C-Suite Compensation Center

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 action so that the employer can avoid legal foot faults while trying to do the right thing).  One of my partners, Emily Burkhardt Vicente (co-chair of our Labor & Employment Practice), did just that when she authored an article for Banking Exchange entitled "Enhancing ...

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).

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 and inclusion ("D&I") initiatives of the issuer.  In particular, the speakers will share thoughts on how top down D&I initiatives could be structured from a compensatory perspective (i.e., top down meaning D&I initiatives are incorporated into ...