executive compensation

Align Remuneration to Stakeholder Expectations

Executive remuneration planning should reflect the issues of the world today – and the potential issues still to come. However, recent research suggest a worrying trend of organisations relatively overpaying their CEOs. According to the study, a staggering 103 ASX 300 companies have overpaid their CEOs.* Diligent can help your board gain vital insights to formulate the right remuneration plans

  • Benchmark executive remuneration practices across peer groups, industries and regions
  • Access exclusive Glass Lewis executive remuneration models
  • Make the best possible decisions for shareholder returns

Align your plans to stakeholder expectations with Compensation & Governance Intel from Diligent.

*More About Pay than About Performance: Trends to Watch for during the 2021 ASX Proxy Season, A Case for Modern Governance: The High Cost of Governance Deficit

 

 

SEE IT IN ACTION
Monitor Peers & Performance

A truly successful organisation doesn’t just know what’s going on within its own walls. It needs to know what’s going on outside them too. Benchmark and compare your own executive remuneration practices across peer groups, industries and regions.

  • Generate your own peer groups and perform an in-depth pay-for-performance analysis against a wide variety of performance metrics
  • Gain insight into how you are viewed through the eyes of shareholders, proxy advisors and potential activists
  • Utilise the Disclosure Search tool to search and filter millions of data points across public disclosures
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Get Exclusive Glass Lewis Access

Design executive remuneration plans that support stakeholder interests, align with ESG and DEI metrics, and attract and retain the right talent through Diligent’s exclusive partnership with Glass Lewis.
  • Make more confident executive remuneration decisions by running executive remuneration and peer group models in the same way as performed by Glass Lewis
  • Build different peer group scenarios to see how you’re positioned in relation to those most relevant to you
  • Gain access to up-to-date Glass Lewis peer groups, including any changes that are made during the year
Model Your Equity Plans

See the Glass Lewis voting recommendation on any remuneration plan you put together. Refine equity plans using the Equity Compensation Model.

  • Learn how your plan will be received by shareholders before you release it for a vote
  • Make the best possible decisions for long-term shareholder returns by benchmarking stock-based remuneration plan costs and evaluating risks of share dilution
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Take Control of Executive Remuneration
Stay competitive with peers and your industry. Align with stakeholder expectations.
See Compensation & Governance Intel from Diligent in action.
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CUSTOMER STORIES

Data-Based Decisions at Randstad

"Going into the next AGM, we are ready to talk with data rather than just words. We want to be proactive rather than reactive, and explain our choices upfront rather than counter criticisms with assumptions."


Ronald Kliphuis

Global Head of Rewards, Randstad

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This report examines companies on the Russell 3000 Index who have issued pay adjustments to executives and their board of directors. It considers the impact of COVID-19 on executive remuneration – and asks if enough has been done.​
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Stakeholder Capitalism Requires Modern Executive Remuneration Plans

To get executive remuneration right, organisations must incorporate new data sources, bring in more internal stakeholders and align with modern governance practices.
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Incorporating ESG Goals into Executive Remuneration

In this episode, Jim Heim addresses the current state of ESG and remuneration integration and offers a look at what’s to come.
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