Abstract
Dual-income couples are increasing in all types of workplaces across the globe. Assumptions about the family structure of the typical employee must be challenged. Responsive compensation and benefits practitioners are advised to conduct a demographic and psychographic analysis of their workforce by applying design thinking to identify the unique needs of dual-income couples. This tailoring of total rewards necessitates that the organizational structure of human resource management departments also be challenged to better facilitate working across the silos within human resources management. A review of the extant literature is presented along with a typology of dual-income couples to inform compensation and benefits practitioners about novel and responsive ways to not simply meet but also exceed the expectations of this growing demographic group in organizations.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
