Gallup reports that 22% of Americans in 2023 fear job displacement due to AI and emerging technologies, up from 13% in 2017. Although upskilling is crucial for adapting to technological changes, low employee engagement hampers the desire to learn new skills, suggesting that expanding employee ownership could motivate workers by giving them a stake in their company's success. Amid rising income inequality and cost of living, employee ownership offers a bipartisan solution, enhancing engagement and financial security while encouraging upskilling to counteract labor market polarization.

Morgan Stanley at Work's fourth annual State of the Workplace Financial Benefits Study reveals a growing demand for equity compensation among employees and HR leaders at both public and private companies. The study highlights that equity compensation is a top driver of employee engagement and retention, with 95% of HR leaders and 80% of employees recognizing its motivational impact. However, awareness and education gaps persist, as only 38% of employees are aware of these benefits, indicating significant opportunities for companies to enhance their equity compensation education programs.

L’Oréal has launched its fourth Employee Share Ownership Plan, allowing employees in 63 countries to purchase shares and participate in the company's growth. The plan, introduced in 2018, has seen over 37,000 employees participate, reflecting their commitment and confidence in L’Oréal's future. Employees can buy shares at a discounted price with an employer contribution, and the shares will be blocked for five years, with the subscription period running from 5 June to 19 June 2024.

Eni's Board of Directors has proposed an Employee Stock Ownership Plan (2024-2026) to be approved at the Shareholders' Meeting on 15 May 2024. The Plan, starting in Italy and gradually expanding to foreign subsidiaries, aims to enhance employee engagement and align with shareholder interests through annual grants of free shares and a co-investment model. This initiative is part of Eni's broader strategy to support its employees and underscores the company's commitment to valuing human capital amid economic challenges.

Jennifer Sun, Head of Plan Managers Asia at Computershare, highlights how Hong Kong-listed companies are increasingly using equity as employee remuneration to attract top talent. Computershare's research indicates that 83.6% of these companies now include an employee share plan, a significant increase from 66.1% a decade ago, with HK$72 billion invested in 2022. Employee share plans, including share options and share awards, are popular across various sectors, particularly IT and healthcare, and are seen as essential for aligning employee and company goals and improving retention.

The gender disparity in access to company share schemes has significantly increased, with men now four times more likely than women to participate, according to analysis by Vestd. This disparity is attributed to the existing gender pay gap, where higher earners, predominantly men, are more likely to be included in executive share incentive plans, and women, earning less on average, face challenges in saving and purchasing shares. HR experts suggest implementing initiatives to support women advancing to higher-paying roles, promoting equity in compensation programs, and educating employees about the benefits of share schemes to address this inequality.

Daniel Křetínský, known as the Czech Sphinx, is poised to become the first private owner of Royal Mail in its 500-year history, after the board of International Distribution Services (IDS) agreed to his £3.57bn takeover bid. Despite Royal Mail's financial struggles, Křetínský believes he can modernize and restore profitability to the company, aiming to make it one of Europe's largest logistics firms. The deal, which must still be approved by IDS shareholders and potentially scrutinized under the National Security and Investment Act, includes a series of five-year commitments to maintain Royal Mail's universal service, branding, and union recognition.

Despite a slight reduction in the gender pay gap in the UK, a PwC report indicates it will take 45 years to close at the current rate of change. The mean hourly pay gap dropped from 12.2% to 11.8% between 2022-23 and the median pay gap fell from 9.2% to 9.1%, but since 2017, the average gender pay gap has only reduced by 1.6%. Experts stress the need for immediate action from employers to address systemic barriers and promote gender pay equity, while acknowledging that societal factors also contribute to the persistence of the gap.

At the Canva Create event in Los Angeles, a playful rap performance highlighted the cultural differences between Australian and US tech scenes, occurring just after a significant share sale made many early Canva employees millionaires. This spectacle underscores a broader trend among Australian startups to emulate Canva’s employee equity approach to motivate and retain talent. Despite mixed reactions in Australia, such cultural expressions and generous equity schemes are seen as vital for driving innovation and growth in the tech industry.