PREMIUM SPONSORS
ABOUT THE 2025 GLOBAL EQUITY INSIGHTS STUDY
Now in its 13th year, the Global Equity Insights Study (GEIS) continues to gather valuable input from leading issuer companies worldwide. This study delivers key insights into evolving compensation practices, empowering companies to stay ahead in an ever-changing business environment.
This year’s survey explores core topics such as the design of long-term incentives and share purchase plans, while also diving into new focus areas:
- HCM Reporting and Equal Pay
- AI and Equity Programs
- Restructuring and LTIs
- Global Mobility and Equity
- Private Companies
- Administration
The full GEIS report, offering in-depth analysis at global, regional, and local levels, is exclusively available to survey participants. By participating, companies gain access to comprehensive insights that can inform and enhance their equity strategies.
ABOUT THE 2024 SURVEY
Over 200 senior-level compensation professionals from around the world have contributed to the 2024 survey that features questions on the design of long-term incentive (LTI) and share purchase plans (SPP), as well as the following focus topics:
- ESG targets
- Equity and investor relations
- Talent identification and retention
- Artificial intelligence (AI)
- Global mobility and equity
- Private companies
2024 GEIS SURVEY FINDINGS
The Global Equity Insights survey partner team provides expert analysis that identifies current market practice and the prevalent equity-based plan designs across the world’s most important economic regions.
Access the Global Equity Insights 2024 and video highlights from our study sponsors and experts below.
All survey participants gain access to the complete report.
WELCOME
David Voggeser
hkp///group
“With 208 companies, it clearly shows that equity and insights in regards to equity are becoming more and more important. It actually seems that in the current challenging times, equity is one of the instruments for HR and corporations to use in exactly those times. How do we see that? LTI eligibility is basically being made broader and broader and at the same time the awards are at a record high level – unbroken development since over 10 years.”
KEY HIGHLIGHTS
Andrew Thain
hkp///group
“It has never been a more exciting time to be part of the GEO community. With 11 years of insights now behind us, the 12th year is as exciting as ever. In 2024 we have record participation from 208 companies from 21 countries around the globe. And with 11 industries, just about every type of company is well represented. From big to small, brand new to well established, there’s something here for everyone.”
PRIVATE COMPANIES
Mitan Patel, FGE
Fidelity
“Equity compensation is a key tool for private companies thanks to its unique ability to conserve cash while attracting, retaining, and motivating employees and building a culture of ownership. The needs of both employers and employees can change dramatically upon IPO and administering a public company equity compensation program is significantly more complex. Companies need solutions that can meet their anticipated needs as a public company in advance of IPO.”
SHARE PURCHASE PLANS
Emily Cervino, FGE, CEP
Fidelity
“Share purchase plans have long been a favored way for companies to share ownership on a broad basis. In recent years, interest in share purchase plans has been on the rise, as companies seek to offer benefits that meet the needs of all employees, drive engagement and improve retention.”
ARTIFICIAL INTELLIGENCE
Markus Stebe
Siemens AG
"It‘s going to be an interesting ride in the next few years and this survey gives a first glimpse of how AI might impact equity compensation in the future.”
ESG
Sheila Frierson, FGE
Computershare
"We also continue to develop a range of services that assist our clients in achieving their own environmental objectives. In North America we are currently rolling out EquatePlus – a modern and intuitive market leading platform for our clients to oversee their employee share plans.“
LONG TERM INCENTIVES
Sandra Sussmann
SAP
“Cash settlement has been and still is more widely seen in Europe where securities laws and tax rules related to share-based compensation are a bit different than in the US and perhaps still evolving as share-based compensation becomes more prevalent among European headquartered companies.”
EQUITY AND INVESTOR RELATIONS
Danyle Anderson, FGE
Bank of America
“We are all aware that the influence of institutional investors and proxy advisors has become increasingly important in today’s corporate landscape and especially so in the area of compensation and to no surprise the results of our study have consistently aligned with this theme.”
TALENT
Sebastian Wetzel
Siemens Energy
“In line with our established pay-for-performance philosophy, we offer managers the opportunity to incentivize employees who have made extraordinary, above and beyond efforts via special grants of stock awards. These grants are conducted twice a year.”
