GEO Fellows bring their expertise to the stage in this dynamic panel, sharing how data from GEO’s Global Share Plan Rankings Report and Global Equity Insights Study is shaping the way they deliver share plans within their organizations. The session will highlight how these two flagship research initiatives—evaluating the “share friendliness” of 30+ countries and capturing market practices across equity plan design, mobility, AI, and more—have influenced strategic decision-making at the highest levels. Attendees will gain first-hand insights into how leading practitioners are using this data to inform plan design, enhance employee participation, and align share plans with broader business and people strategies.

KEY LEARNINGS:

• How to leverage GEO research to benchmark and enhance share plan effectiveness.
• Practical examples of how Fellows have used data insights to shape strategic decision-making.
• Why independent global research is essential for advancing both company and employee outcomes.

Get ready for a fresh, interactive take on the ever-evolving world of global stock plan administration. This high-energy session blends valuable learning with fast-paced fun and a little friendly competition. Participants will explore the latest updates and trends in global equity while testing their knowledge through a lively trivia challenge with fellow equity professionals. Along the way, you’ll tackle real-world scenarios, gain insights on topics ranging from global mobility strategies and ESPPs to 10b5-1 planning, Section 16 & Rule 144 filings, tax withholding, payroll optimization, 409A valuations, and financial reporting best practices. Expect practical learning, peer connection, and maybe even a prize—plus bragging rights for the trivia champs.
 

KEY LEARNINGS:

• Stay current on emerging trends, regulatory changes, and best practices in global equity.
• Strengthen technical knowledge across compliance, administration, and reporting.
• Apply learning in real-time through an interactive, game-based trivia format.

U.S. pay transparency laws are rapidly evolving, bringing one of the last workplace taboos—discussing salaries—into the open. New and proposed legislation requires employers to disclose compensation details to both prospective and existing employees, including posting salaries in job listings. While long-established in the public sector, these laws represent a major shift for private companies, with variations across states and jurisdictions. Some regions, such as Massachusetts, are expected to extend reporting requirements to all forms of compensation, including equity from company stock plans. This panel will provide an overview of current and emerging pay transparency requirements, explore how equity reporting is affected, and address challenges such as implications for remote workers across multiple jurisdictions. Attendees will leave with practical insights and foundational tools to ensure compliant and efficient reporting.

KEY LEARNINGS:

• Understanding the evolving landscape of U.S. pay transparency laws and their impact on private sector employers.
• How equity compensation reporting is affected, including jurisdictional and remote work considerations.
• Practical strategies to implement compliant reporting processes and address challenges proactively.

Non-desk employees often participate in stock plans at significantly lower levels than their corporate-office peers. To truly retain and engage this workforce, companies must break down barriers—making equity plans easier to access, understand, and value. 

This session will share practical strategies and real-world examples of how issuers are closing the gap and creating inclusive participation opportunities.

KEY LEARNINGS:

• Barriers that limit participation among non-desk employees.
• Strategies for inclusive communication and education.
• Practical approaches to boost engagement and understanding of equity plans.

The SEC’s forthcoming executive compensation disclosure rulemaking is set to redefine transparency, corporate accountability, and reporting expectations for public companies. While details are still emerging, this session will provide attendees with insights and strategic guidance to anticipate and prepare for the impact of these changes. Participants will explore how to align internal processes, enhance disclosure practices, and ensure readiness for a new era of executive compensation reporting.

KEY LEARNINGS:

• Key anticipated changes in SEC executive compensation disclosure requirements.
• Strategies to prepare internal processes and reporting frameworks for compliance.
• How enhanced transparency can support corporate accountability and investor confidence.

Broad-based equity programs—whether RSUs, ESPPs, or stock options—offer significant value, but many employees fail to fully understand or appreciate these benefits. Cultural differences, language barriers, and limited familiarity with stock concepts can create gaps in engagement and participation. This panel will examine where equity communication succeeds and where it falls short, sharing case studies from multinational companies that have effectively conveyed the value of equity to diverse employee audiences. Attendees will gain actionable insights for improving understanding, engagement, and participation across their workforce.

KEY LEARNINGS:

• How cultural, language, and knowledge gaps impact equity program engagement and participation.
• Effective strategies multinational companies have used to communicate equity value broadly.
• Practical approaches to improving understanding, engagement, and adoption of broad-based equity programs.

Equity compensation remains a powerful lever for attracting, motivating, and retaining talent. But delivering an effective global stock plan is more complex than ever, with shifting regulations, rising employee expectations, and growing scrutiny on pay equity.

Drawing on findings from the 2025 Global Equity Insights Survey (GEIS), this session explores how leading companies are tackling these challenges. Our panel of experts will discuss critical trends—including performance-based LTIs, the resurgence of broad-based SPPs, the impact of global mobility, and the role of equity in private companies—while also examining how technology, AI, and automation are transforming plan administration.

Attendees will walk away with benchmarking data, peer insights, and practical strategies to design and deliver best-in-class global equity programs.

KEY LEARNINGS:

• Market practices in LTI and SPP design across regions.
• Emerging focus areas: HCM reporting, equal pay, global mobility, private company equity.
• How AI and automation are reshaping plan administration and the participant experience.

Recent changes in US corporate tax law have created important implications for public companies, particularly around the deduction of executive compensation under IRC Section 162(m). This targeted session will explore how global equity programs can influence who qualifies as a “covered employee” and which elements of compensation must be considered, starting from 2016 and 2017. Attendees will gain practical insights into navigating these changes to ensure compliance while optimizing their equity plans.

KEY LEARNINGS:

• How recent US tax law changes affect corporate deductions and covered employee designations.
• The role of global equity programs in determining which compensation is subject to IRC Section 162(m).
• Practical steps for aligning equity plan strategy with tax compliance and corporate objectives.

Since the early days of big tech, double-trigger equity awards have become a standard tool for private issuers preparing for liquidity events. Over time, companies have adapted these awards with more sophisticated vesting schedules and termination treatments to meet unique plan needs. This session will use issuer case studies to explore the rationale behind double-trigger awards, current design trends, and key considerations for administration, legal compliance, and termination processes. Participants will gain practical insights into managing post-termination “tails,” mitigating Section 409A risks, and designing awards that balance flexibility with compliance.

KEY LEARNINGS:

• Understanding the purpose and rationale behind double-trigger equity awards.
• Design considerations including vesting schedules, termination treatments, and post-termination participant “tails.”
• Legal and administrative implications, including Section 409A risks and best practices for compliance.