Searching Workplace Equity on page 36

The Equity and Ethical Risks of Unpaid Internships Another potentially unintended and often unrecognized risk of unpaid internships is that they may thwart the very diversity, equity and inclusion goals that organizations are trying to achieve.

Corporate M&A deal volume in the U.S. was expected to jump 20% in 2024 and private equity was forecast to rise 16%, according to the EY-Parthenon Deal Barometer , but the rebound has not yet materialized as expected.

.; Reuse Permission Pay equity has been a significant focus for employees, employers and state and federal enforcement agencies for the past five to six years.

Consequently, the pay mix for non-employee board members shifted to 61% in equity and 39% in cash (previously 60% in equity and 40% in cash).

Reuse Permission In the past 20-plus months, we’ve been collectively experiencing tectonic shifts in the workplace.

When making these key decisions, it is best to take a holistic approach that balances market factors, a company’s strategic initiatives and existing internal pay equity and structure.

Standards and Practices According to Holloway, director compensation structures at publicly traded companies remain fairly standardized, with most typically offering: ;Annual board retainers composed of approximately 40% cash and 60% equity, with no separate meeting fees.; ;Full-value equity awards granted based on fixed-value rather than fixed-share amounts, with short vesting periods (immediate or one year).; ;Board retainers that do not include additional compensation for committee service, except for committee chairs, who receive retainers recognizing their added responsibilities, time commitments and heightened scrutiny.; “Director compensation approaches at privately held companies are much more varied than at publicly traded companies,” Holloway said.

Building the Right Compensation Package In addition to the standard salary and performance bonuses, Canavan said the building blocks should be: retention incentives, which organizations can address through real or “phantom equity” (a type of compensation award that references equity, but does not entitle the recipient to actual ownership in a company); a long-term cash bonus plan; or split-dollar life plan, which allows the sharing of the cost of a premium for a permanent life insurance policy.

Remember that not offering an equitable and flexible workplace has the potential to worsen your performance against diversity, equity and inclusion (DEI) objectives.

Workspan Daily article; ;Rethinking Equity and Diversity: Can AI Improve Workplaces for All?