This session examines key findings from the Global Equity Insights Survey 2025 (GEIS 2025) related to equity compensation in private companies. It explores how these companies design and administer equity plans, addressing unique challenges such as valuation complexities, funding stages, and ownership structures.

KEY LEARNING POINTS:

• Understand how private firms determine equity value using methods like Discounted Cash Flow (DCF) and Comparable Company Analysis (CCA), crucial for setting fair strike prices and managing long-term incentives.
• Learn how private companies adapt their equity compensation strategies through various financing rounds and in preparation for potential IPOs, balancing employee incentives with investor interests.
• Explore common equity compensation structures, vesting schedules, and administrative practices used by private companies to attract, motivate, and retain key talent while managing ownership dilution.

This session explores the transformative impact of AI on equity compensation, drawing insights from the 2025 Global Equity Insights Survey (GEIS). It examines how AI is reshaping compensation strategies, offering a forward-thinking perspective on new trends, real-world applications, and best practices in this evolving landscape.

KEY LEARNING POINTS:

• Understand how AI is disrupting traditional models and enhancing modern strategies for more effective compensation planning.
• Learn how AI algorithms improve accuracy, efficiency, and scalability in equity management while providing deeper insights into employee preferences.
• Discover how AI ensures regulatory compliance, mitigates risks, and enhances employee engagement in equity compensation programs.

This session presents a first look of key findings from the Global Equity Insights Survey (GEIS) 2025, offering a comprehensive overview of current trends in global equity compensation. It focuses on Long-Term Incentives (LTIs), Share Purchase Plans (SPPs), Artificial Intelligence (AI) applications, restructuring impacts, and the growing importance of Human Capital Management (HCM) Reporting and Equal Pay initiatives.

KEY LEARNING POINTS:

• Understand how companies are adapting equity programs to remain competitive in a changing market landscape, with a trend towards more flexible designs and expanded employee participation.
• Explore how AI is transforming equity management, from improving planning accuracy to enhancing employee engagement and ensuring regulatory compliance. Is this a repeat of the other session? Perhaps they can focus on other findings?
• Learn how HCM Reporting and Equal Pay initiatives are influencing equity program design, reflecting a broader trend towards greater corporate accountability and fairness.

GEO’s Global Share Plans Ranking Project is the first of its kind, offering a country-level snapshot of the appetite, support, and provision of employee share ownership - and now includes insights from even more countries!

With insights from senior equity compensation issuers and service providers across a growing number of countries, this expanded report paints the bigger picture of employee equity worldwide. This session will dive into key report highlights, uncovering the countries leading the charge in employee equity adoption as well as those with untapped potential.

KEY LEARNINGS:

        • Explore key findings, including emerging trends and barriers to implementing share plans
        • Learn how to leverage the report to strategically extend plans into new countries or boost participation in your current regions
        • Discover actionable insights to enhance your global equity strategies

Global equity professionals know that offering equity compensation isn’t one-size-fits-all. This session will present data insights from top locations—India, China, the UK, Canada, Germany, and the US—comparing employee perceptions with the ease of offering equity, as ranked by GEO’s Global Share Plan Ranking report.

Surprisingly, regions where equity is easiest to offer often see lower employee appreciation, while more challenging regions may show higher engagement.

This session will explore where employees need more support, how they prefer to receive it, and how to prioritise jurisdictions based on perceptions and regulatory obstacles.

KEY LEARNING POINTS:

• Understand employee perceptions and attitudes toward equity compensation across key jurisdictions.
• Explore how regulatory ease or complexity impacts employee engagement with equity plans.
• Gain insights into how to tailor support and communication strategies based on jurisdictional priorities and employee needs.

Stock-based compensation is a powerful tool for attracting and retaining top talent, but are we truly measuring its return on investment through the lens of key talent objectives?

In this first-of-its-kind survey, Deloitte surveyed nearly 1,750 early-career and diverse employees to uncover the personal narratives and demographic identities influencing their participation in these programs. The findings highlight the critical need for employers to align their stock-based compensation offerings with their talent goals and to approach program design with flexibility, acknowledging the diverse backgrounds of early-career and underrepresented employees.

KEY LEARNING POINTS:

• Learn how early-career and diverse employees view stock-based compensation and how these perspectives shape participation.
• Gain actionable insights on how Dell is aligning its compensation programs with specific talent objectives to maximize impact.
• Walk away with practical takeaways on how to adjust your stock-based compensation programs to better meet the needs of your workforce.