-india-and-china-markets-are-rallying-on-single-narratives-investors-need-to-be-cautious-say-experts/articleshow/96024939.cms">'One-trick' ponies – US, India and China markets are rallying on single narratives, investors need to be cautious, say experts</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/india/news/world-bank-revises-indias-gdp-growth-forecast-upwards-to-6-9-for-fy23/articleshow/96023459.cms">World Bank revises India's GDP growth forecast upwards to 6.9% for FY23</a>

Only half of Indian listed companies set net carbon emissions commitments: WTW

<ul><li>Companies are now re-designing jobs to retain and employ the right kind of talent with the right offer.</li><li>Redesigned jobs can become a great way to bring back working mothers and other employees who are engaged in caregiving to their aged parents and other relatives.</li><li>Six out of ten companies are working to create a human-centric, holistic and purpose-driven employee experience over the next three years, says a <keyword id="6318776" type="General" weightage="80" keywordseo="wtw" source="Orion">WTW</keyword> report.</li></ul> Slowly but certainly, the <keyword id="12242899" type="General" weightage="20" keywordseo="Great-Resignation" source="Orion">Great Resignation</keyword> has tipped the balance in favour of the employees — who are determined to achieve the elusive work-life balance. Organizations too have been absorbing this reality and are not stopping at offering remote work and flexibility — they are redesigning jobs. “Companies need to take tangible actions to win the talent war. These include resetting their total rewards philosophy and strategy for the new hybrid work environment, setting an overarching career enablement strategy, identifying new sources of talent based on more flexible approaches to work and resdesigning jobs,” <keyword id="1175806" type="General" weightage="80" keywordseo="rajul-mathur" source="Orion">Rajul Mathur</keyword>, consulting leader India at WTW, a consulting firm. <cmsannotation type="cmsannotation" annotationid="What is a re-designed job?" comment="subhead" text="What is a re-designed job?">What is a re-designed job?</cmsannotation> A re-designed job is where job responsibilities are altered to suit the skill-sets of an employee. They first came into vogue as an after-effect of rapid automation. Now of course, it’s being used to retain and employ the right kind of talent with the right offer. Ravish Manivannan from Bangalore has been freelancing for years now and was offered a job at an agency as a graphic designer. “Since I am not used to fixed job timings and it would impact my current lifestyle I was jittery. But the team leader assured me that I would have to report in only for three hours a day and as long as I finish my tasks, won’t be called in for meetings either,” he said. While the agency is satisfied with his work ethic, he too is happy to draw a regular monthly salary without being burdened with office timings. Redesigned jobs can become a great way to bring back working mothers and other employees who are engaged in caregiving to their aged parents and other relatives. <cmsannotation type="cmsannotation" annotationid="Sweeping workforce changes" comment="subhead" text="Sweeping workforce changes">Sweeping workforce changes</cmsannotation> Inducting such employees into the workforce is a part of the sweeping workforce changes that the system is undergoing. Six out of ten companies are working to create a human-centric, holistic and purpose-driven employee experience over the next three years, says a WTW report. Companies are considering changing various other aspects as well like — amount and type of work done using automation, AI and digitalisation, use of skills-based placement of work, types of job offers in the next three years. “Businesses need to prioritize <keyword id="157890" type="General" weightage="20" keywordseo="employee-retention" source="Orion">employee retention</keyword> and re-examine business practices that lead to turnover to tackle ongoing pressure points they face in retaining and attracting talent,” said Mathur. The WTW report says that 61% of Indian organizations are working to create a ‘holistic employee experience’. And, 58% are thinking of strengthening their work and rewards framework over the next three years. Higher salary remains as the top factor to attract employees. But a little less than half, 44% of the organizations are reviewing the mix of pay and benefits to reflect the change in use of remote/hybrid work or other flexible work arrangements to keep their employees from going down the Great Resignation path. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/corporates/news/indias-biggest-companies-spend-nearly-11-lakh-crore-on-employee-expense-last-year/articleshow/92690317.cms">If you thought techies got the biggest hikes last year, think again...</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/utkarsh-leadsquared-happylocate-cybersecurity-vivifi-india-startups-are-on-a-hiring-spree/articleshow/92672295.cms">Amid the layoff season, these five startups are on a hiring spree</a>

Flexibility is passe, companies are ready to re-design jobs to retain talent

<ul class="summary-list"><li>Chubb, the Baltimore bridge insurer, is set to pay out $350 million, per The Wall Street Journal.</li><li>The bridge's collapse in March killed six people and shut down the port of Baltimore.</li></ul>The insurer of Baltimore's Francis Scott Key Bridge is gearing up to issue a $350 million payout to the state of Maryland, <a target="_blank" href="https://www.wsj.com/finance/insurer-to-make-350-million-payout-in-baltimore-bridge-collapse-36abcb51">The Wall Street Journal</a> reported on Thursday.Chubb has opted to pay the full coverage amount quickly and could approve it within weeks, per the outlet, which cited Henry Daar, the head of US property claims for the bridge's broker WTW."I am confident that Chubb will pay the full limits of liability," Daar told the Journal."I give Chubb kudos for recognizing that this is clearly going to be a full-limits loss," he added. "They could spend millions and millions of dollars in fees for accountants and adjusters over the next few years, or they could pay the claim."Chubb's payment would be the first related to March's disaster. The Lloyd's of London insurance syndicate previously warned that the bridge's collapse could trigger the "<a target="_blank" href="https://www.businessinsider.com/baltimore-bridge-collapse-insurance-losses-francis-scott-key-lloyds-london-2024-3">largest single maritime insurance loss ever</a>," with Barclays analysts estimating that the damage caused could lead claims worth up to $3 billion.The bridge collapsed after the Dali container ship collided with one of the bridge's support beams in the early hours of March 26, killing six people and shutting down the port of Baltimore, which analysts have estimated <a target="_blank" href="https://www.businessinsider.com/baltimore-bridge-collapse-francis-scott-key-economy-growth-supply-chains-2024-3">cost the economy about $15 million a day</a>.Chubb, the state of Maryland, and the victims' families are likely to sue the Dali's Singaporean owners to recover some of their losses from the crash, per the Journal.Chubb didn't immediately respond to a request for comment from Business Insider. WTW confirmed the Journal's reporting but declined to elaborate.

Baltimore bridge insurer is reportedly set to write a $350 million check

<ul class="summary-list"><li>Omada Health's booming weight loss program could push the startup closer to a public market debut.</li><li>The startup says care for GLP-1 patients has become its most popular front door for new customers.</li></ul>Last spring, diabetes startup Omada Health said it wanted to <a target="_blank" class="" href="https://www.businessinsider.com/omada-strategy-weight-loss-drugs-semaglutide-ozempic-2023-5">help employers manage patients taking a blockbuster new class of weight-loss drugs</a>.A year later, that business has taken off.Omada Health's metabolic health program has now become the entry point for most new employers considering contracts with Omada Health, Duffy said."The inbound that we get from benefits buyers, the first question is, tell me more about the GLP-1 care track. And that's the thing that turns into the other conversations," Duffy said.Weight loss is now at the forefront of their pitches to employers "even if we don't necessarily want it to be," Duffy said, "because it's the thing. There's such a focus on metabolic care for obesity, and then they're like, oh cool, you guys also do diabetes and hypertension."Launched in 2011, Omada provides virtual care for diabetes, hypertension, musculoskeletal care, and diabetes prevention, alongside obesity, to employers, health plans, and even health systems. The startup is now looking ahead to an IPO, having <a target="_blank" href="https://www.businessinsider.com/exclusive-omada-health-confidentially-filed-s1-ipo-public-2024-10">filed its S-1 this summer</a>, Business Insider first reported in October. Omada previously declined to comment on its IPO plans.But as weight loss pushes Omada closer to a public market debut, Duffy said those contracts with employers haven't looked like what he expected.The startup had initially envisioned that employers would use Omada as a gatekeeper, choosing to pay for buzzy GLP-1 drugs only after a patient had already tried Omada's program, or cutting off the drug coverage after a year and using Omada to help patients maintain their weight loss.But most employers haven't chosen those routes, Duffy said."That's not a common voice. The majority of [our customers] — I actually don't know the reason, but I think it's much simpler — they're choosing to cover the drugs with lifestyle support alongside," Duffy said.<h2 id="d2408f5d-2923-4e91-b037-e2b5136c8d9c">The fraught market for Ozempic</h2>While dozens of healthtech companies, from <a target="_blank" class="" href="https://www.businessinsider.com/weightwatchers-ceo-out-ozempic-weight-loss-drugs-2024-9">WeightWatchers</a> to <a target="_blank" class="" href="https://www.businessinsider.com/ro-weight-loss-program-insurance-delays-wegovy-shortage-2023-6">Ro,</a> have rushed to build online programs to prescribe Ozempic and Wegovy, as well as <a target="_blank" class="" href="https://www.businessinsider.com/hims-and-hers-cheap-weight-loss-drugs-stock-soaring-2024-5">compounded versions of the weight-loss drugs</a>, Omada doesn't prescribe GLP-1s itself. Instead, the startup set out to help patients taking GLP-1s — which began as a class of diabetes drugs — make changes to their diet and exercise.When Duffy <a target="_blank" href="https://www.businessinsider.com/omada-strategy-weight-loss-drugs-semaglutide-ozempic-2023-5">told Business Insider about these plans in May 2023</a>, the startup was confronting a rising tide of employers panicking about the costs of the expensive drugs. The prescriptions typically cost between $8,000 and $10,000 per patient per year, <a target="_blank" href="https://www.wtwco.com/en-us/insights/2024/07/8-employer-considerations-about-glp-1-drugs">according to WTW</a>, formerly Willis Towers Watson. The firm said GLP-1 drugs for obesity account for about 10% of all pharmacy spending.Those cost concerns haven't abated. Most companies still don't cover GLP-1 prescriptions for weight loss, though <a target="_blank" href="https://www.cnn.com/2024/10/09/business/weight-loss-drugs-glp-1-wegovy-employer/index.html#:~:text=More%20employers%20may%20start%20covering,obesity%20drugs%2C%20such%20as%20Wegovy.&amp;text=Still%2C%20more%20than%20a%20quarter,a%20human%20resources%20consulting%20firm.">more pay for the drugs now</a> than in previous years. Employers expect their healthcare costs <a target="_blank" href="https://www.hrdive.com/news/weight-loss-drugs-fuel-large-employer-healthcare-cost-concerns-2025/724977/">to increase by about 8%</a> in 2025, largely due to the explosion of GLP-1s.But Duffy said only a small fraction of Omada's total contracts have imposed strict limits on GLP-1 coverage with Omada as a gatekeeper."In the narrow network world, there's a subcategory of enterprise GLP companies who just make it so that their employees can only get GLP with our conditions. You typically get less GLP usage there because you're introducing a friction point," he said.<div type="image" title="Two boxes of semaglutide under the trade names of Ozempic and Wegovy." height="3533" width="5300" msid="114728141" hostid="261" sizebytes="423802"></div>GLP-1s already come with plenty of friction points for patients. For the past two years, the drugs were in short supply, making it difficult for any patients to get their hands on the drugs, especially without a diabetes diagnosis. Those shortages are reportedly easing, with the FDA removing GLP-1 ingredient tirzepatide from <a target="_blank" href="https://dps.fda.gov/drugshortages/resolved/tirzepatide-injection">its shortage list</a> earlier this month, but many pharmacies are <a target="_blank" href="https://www.npr.org/sections/shots-health-news/2024/09/06/g-s1-21139/ozempic-wegovy-shortages">still dealing with empty shelves</a>.And GLP-1s can also produce plenty of side effects, which, in combination with their high costs and shortages, prompts most patients to <a target="_blank" href="https://www.nbcnews.com/health/long-people-stay-ozempic-stop-2-years-analysis-shows-rcna161216">stop taking the drugs</a> within the same year. That's a problem, since clinical data has shown that the majority of patients <a target="_blank" href="https://www.medpagetoday.com/special-reports/exclusives/112138">regain most of the weight</a> they lost on a GLP-1 after they stop taking it.Omada previously said it wanted to <a target="_blank" class="" href="https://www.businessinsider.com/omada-strategy-weight-loss-drugs-semaglutide-ozempic-2023-5">help patients keep the weight off after stopping their GLP-1 usage</a>. The company said it isn't yet ready to share any findings on how effective those efforts have been.Going forward, Duffy said Omada is continuing to refine its metabolic health strategy as the business grows. He said the startup is also looking to partner with <a target="_blank" class="" href="https://resourcecenter.omadahealth.com/omada-resources/omada-health-partners-with-intermountain-healthcare-and-castell-to-establish-integrated-virtual-care-option-for-diabetes-management-and-prevention">more health systems</a> to provide Omada's virtual solutions for conditions like diabetes and obesity to health systems' patients.

Weight loss care is leading IPO-hopeful Omada Health's latest growth surge as Ozempic boom continues

The price of cement is hardening across the country and since August this year, the rates have gone up by ₹16/per bag, said <keyword id="152070" type="General" weightage="20" keywordseo="Emkay-Global-Financial-Services-Ltd" source="Orion">Emkay Global Financial Services Ltd</keyword>. According to a report by the company, in November the prices went up by about ₹6-7/bag. While the prices remained flat in Western and Central parts of the country, the rates hardened in Northern, Eastern and Southern regions, Emkay Global said. According to the report, the cement companies are attempting further price hikes of ₹10-15/bag across the country this month. "Absorption of the price hikes will get revealed over the next few days. With the financial-year change (from December to March) by ACC and Ambuja, volume push by these companies is likely to be limited in December. This is positive for the pricing trend in the near term," Emkay Global said. "We expect the industry's profitability to increase by move r than ₹200/ton QoQ (even higher for Eastern region players) in Q3FY23, with improving cement prices along with peakout of operating cost in Q2FY23," it added. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/only-half-of-indian-listed-companies-set-net-carbon-emissions-commitments-wtw/articleshow/96032489.cms" style="">Only half of Indian listed companies set net carbon emissions commitments: WTW</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/indian-beauty-brand-rene-cosmetics-raises-25-million-in-series-b-funding-led-by-evolvence-india-edelweiss-group/articleshow/96031563.cms" style="">Indian beauty brand RENÉE Cosmetics raises $25 million in Series B funding led by Evolvence India, Edelweiss Group</a>

Cement makers plan to hike price by ₹10-15 per bag

<ul class="summary-list"><li>Asking for a raise in an uncertain economy like this one can be daunting.</li><li>Insider spoke with six experts to help you formulate your game plan.</li></ul>Asking your boss for a raise is daunting when <a href="https://www.businessinsider.com/half-of-americans-say-financial-position-has-worsened-gallup-poll-2023-2">the direction of the economy is in question</a>.But experts say that even in <a href="https://www.businessinsider.com/ceos-recession-global-economy-layoffs-inflation-davos-2023-1">an uncertain economy like this one</a>, most employers are apt to retain and reward their top talent. After all, hiring is still a challenge and <a href="https://www.businessinsider.com/layoffs-sweeping-the-us-these-are-the-companies-making-cuts-2023">while some people are losing their jobs</a>, the quit rate — <a href="https://www.businessinsider.com/great-resignation-still-going-layoffs-low-job-openings-quits-high-2022-11">the number of workers voluntarily leaving their roles</a> — remains high."If there's been significant turnover at your organization — whether voluntary and involuntary — your company may be worried about retaining you," Roy Cohen, author of "Wall Street Professional's Survival Guide" and a career coach, told Insider. "You have a lot of value."Overall raises are forecast to be 4.6% in 2023, <a href="https://www.wtwco.com/en-US/News/2022/11/us-pay-increases-to-hit-4-point-6-percent-in-2023-wtw-survey-finds" target="_blank" rel="noopener">according to a report that</a> WTW, a business consulting company, published late last year. The report was based on a survey of 1,550 organizations that WTW conducted in October and November of 2022.If you're going to ask for a raise, you need a game plan. Insider spoke with six experts on how to figure out when to make the ask, how best to make the case to your boss, and what to do if you don't get the answer you want.<h2>Find your time</h2>There's a misconception that you need to have gotten a promotion or completed something "really big" at work to even ask for a raise, Liz Tilia, the career expert and founder of a career and life coaching business, Fem Home Ec., <a href="https://www.businessinsider.com/how-to-control-your-career-in-a-recession-2022-7">previously told Insider</a>. In reality, incremental progress is often how people grow in their roles and it should be rewarded, Tilia said. As long as you can justify your reasoning with a proven track record of how you used your skills to make the company better — more profitable or more competitive — you have a case. That said, milestones can be helpful: asking for a raise on the heels of a newly completed successful project bolsters your position.Asking for a raise can also be a matter of timing and when you need to make more money, said Kelly Lannan, a senior vice president at Fidelity. It can be nerve-racking to ask for more money, but at a time <a href="https://www.businessinsider.com/us-inflation-is-slowing-down-even-faster-cpi-2023-1">when inflation is affecting Americans' cost of living</a>, it's not something to be embarrassed about. The key to landing a raise is understanding your company's promotion cycle and performing well, according to Julia Firestone, a career coach and consultant."If you've met all of your goals and gone beyond them, I think it's appropriate to express that you'd like to talk about a raise really any time," she said. <h2>Do your due diligence</h2>Next, you need to develop an understanding of your value in the job market, Tilia said. Data is key. Experts recommend comparing your job description with your workload and responsibilities, as well as other companies' listings for similar positions. Additionally, look at pay data for your job title on websites such as Glassdoor and Indeed, which have a trove of employee-reported salary ranges and estimates. "Treat the act of asking for a promotion like a project," Sarah Doody, the founder of the job search and career accelerator company Career Strategy Lab, told Insider. Based on the research you do for this "project" prepare a presentation, she said. Your presentation should highlight the value you've added to your company, and provide evidence of this contribution, she said. One way to identify the achievements and the progress you've made since starting in your position is to update your résumé, Doody added. Many people join a company in a role and at a pay level that, eight to 12 months later, doesn't reflect the level of work they are doing, Tilia said. This happens more frequently in a high-turnover job market because employees might not always get replaced right away. "You were hired as a coordinator, now you're acting as a manager, but you still have the coordinator title and pay," she added. So, you need to ask your boss to be compensated and titled as a manager, she said. As you make the ask, Tilia recommended not using the word, "raise," but rather, "title and pay adjustment." Semantics are important. <h2>Make your pitch</h2>Your case for a raise involves a mix of metrics that show your value, actions that demonstrate your commitment to your job, and a bit of horn-tooting — or what Cohen refers to as "personal evangelism." In a softening economy, it's also important to show that you know what's what, he said. If your company has recently had layoffs or experienced heightened turnover, you need to show how the <a href="https://www.businessinsider.com/quiet-hiring-work-job-workers-recession-economy-employees-2023-2">loss of your colleagues has expanded your work</a>.He recommended saying something like: "I love what I do and I hope you agree I'm doing it well. Now that my position has been saved, but others have been terminated, my workload has increased. I hope that some of those cost savings can be diverted to me."Be prepared to show proof of your productivity — and for pushback. Your boss might tell you that you're lucky you still have a job. "But remember, you have leverage," Cohen said. "If what you're doing is valuable to your organization, you're likely to be valuable elsewhere."<h2>If at first you don't succeed…</h2>You might not get the raise that you want. If the answer is no, experts advise asking for feedback about the specific things you need to do to achieve the level of performance that warrants a raise. Also ask for a follow-up meeting on the topic, advised Tori Dunlap, a personal finance expert and founder of a consultancy that helps women reach pay parity, Her First 100K. She <a href="https://www.businessinsider.com/how-to-ask-for-a-raise-based-on-inflation-2022-4">previously </a>recommended, saying something like: "Thank you for having this conversation with me. I would love to set a time to revisit this conversation. Would the end of next quarter be a possibility?" When an immediate raise is not in the cards, Doody recommended countering with requests for different types of perks. You might, for example, negotiate a professional development budget, more work-from-home days, or a gym membership, she said. Remember, too, that getting a "no" isn't a reflection of your professional worth. "So many people take these rejections so seriously," Doody said. "But a lot of times employees are not privy to the financial reasons why they can't offer you a raise right now." An earlier version of this story appeared on September 20, 2022.

How to ask for a raise in an uncertain economy

The most recent therapeutic development efforts, notably in cancer, focus on the targeted breakdown of <keyword id="15428797" type="General" weightage="20" keywordseo="dangerous-pathogenic-proteins" source="Orion">dangerous pathogenic proteins</keyword>. In a new study, researchers revealed probable resistance mechanisms and gave insights on how to overcome them. The research was conducted by CeMM, the Austrian Academy of Sciences Research Center for Molecular Medicine, and the University of Dundee (UK) and the findings were published in <keyword id="375964" type="General" weightage="20" keywordseo="Nature-Chemical-Biology" source="Orion">Nature Chemical Biology</keyword>. Traditional targeted cancer therapies mainly rely on drugs that bind pathogenic proteins and inhibit their function. The latest development of drugs has brought forward chemical molecules known as degraders, which force the targeted degradation of disease relevant proteins. This method of targeted protein degradation is not only more efficient, but also better at overcoming <keyword id="15428798" type="General" weightage="20" keywordseo="potential-drug-resistance" source="Orion">potential drug resistance</keyword>. For many years, CeMM Principal Investigator Georg Winter and his research group have been working on further developing this paradigm. Small-molecule degraders work like a glue by recruiting the defective, disease-causing protein to effectors of the cellular waste disposal systems, which are known as E3 ubiquitin ligases. This binding in turn kick-starts the degradation process of the defective protein. Alexander Hanzl, first author and PhD student in the Winter Lab at CeMM, conducted a study to investigate which resistances can arise during the degradation process. He explains, One challenge with degraders is that they have to bind two sites at once - both the defective protein and a protein of our cell's own degradation system, the E3 ligase. It is therefore all the more important to understand the process of binding and ubiquitination in functional detail. Only then can future degraders be modeled in the best possible way. Results confirm clinically observed resistances In their study, the authors identified a variety of mutations on E3 ligases which mediate resistances in cell cultures. These include mutations already identified in patients whose therapy with degraders was unsuccessful. Georg Winter, who supervised the study, explains: We tested a large number of different proteins and degraders. On one hand, we see that some mutations in E3 ligases prevent defective proteins from being recruited. At the same time, however, we see that some of these mutations exhibit high sensitivity to chemically modified degraders. Therefore, mutations can still be targeted by changing the chemical structure of the degrader. In other words, resistances can be overcome. This demonstrates that the results of this study can have clinical relevance as well. Increasing the reach of degraders A number of degrader drugs are currently being tested in clinical trials, and some are already available to patients, especially for various types of blood cancers. The increased understanding of resistance mechanisms enables further improvement of these types of drugs. "Traditional therapeutics that take the approach of blocking an isolated function of a protein only reach about 20 per cent of our proteins. For the other 80% there are no suitable binding sites and as a result, they cannot be targeted. We see great potential in this new generation of drugs using targeted protein degradation to significantly increase the space of targetable proteins and potentially reach the remaining 80 per centof proteins", Winter says. The study results make an important contribution to the improved design of degraders. Cancer patients in particular could benefit from a clinical application of the findings in the future. Alessio Ciulli, professor at the University of Dundee, added, For the first time we have been able to examine at the molecular level how <keyword id="4121085" type="General" weightage="20" keywordseo="drug-resistance" source="Orion">drug resistance</keyword> emerges by virtue of these E3 ligase mutations. This is extremely important because these findings highlight the mechanism that can anticipate how a patient might respond to these drugs." SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/ratan-tata-backed-electra-ev-raises-25-million-from-gef-capital-partners/articleshow/95291703.cms">Ratan Tata-backed Electra EV raises $25 million from GEF Capital Partners</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/india/news/india-has-the-widest-gender-wealth-gap-in-the-apac-region-wtw-report/articleshow/95280634.cms">India has the widest gender wealth gap in the APAC region: WTW report</a>

Study finds new approach to overcome potential drug resistance in cancer therapy

<div class="KonaFilter image-container display-table"><div><div class="image on-image">Kiichiro Sato/AP ImagesOprah Winfrey</div></div></div><ul><li>WW (<a href="https://markets.businessinsider.com/stocks/wtw-stock?utm_source=markets&amp;utm_medium=ingest" target="_blank" rel="noopener">Weight Watchers</a>) was down 35% early Wednesday after reporting <a href="https://markets.businessinsider.com/news/stocks/weight-watchers-earnings-q4-2019-2-1027986470">profit guidance that was well below estimates</a>.</li><li>The talk-show personality Oprah Winfrey, who at one time owned about 10% of the company, avoided some of the pain as she loaded off a quarter of her stake last year.</li><li>Winfrey dumped around 1 million shares in March 2018, avoiding a loss of at least $40 million as of Wednesday morning.</li><li><a href="https://markets.businessinsider.com/stocks/wtw-stock?utm_source=markets&amp;utm_medium=ingest" target="_blank" rel="noopener">Watch Weight Watchers trade live.</a></li></ul>WW (<a href="https://markets.businessinsider.com/stocks/wtw-stock?utm_source=markets&amp;utm_medium=ingest" target="_blank" rel="noopener">Weight Watchers</a>), a provider of dieting programs, shed more than 30% of its value late Tuesday after reporting <a href="https://markets.businessinsider.com/news/stocks/weight-watchers-earnings-q4-2019-2-1027986470">profit guidance that was well below estimates.</a> But one of its key shareholders, the talk-show personality Oprah Winfrey, who at one time owned about 10% of the company, avoided some of the pain as she loaded off a bunch of her stake last year.Winfrey, an ambassador for Weight Watchers for years, joined its board in 2015. At the time, she <a href="https://www.businessinsider.com/oprah-buys-stake-in-weight-watchers-2015-10">purchased about 10% of Weight Watchers</a>, or about 6.37 million shares, at a price of around $6.79 per share, and received the right to acquire another 5% of the company for $6.97 per share. Weight Watchers shares soared by as much as 100% in a single day following the news, and gained <a href="https://www.businessinsider.com/weight-watchers-dj-khaled-strategy-already-involving-oprah-2018-1?utm_source=markets&amp;utm_medium=ingest" target="_blank" rel="noopener">as much as 500%</a> thereafter.In March 2018, Winfrey exercised options to purchase more than 1.4 million shares at a price of $6.97 apiece and sold a quarter of her stake at a price between $58.29 and $63.94 share, <a href="https://www.sec.gov/Archives/edgar/data/105319/000089924318006518/xslF345X03/doc4.xml">according to a filing</a>. The sale reduced her stake to 5.42 million shares, or about 8%, according to Bloomberg data, and saved her at least $40 million as of Wednesday. With Winfrey and other celebrities such as DJ Khaled's presence, the weight-control program reported <a href="https://markets.businessinsider.com/news/stocks/weight-watchers-stock-price-earnings-home-run-on-freestyle-program-2018-5-1023385483?utm_source=markets&amp;utm_medium=ingest" target="_blank" rel="noopener">a record 4.6 million subscribers</a> in the first quarter. Shares rallied to a record high of $105.60 apiece in June. But customers weren't coming back, with the number sliding to 4.5 million in the <a href="https://platform.mi.spglobal.com/IRW/file/4071814/Index?KeyFile=394528796" target="_blank" rel="noopener">second quarter</a> and 4.2 million in the <a href="https://corporate.ww.com/file/Index?KeyFile=395600337" target="_blank" rel="noopener">third quarter</a>. That number fell to 3.2 million in the most recent quarter. Following the disappointing subscription metrics, Weight Watchers shares were down 72% since their June peak, and were trading near $19 early Wednesday.And Oprah is likely to have avoided more losses in the near future, according to SunTrust Robinson Humphrey. Analyst Michael Swartz cut his price target for WW to $25 - 15% below where shares were trading on Wednesday."While we expect shares to sell-off considerably this morning, we still see risk to WTW's anemic 2019 guidance and believe investors will need greater comfort around competitive threats/N-T earnings power before shares can move materially higher," he said. "With this likely to be an early 2020 event, at the earliest, we prefer to move to the sidelines."<div title="Page 1"><div><div><div></div></div></div></div><h2>Now read:</h2><ul><li><a href="https://markets.businessinsider.com/news/stocks/weight-watchers-earnings-q4-2019-2-1027986470">Weight Watchers crashes as earnings guidance is less than half of what was expected (WTW)</a></li></ul><div class="KonaFilter image-container display-table"><div><div class="image on-image"><a href="https://markets.businessinsider.com/stocks/wtw-stock">Markets Insider</a></div></div></div> <div class="margin-top"> <h3>NOW WATCH: <a href="https://www.businessinsider.com/twin-brothers-chicago-helped-take-down-el-chapo-margarito-pedro-flores-wives-cocaine-traffickers2017-6">The wives of high-level cocaine traffickers reveal how their husbands took down 'El Chapo'</a></h3> <div> </div> </div>

Oprah Winfrey avoided at least a $40 million loss after unloading bunch of her Weight Watchers shares at a perfect time

<div class="KonaFilter image-container display-table float_right"><div><div class="image on-image"></div></div></div>Weight Watchers' active members fell by 15% in the fourth quarter.<a href="http://www.businessinsider.com/weight-watchers-share-price-2015-2">Shares tumbled by over 30%</a> after that earnings announcement.In a note Tuesday, Credit Suisse downgraded the stock to "Underperform" from "Neutral," and explained why Weight Watchers' business is under pressure: it's not free.Here's Credit Suisse:"With the proliferation of free weight loss applications (and smart phones), wearables that track fitness activity, and the combination of the two, people interested in weight loss now have more options than ever to try to lose weight on their own/for free. Instead of spending at least $19.95 a month (cheapest WTW option not including promotional deals), one could choose any number of free weight loss applications or purchase a wearable for a one-time cost and attempt to lose weight without making the financial, physical and time commitment to a program like WTW."So, there's serious competition from fitness devices and apps.The wearables industry is booming, and will grow at a compound annual rate of 35% over the next five years, according to research by <a href="http://www.businessinsider.com/the-wearable-computing-market-report-2014-10">Business Insider Intelligence</a>. And this growth will be led by smart watches. <a href="http://www.businessinsider.com/big-beautiful-photos-of-the-apple-watch-2015-3">Apple Watch</a> will launch in about a month and is forecast to account for 40% of all smart watch shipments this year.There are many apps like MyFitnessPal that they can merge daily activity with how many calories are eaten, keep track of set fitness goals, compare these with friends', and so on. And with a fitness device, here's how the math could work out: Weight Watchers' cheapest plan is $19.95 per month, amounting to over $200 a year. For a one-time payment of less than $200, a potential Weight Watchers client could buy a Fitbit and pair it with their smartphone.Weight Watchers has an app that does all this, and a big support network. Last December, it launched a service where members can get 24/7 access to a coach that's been through the program.But Credit Suisse is not convinced this will grow its membership, reported at 2.5 million people at the end of the fourth quarter:"Without any prior experience to the WTW products, we believe the potential value of 24/7 support and personal coaching may not be fully understood by new potential recruits and this product change may struggle to be the recruitment trend panacea for WTW."Weight Watchers shares fell by as much as 4% in trading on Tuesday. Here's the stock's performance since the 4Q earnings release; Credit Suisse revised its 12-month price target to $5 from $14.<div class="KonaFilter image-container display-table"><div><div class="image"></div></div></div> <div class="margin-top"> <h3>NOW WATCH: <a href="http://www.businessinsider.com/new-weight-loss-procedure-fat-thin-surgery-2014-9">There's A Simple New Weight Loss Procedure That's Changing The Game</a></h3> <div> <div> <div class="ooyala-video-player" data-video-autoplay="false" data-video-id="44dWppcDpOdSq1o1gAusdj85tsiUGBaa" data-player-variable="ooyalapopvideo" id="ooyalaplayer_popvideo" style="width:1280px;height:720px"></div> </div> </div> </div>

You Searched For "WTW report" and got 11 results

Fin services will beat tech with the best salary hikes in 2023, says report

Vaamanaa Sethi

One in four organizations plan to make variable a part of the wages

Vaamanaa Sethi

Only half of Indian listed companies set net carbon emissions commitments: WTW

Vaamanaa Sethi

Flexibility is passe, companies are ready to re-design jobs to retain talent

Vaamanaa Sethi

Baltimore bridge insurer is reportedly set to write a $350 million check

George Glover

Weight loss care is leading IPO-hopeful Omada Health's latest growth surge as Ozempic boom continues

Rebecca Torrence

Cement makers plan to hike price by ₹10-15 per bag

IANS

How to ask for a raise in an uncertain economy

Rebecca Knight,Rachel DuRose

Study finds new approach to overcome potential drug resistance in cancer therapy

ANI

Oprah Winfrey avoided at least a $40 million loss after unloading bunch of her Weight Watchers shares at a perfect time

Ethel Jiang

Wall Street analysts think Weight Watchers is in serious trouble because it's not free

Akin Oyedele

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