As a follow-up to my post entitled “Thoughts When Linking Public Company Executive Pay to D&I Initiatives,” I think it is important to share, at least at a high level, the legal framework for diversity, equity and inclusion programs (i.e., it is important to successfully navigate employment laws prior to the Board taking
D&I Initiatives
Thoughts When Linking Public Company Executive Pay to D&I Initiatives
By Anthony J. Eppert on
Posted in Compensation Design
This Post will begin a series of blog entries focused on the topic of linking executive pay to a publicly-traded issuer’s diversity and inclusion (“D&I“) initiatives. As background, there has been a recent push to hold executives accountable for the effectiveness of an issuer’s D&I initiatives by linking their executive pay to the success of such initiatives. Pretty straight forward (i.e., the success of the D&I initiative becomes one of the metrics in the issuer’s performance-based compensation strategy).
…
Continue Reading Thoughts When Linking Public Company Executive Pay to D&I Initiatives
Interplay Between SEC Human Capital Rule, Compensation, D&I Initiatives and Proxy Disclosure
By Anthony J. Eppert on
Posted in Compensation Design
On Wednesday, September 30, 2020, we will be hosting a webinar entitled “The SEC’s New Human Capital Rule, Workplace Diversity and Compensation Design: Year-End Disclosures and the Board Agenda 2020”. The purpose of this webinar is to cover the SEC’s new Human Capital rule and how such disclosure will interplay and impact any diversity…