Committee on Workers' Capital’s Post

Focusing in the Social of ESG we have been doing a lot to offer equal opportunities and treatment for all, but Compensation is still a taboo... should it be one of the mais pillars to stablish a more equal environment for all people?? Why is talking about salaries still a taboo? Dive into Jake Rosenfeld's insights on the enduring secrecy around compensation and how young employees are challenging this norm: https://imsap.co/6043gcxjx

Is your executive compensation package truly competitive in today's Australian market? Key trends shaping executive pay: - Shift towards long-term incentives - Integration of ESG metrics - Increased pay-for-performance emphasis - Greater scrutiny and transparency - Focus on pay equity - More flexible package structures Did you know? 76% of ASX 200 companies now use non-financial metrics in executive performance evaluation. Discover how to stay competitive in executive compensation: https://lnkd.in/gdpSF4J5 How is your organisation adapting its executive compensation strategy? Share your thoughts below! #ExecutiveCompensation #TalentRetention #AustralianBusiness #LeadershipTrends #OceansGroup

Levels and composition in executive compensation is a clear responsibility of the Board of Directors. The conference will focus on Board of Directors remuneration as well as C-suite members. Activist shareholders and institutional investors are playing a more active role in influencing executive compensation policies, regarding the level as well as components – the split between Short Term Incentives (STI), Long Term Incentives (LTI) and Fixed base salary. Recently ESG KPI' s have found their way into executive compensation.  However, mandatory sustainability KPI’s were taken out of the CSDDD, when voted for in the EU. Should board pay be increased as more time is spent in the boardroom with more demanding tasks due to impacts of disruptive times, the need for international recruitments, more meetings held per year, inflation?     Meet Jorgen Buhl Rasmussen Chairperson, Lene Skole CEO and Chairperson, Martin Faarborg Partner, Ken Bechmann Professor and Bente Overgaard CEO. 

Major U.S. asset managers are not meeting labor rights expectations in their #ESG commitments, prompting calls for increased transparency and action from workers. #BlackRock #Fidelity By Gabriela Calugay-Casuga

In our latest issue of Mobility Matters, my colleagues Jelmer Post and Melvin Troost explain why and how equity based remuneration can fulfill a powerful role in the overall reward strategy of your company to recruit and retain talent.Very interesting read! #MobilityMatters #GlobalMobilityServices #Reward #KPMGMeijburg https://lnkd.in/eyJmKgV5

Trying to make small beautiful: our 2024 engagement plan for dialogue with companies includes 3 priorities to help improve smaller UK businesses on #AIM: annual director re-election, #sayonpay and independent remuneration committees #ESG.

It’s true — following the Supreme Court’s ruling against affirmative action, organizations may be less likely to have #DEI goals embedded in their executive compensation plans. I’m still optimistic we will see continuing progress. As I shared with WorldatWork, “the focus on DEI will continue to be strong and progress will continue to be made… not because all believe DEI represents a competitive advantage, although many do, but because investors are increasingly demanding data on equity achievement… and the brand risk associated with not disclosing [at all], or not disclosing favorable numbers, is a driver of executive focus.” The Supreme Court decision has underscored the importance of #payequity and #careerequity as the means to achieve diversity goals. Equity is required under long established law, and a proactive focus on equity will help ensure companies can attract and retain diverse talent. Our work has proven this to be the case. For more on this issue, see the complete article: https://lnkd.in/e3eJcvAB

How to communicate your internal equity strategy

Julia Cedarholm, ESG Research and Shareholder Engagement Senior Associate at Arjuna Capital, has been a pioneer in the pay equity movement for almost a decade. Despite ongoing challenges in this space, Arjuna Capital sees promising signs for a more equitable future for employees. A growing investor interest in the topic is prompting more companies, both large and small, to voluntarily share pay equity analyses. This increase in transparency and accountability has been instrumental in identifying and addressing pay gaps and the hope is that such disclosure can become a standard best practice for all organizations. While the outlook is promising, Julia acknowledges there is much work to be done. To learn more about where S&P 100 companies currently stand with their pay gap practices and how Julia’s firm plans to hold companies to account, check out our latest IN-DEPTH article. #InDepth #ShareholderEngagement #ESG #PayEquity

🌟 Executive Compensation Trends: What Top Talent Expects in 2024 🌟 As we navigate through 2024, the landscape of executive compensation is evolving rapidly. 📈 In our latest blog post, we delve into the key trends shaping executive pay and what top talent is looking for in today's market. 🔍 Key Highlights: Modest Base Salary Increases: Balancing retention with cost management. Performance-Based Compensation: Dominating executive pay structures. Long-Term Incentives (LTIs): Growing importance in aligning interests with shareholders. ESG Integration: Increasing focus on sustainability and governance metrics. Innovative Incentive Structures: Tailored to business strategies and talent needs. Enhanced Transparency: Clear communication and proactive shareholder engagement. 🌍 Global Insights: Regional variations in pay mix. Competitive pressures from non-European markets. 💡 Implications for Organizations: Balancing retention with fiscal responsibility. Emphasis on total rewards beyond monetary compensation. Adapting to regulatory changes. Discover how these trends are reshaping the executive compensation landscape and what your organization can do to stay ahead.📖 Read the full blog post: https://lnkd.in/e6fWqe64 #ExecutiveCompensation #TalentManagement #HRTrends #Leadership #2024Trends #ESG #PerformanceBasedPay #LongTermIncentives