📊 Managers score below average on empathy across industries

Hey HR Pros!

HR leaders often emphasize empathy as a cornerstone of effective leadership, but new research suggests the reality in management roles may look different. An analysis of thousands of leadership assessments found that managers consistently score below the general population on empathy and other emotional sensitivity traits, raising important questions about how decisiveness, composure, and emotional awareness intersect in modern leadership.

Upcoming In This Issue:

• 📊 Managers score below average on empathy across industries

• 💰 Pay transparency laws are changing hiring as more employers publish salary ranges

• 🏥 4 in 10 employees report higher health care costs

• 🧠 AT&T’s onsite therapy program drives 2,100+ employee visits

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📊 Managers score below average on empathy across industries

Analysis of more than 4,000 manager assessments collected over nearly two decades reveals a consistent pattern. The findings highlight a leadership profile shaped less by emotional responsiveness and more by composure and independence, qualities that often support high stakes decision making.

For HR leaders, the takeaway is not that empathy is irrelevant, but that modern leadership may require a careful balance between emotional awareness and the ability to make difficult calls without hesitation.

Key insights

• Managers consistently score below the general population on emotional sensitivity. Empathy ranges between the 27th and 39th percentile across leadership assessments.

• Anxiety levels are notably lower among managers. Scores typically fall between the 21st and 29th percentile, suggesting higher composure in pressure driven decisions.

• Industry context influences emotional sensitivity. Health and HR managers rank highest, while construction and wholesale retail managers score the lowest overall.

• Lower emotional sensitivity may support decisive leadership. Reduced stress reactivity and independence can enable faster decisions when consensus building slows operations.

Read more:
https://zety.com/blog/empathy-management-report

💰 Pay transparency laws are changing hiring as more employers publish salary ranges

Pay transparency requirements are expanding across Canada, and many organizations are finding the shift easier and more beneficial than initially expected.

New rules in several provinces now require employers to include salary ranges in public job postings, along with additional hiring disclosures in some cases. Publishing salary bands upfront can reduce awkward compensation discussions, create clearer expectations for candidates, and even help companies benchmark pay against competitors.

Key insights

• Pay transparency legislation is expanding. Some jurisdictions now require salary ranges in job postings for employers with 25 or more employees.

• Visible pay ranges can simplify hiring conversations. Recruiters report fewer awkward discussions about compensation during interviews when ranges are disclosed upfront.

• Transparency can strengthen internal culture. Clear salary structures may reduce employee speculation about pay differences and improve perceptions of fairness.

• The biggest risk is internal pay compression. Employees who see higher ranges externally may question their compensation without clear pathways for advancement.

Read more:
https://www.theglobeandmail.com/business/article-how-companies-are-learning-to-stop-worrying-and-benefit-from-pay/

Coming Up Next: Mindful Guidance to Help Women Thrive at Work

Part discussion and part mindfulness training, this session offers practical approaches HR teams can use to foster psychological safety, encourage presence and self-trust, and design wellbeing initiatives that acknowledge the realities women face at work.

🏥 4 in 10 employees report higher health care costs

Rising health care costs continue to shape how employees manage their finances and engage with employer sponsored benefits. Survey data from privately insured adults shows that many households are feeling the impact, with a significant share reporting increased medical expenses over the past year.

For HR leaders, the findings highlight the growing importance of benefits communication, plan design, and decision support tools as employees navigate increasingly complex and costly health coverage choices.

Key insights

• Four in 10 privately insured adults reported higher health care costs. Many responded by cutting discretionary spending or reducing retirement contributions.

• Employees spend very little time choosing health plans. About half spend less than one hour reviewing options during open enrollment.

• Provider networks are the top factor in plan selection. They rank ahead of premiums and other plan features when employees evaluate coverage.

• Health savings accounts are primarily used for short term expenses. Two thirds of HSA holders use funds for current medical costs rather than long term investment.

Read more:
https://www.ebri.org/media/press-releases/content/summary/health-care-affordability-pressures-persist-for-privately-insured-americans--prompting-cuts-to-spending--retirement-saving-and-delayed-care

🧠 AT&T’s onsite therapy program drives 2,100+ employee visits

AT&T is expanding onsite therapy clinics across its offices and call centers as part of a broader investment in employee wellbeing and retention. What began as a single location at the company’s Dallas headquarters has grown into a network of onsite mental health centers staffed with licensed therapists.

Early engagement data from AT&T’s Dallas location suggests strong employee demand when mental health care is embedded into the workplace, offering HR leaders a real world example of how accessibility and integrated benefits can increase utilization of behavioral health services.

Key insights

• The program embeds licensed therapists directly inside AT&T workplaces. Clinics operate in offices and call centers, giving employees convenient access during the workday.

• Employees can receive up to 16 no cost therapy sessions. After that, those enrolled in AT&T medical plans can continue care at a $20 in network rate.

• The Dallas clinic shows strong engagement. Employees averaged more than 11 visits per day and logged more than 2,100 therapy visits in 2025.

• Onsite therapy also drives broader wellbeing engagement. Employees using behavioral health services often connect with additional health resources available at the center.

Read more:
https://www.hr-brew.com/stories/2026/03/05/the-business-of-benefits-onsite-therapy-at-at-and-t