As the importance of ESG metrics continues to rise, what key factors should companies consider before incorporating them into their executive compensation programs? This article highlights useful steps to take to ensure your business is prepared to evolve pay design.
Published: June 2021
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As COVID-19 recovery continues and local minimum wage laws increase, we examine the impact on the retail market to assist business leaders as they consider how to optimally structure and reward their workforce.
Published: April 2021
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The increase in remote working has opened more labor pools across regions while also driving greater competition for the same talent. Here are three areas firms should re-examine to attract new hires.
First published in CB Insights, Aon’s Kyle Holm explains new key priorities within workforce management that private firms should consider when planning to go public.
As investor support for the Task Force on Climate-Related Financial Disclosure (TCFD) continues to grow, firms should carefully consider the benefits and potential setbacks of this new disclosure approach to help lay the groundwork for successful ESG strategies and goals.
With cyber risk gaining more attention following increased security breaches and a rise in remote working, a closely followed ESG rating system is adding new cyber questions to its scoring methodology. This could prompt companies to disclose more specifics on how they manage related risks.
Asking the right core questions when establishing a compensation philosophy will help align rewards to business goals, which is essential in an increasingly competitive talent market.
Published: March 2021
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For wealth management firms, the road to recovery in a post-pandemic world will entail an increased focus on embedding client-centricity into the wider organizational culture. This article shares five questions to ask to see where your firm stands and help guide your approach forward.
Environmental, social and governance (ESG) reporting standards are at the forefront for companies across industries yet again. We recently interviewed two colleagues – Patty Errico, Head of Global Public Affairs, and Corey Green, Global Operations Leader, Global Risk Consulting to discuss the latest SEC requirements and how firms should be thinking about their environmental policies and subsequent reporting in response to rising pressures.
In a recent webcast, Aon’s employee rewards experts Brooke Green and Dave Kompare discussed how rewards need to change in a post-pandemic world and why change might not be as hard as some organizations fear.
The new $1.9 trillion rescue bill in the United States is aimed at boosting recovery from the pandemic through provisions like extending tax incentives for paid sick leave and more.
As the retail space moves towards a greater reliance on e-commerce and digital selling, companies must update their selling behaviors and sales compensation design.
Before a private company signs a letter of intent with a SPAC investor, business leaders should ensure their executive compensation plans are in good standing and commit to a deeper governance audit once the deal is signed.
The COVID-19 pandemic has accelerated the pace at which client needs are changing, driving the evolution of our solutions to deliver an integrated and comprehensive source of data that enables firms to embrace new ways of work, while rethinking their approach to rewards.
Published: February 2021
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While many firms already use geographic pay differentials for base salaries, the decision to differentiate other forms of pay by location is as pressing as ever as more employees work remotely. In particular, the question of whether or not to apply geographic differentials to equity compensation looms large. In this article, we consider the pros and cons.
This article takes a look back at the year and a look forward, highlighting profits and losses, as well as adjustments property-casualty insurance firms should make to their human capital strategies to successfully embrace agility and the future of work.
Each year, Global Equity Organization (GEO) recognizes the hard work of top professionals from around the world whose leadership and skills have fundamentally helped advance the global share plan landscape. This year, GEO has appointed Aon Partner Dan Kapinos, global practice leader of our equity services team, to a 2020 Fellow of Global Equity (FGE). We recently had the chance to interview Dan and discuss key trends related to equity compensation. Here’s what he had to say.
A new pay data disclosure rule in California is reminder that pay equity legislation will continue to be pervasive and employers need to conduct regular pay equity audits to be prepared.
Published: January 2021
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The Australian Prudential Regulation Authority (APRA) recently issued a revised draft of a new standard dedicated solely to remuneration, updating requirements with a more principles-based approach. This article highlights key updates and what actions firms should take now.
Following a new rule by the SEC last year, companies have begun disclosing details of their human capital management. Using our extensive database, we look at the types of disclosure and provide tips on effectively communicating this topic to stakeholders.
Our survey of wealth management firms revealed many have performed well during the COVID-19 pandemic despite operational disruptions, with only marginal declines in key performance indicators.
A new year brings with it both a new set of challenges and opportunities. The onset of the COVID-19 pandemic has pushed many longstanding issues — such as the cross-industry competition for key talent — to the forefront, emboldening us to accelerate updates to our data offerings to ensure they meet evolving client needs. To examine this further, we recently interviewed four colleagues on our data transformation team to discuss how firms should rethink their approaches to compensation.
In the wake of pandemic-related workforce changes, clients from the banking industry explain how they are reimagining their approach to total rewards, broadening their focus from compensation to include other elements, like flexible work, employee wellbeing, and more.
During a recent webcast, our life sciences industry experts shared data and insights on trends in the area of digital skills, incentive plans, location-based pay and performance management.
Published: December 2020
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With year-end planning in full swing, it’s important to take a step back and reflect on this past year and the impact of COVID-19 on CEO and director compensation. Here are your top questions answered.
As employees reexamine what they want from their rewards, HR leaders need to consider whether their programs meet the needs of an ever-changing world. We look at ways organizations can design total rewards that support an agile and resilient workforce.
Stakeholders are increasingly interested in how companies are improving the diversity of their boards. That interest is being reflected in the form of proxy voting, litigation and regulation. Here’s what companies should know and how they can be proactive in addressing this issue.
A new SEC rule requires U.S. public companies to disclose factors that are material to driving and impacting human capital. We recommend firms define an intentional human capital management strategy that is clear and measurable before communicating outward.
This article explains why U.S. wealth management firms need to factor in business performance when evaluating the balance between affordability of pay programs and retention of key talent.
Between health and safety concerns, economic uncertainty and a heightened focus on social justice, businesses are tackling new human capital challenges and initiatives this year and into the future. This is important to consider as investors and their advisers evaluate board progress on overseeing environmental, social and governance (ESG) issues, as well as perennial hot topics like executive compensation. This Q&A explores how Glass Lewis is approaching proxy statement review, what they will be focusing on in the current climate and how firms are setting the bar higher for inclusion and diversity in 2021 and beyond.