Diversity, inclusion & policies to promote equality & wellbeing **FREE Download**

E-reward’s Summit Executive Remuneration Database captures all the latest boardroom pay trends – both the headline remuneration figures as well as the substantial amounts of qualitative information contained in remuneration reports. While the numbers tell us a lot, sometimes remuneration reports are concealing other interesting developments that are not so apparent.

For this reason – accompanying at least six vast database uploads a year – our researchers provide clients with frequent, in-depth commentary of all the emerging trends that they have pinpointed in the latest remuneration reports.

One area where many organisations are disclosing more information within their remuneration reports is gender pay as well as, to a lesser extent, other measures of equality such as those relating to ethnicity and disability. In addition to equality, more companies are sharing the initiatives they have in place to support their employees’ mental health and wellbeing.

The December 2021 client update included sections on:

• ESG developments
• Retention issues
• Low support for remuneration policies and reports
• Greater justification of decisions around discretion
• Diversity, inclusion and other policies to promote equality and wellbeing
• Living wage and focus on low-paid staff
• Growth in female recruitment
• 10 case-study snapshots

The full update is available to clients only as part of their annual subscription to our executive remuneration database. Here, in this free-of-charge report we reproduce the sections on:

• Diversity, inclusion and other policies to promote equality and wellbeing
• Growth in female recruitment

EXECUTIVE REMUNERATION: CLIENT UPDATE

DIVERSITY, INCLUSION AND OTHER POLICIES TO PROMOTE EQUALITY AND WELLBEING

CONTENTS

INTRODUCTION – page 3

SECTION 1: DIVERSITY, INCLUSION AND OTHER POLICIES TO PROMOTE EQUALITY AND WELLBEING – page 5

One area where many organisations are disclosing more information within their remuneration reports is gender pay as well as, to a lesser extent, other measures of equality such as those relating to ethnicity and disability. In addition to equality, more companies are sharing the initiatives they have in place to support their employees’ mental health and wellbeing.

SECTION 2: GROWTH IN FEMALE RECRUITMENT – page 7

When reviewing the latest remuneration reports we can sense possible trends, but it is not always clear whether they are more widespread or limited to the companies being examined at the time. In the latest set of companies, there did appear to be a notable number of females in prominent executive director roles.

Of course, the growth in female board members has been widely reported on but most progress to date has been made in non-executive roles. This, and the anecdotal evidence mentioned above, led us to wonder whether there had been a significant ramping up in recruitment levels of women in executive positions.

COPYRIGHT STATEMENT – page 10