Companies preparing for Year 2 CEO pay ratio disclosures now have more questions to consider. Recently, Fortune 500 company compensation committees began receiving a letter from a group of 48 institutional investors requesting that they disclose more so that shareholders have additional information on workforce compensation practices. This is the first of two blog posts that consider how companies should respond.
Steve Seelig, Jamie Teo and Rich Luss
What’s clear from the recent Securities and Exchange (SEC) roundtable on the proxy voting process and subsequent press accounts is that concerned parties have very different agendas for possible next steps. We offer some of our impressions of the recent meeting.
Steve Seelig and Puneet Arora
Companies are deep in preparation for year-end executive pay decisions and disclosures, and to launch 2019 pay plans. Success will depend on their ability to navigate numerous issues. Our December 6 webcast will provide you with needed information to make informed decisions.
Companies are under increasing pressure to review and consider the role of environmental, social and governance (ESG) factors within the business. This is not necessarily a new concept, but has been increasing in prominence given pressures from investors and proxy advisory firms.
On November 19, Institutional Shareholder Services (ISS) released details of its Americas proxy voting policy updates for 2019. The updates address topics previously raised in policy surveys such as additional financial measures in the quantitative pay-for-performance screen and board diversity.
Jim Kroll, Torie Nilsen and Alex Pattillo
For a number of years, compensation committees (CC) have received greater scrutiny and an expanded remit to address say on pay, shareholder engagement, pay for performance, CEO pay ratio and related disclosures. More recently, that remit has continued to expand, as CCs are increasingly responsible for broader human resource issues that are seen as critical areas of risk and/or areas for potential differentiation and value creation.
Ryan Resch and Don Delves
Bottom-up pressures from the work force, and top-down scrutiny by investors, are compelling companies to reassess the gender diversity of their boardrooms.
Rebecca Burton, Steve Kline, and Erik Nelson
Long-term incentives (LTI) continue to drive total CEO compensation, and performance-based pay is powering that momentum, a detailed Willis Towers Watson report, “CEO Pay at S&P 1500 Companies, 2015-2017” finds.
Michael Bowie, Robert Newbury and Jang Han
On October 23, Willis Towers Watson and PJT Camberview co-hosted a panel discussion featuring two independent directors, Anne Mulcahy and Lynn Tetrault. Top among the discussion points was inclusion and diversity (I&D) initiatives in the board room and across the organization.
Hemant Patel, Claudia Poster and Michael Siu
Willis Towers Watson usually remains neutral on the direction of regulatory initiatives, particularly on matters involving proxy advisors. But the withdrawal of two Securities and Exchange Commission (SEC) "no-action letters" and a November 15 SEC staff roundtable on the proxy process, merit consideration of where we might be a year from now.
Steve Seelig and Puneet Arora
Haven't registered yet?
Willis Towers Watson’s Predictive Performance Model (PPM)
Willis Towers Watson’s proprietary Predictive Performance Model (PPM) models and simulates future financial performance to inform the calibration of incentive plan goals and payout potential. Let us show you what PPM can do for you.
2018 Proxy Webcast
Capitalizing on today’s realities and tomorrow’s opportunities in a principled manner
Listen to recording
CEO PAY RATIO TRENDS
You must be logged in to access this feature.