EUROPEANCHAPTER

Boeing's CEO Dave Calhoun and former Executive Vice President Stan Deal, despite announcing their departures amid scrutiny over manufacturing flaws, stand to collect a combined $45 million in compensation. They won't likely face internal clawback policies since they weren't fired due to quality management issues. However, shareholders are expected to approve a proposal tying executive compensation to safety improvements, as Boeing faces intense scrutiny following incidents like a door panel detaching from a 737 Max 9 jet. The company's compensation structure is being retooled, and leadership changes are expected to address concerns and improve performance.

Imagine getting a job offer from your dream company, but they refuse to disclose the currency of your salary—this is how the startup equity compensation market often operates. Employers offer stock options or RSUs without revealing the total number of company shares, leaving employees uncertain about their actual ownership stake. Current regulations do not require startups to provide comprehensive valuation information, leading to an overestimation of equity grants and undermining the high-tech labor market's competitiveness.

Research by Zest indicates that a majority of employees, especially younger ones, desire increased investment in sustainability from their employers, with over half expressing interest in sustainable benefits like electric vehicles and green pensions. Despite this, a significant portion of younger workers feel their employers lack concern for sustainability, which impacts their morale. Employers are also observing a growing demand for sustainable benefits, highlighting the importance of adapting to these changing employee expectations to improve overall employee satisfaction and attract and retain talent.

EY's 2024 Mobility Reimagined survey reveals that only 25% of employers have fully developed mobility functions, despite 64% of employees expressing a higher likelihood of staying after long-term global assignments. Companies face increasing cross-border risks, with 71% of respondents noting heightened challenges, including tax/regulatory and data privacy risks, highlighting the need for robust policies and integration of mobility functions to attract and retain top talent and ensure business resilience.

Australia is trailing behind the US and advanced European economies in implementing employee share schemes, as revealed by the first global survey spearheaded by tax partner Shaun Cartoon and lawyer Eileen Liu. Conducted by a team of specialists from Arnold Bloch Leibler, Baker McKenzie, KPMG, and Tapestry Compliance, along with issuers and academics, the survey measured operating environments across 26 countries. Australia's complex tax rules and regulatory constraints on unlisted companies have hindered the scaling up of share plans, with tax incentives playing a significant role in decision-making for companies.

Airbnb has expanded compensation transparency by providing all employees globally with access to their base pay ranges, bonus targets, and annual performance equity award targets. This move, along with previously sharing base pay hiring ranges on job postings in the U.S., aims to enhance consistency in compensation and build a culture of trust and accountability. Additionally, Airbnb has conducted annual pay equity analyses since 2015, finding no significant unexplained gaps in pay, as part of their commitment to fostering an inclusive and equitable workplace.