Companies are increasingly linking ESG metrics to executive compensation packages.
That percentage of Russell 1000 companies linking ESG goals to compensation has quickly grown in recent years, from 14% in 2020 to 18% in 2021 to 28% in 2022.
In 2021, Mastercard changed its executive compensation model for its most senior executives, EVPs and above, to link their bonus structure to goals set around carbon neutrality, financial inclusion and gender pay parity.
Papa John's took a similar step last year, introducing an ESG bonus incentive for eligible employees and executives for goals around enhancing diversity, equity and inclusion, environmental impact, and its broader mission around cleaner and better ingredients.
"For example, if there is an ESG goal around emissions, does a director of finance have any direct oversight or responsibility for how that is achieved?"