This interactive session dives into innovative equity compensation strategies for private and early-stage companies navigating rapid growth, market volatility, and evolving regulatory demands. Using real-world case studies, participants will explore practical solutions for designing high-impact equity programs that align with strategic goals while staying cost-efficient and operationally manageable.

Topics include creating effective equity purchase and performance share plans on limited budgets, leveraging data-driven tools such as 90-day VWAP and ESG-linked plans, managing liquidity and cap tables through growth to IPO, and optimizing operational efficiency with HRIS platforms and automation. 

KEY LEARNING POINTS:

• Learn how to create equity purchase and performance share plans that align with company goals, ESG targets, and growth objectives, even on limited budgets.
• Discover how to leverage HRIS platforms, third-party administrators, and automated processes to streamline plan administration and minimize complexity.
• Gain practical insights into navigating liquidity events, cap tables, carve-outs, and employee engagement while scaling plans from early-stage to IPO or group-wide programs.

Whether your company is preparing for an IPO, recently went public, or has been public for some time, managing liquidity solutions and executive stock positions is critical. This session provides actionable guidance on navigating liquidity events across all stages of a company’s public journey.

Attendees will gain insights from the latest Morgan Stanley 10b5-1 Survey Report, market trends, and recent SEC rule changes. The session will cover practical strategies such as Rule 144 trades, 10b5-1 plans, and managing RSU releases, while addressing both capital considerations and potential market impacts. Participants will also learn how pending SEC changes, including possible semi-annual reporting, may influence executive liquidity planning.

KEY LEARNING POINTS:

• Understand strategies to manage executive stock positions effectively, from IPO to mature public company stages.
• Learn how Rule 144 trades, 10b5-1 plans, and RSU release management can support liquidity while staying compliant with SEC rules.
• Gain insights into current market dynamics, recent SEC updates, and pending rules that impact executive stock planning.

Discover the latest insights on employee ownership and equity compensation in this session led by the Rutgers Institute for the Study of Employee Ownership and Profit Sharing, the global leader in equity research. Drawing on the largest studies ever conducted in the U.S., this session explores how equity is distributed, who participates in these programs, and the impact of employee ownership on both organizational and employee outcomes.
 

Attendees will gain a data-driven perspective on trends in equity participation and the strategic value of employee ownership, along with practical implications for designing and enhancing equity programs.
 

KEY LEARNING POINTS:

• Understand how equity is distributed across organizations and which employees are participating in equity programs.
• Explore the strategic, financial, and cultural effects of employee ownership on workforce engagement and company performance.
• Gain actionable takeaways for structuring and enhancing equity programs based on rigorous research findings.

Broad-based employee ownership (BBEO) isn’t just good for employees—it drives real shareholder value. Work to Own is pioneering the Employee Ownership (EO) Index, using AI to measure and optimize BBEO across 1,500 U.S. public companies. This session explores how data-driven insights link employee ownership to firm performance and provide companies with actionable strategies to scale equity ownership effectively.

Join the experts to learn how AI overcomes data gaps, discover research-backed connections between BBEO and shareholder returns, and see how a quantitative model can help companies design equity programs that boost engagement, retention, and long-term growth.
KEY LEARNING POINTS:

• Learn how AI and analytics create a data-driven standard for employee ownership.
• See research showing companies with higher BBEO outperform peers.
• Use the EO Index and models to design and communicate programs that benefit employees and shareholders alike.

Executive compensation decisions rarely follow a clean formula. Market data shifts, survey results conflict, performance outpaces benchmarks, and executives arrive with “data” of their own. This session brings together experienced executive compensation leaders to discuss how they navigate real-world challenges: defending benchmarking methodologies, advising senior leadership and compensation committees under pressure, and making equity decisions when the data doesn’t tell the full story. 

The discussion will also touch on how equity compensation professionals partner with executive compensation teams to ensure plans are administratively feasible, compliant, and aligned with shareholder expectations—particularly in high-growth, pre-IPO, or newly public organizations.
 

KEY LEARNING POINTS:

• Learn how peers defend benchmarking methodologies, address volatile or conflicting survey data, and respond when executives challenge pay decisions based on stock price movements or external anecdotes.
• Explore strategies for quickly pressure-testing executive and board-driven compensation ideas, using data and judgment to push back when needed, and earning long-term credibility as a trusted advisor.
• Understand how companies approach pay mix shifts, refresh and retention grants, global vs. local benchmarking for global roles, and comp committee materials.
   

Artificial intelligence is rapidly changing how companies educate employees about equity compensation. When used thoughtfully, AI can personalize learning, improve comprehension, and scale education across a global workforce—helping employees better understand and engage with their equity benefits without overwhelming internal teams.
This session focuses on practical, responsible ways to integrate AI into equity education. Speakers will share real-world examples of AI-powered tools—such as adaptive learning modules, chatbots, and dynamic FAQs—while addressing critical considerations around bias, ethics, and governance. Attendees will leave with a clear framework for leveraging AI to enhance equity education while preserving transparency, trust, and the human element.
 

KEY LEARNING POINTS:

• Learn how AI can tailor equity content to different roles, regions, and learning styles without increasing administrative burden.
• Understand key ethical and governance guardrails to mitigate bias, protect data, and maintain employee trust.
• Explore real examples of AI-driven equity education tools that improve understanding, reduce support costs, and scale globally.

As the war for talent intensifies, the debate around broad-based equity compensation has never been more critical. Should equity remain a benefit for a select few, or is it time to embrace a more inclusive approach? This high-energy, debate-style panel brings together leaders from companies on both sides of the issue—those championing broad-based equity programs and those adhering to traditional models.

Grounded in fresh survey data and real-world case studies, this session explores the long-term impact of equity programs on retention, employee engagement, and organizational culture. Expect lively discussion, tough questions, and actionable insights as panelists challenge conventional thinking and explore the future of employee ownership.

KEY LEARNING POINTS:

• Understand how inclusive equity programs affect retention, engagement, and company culture.
• Explore the advantages and challenges of broad-based programs versus equity reserved for a select group.
• Gain practical insights for designing equity programs that align with your workforce strategy and talent goals.

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.