Johnson & Johnson – Independent Board Chair (2021)
RESOLVED: Shareholders request the Board of Directors adopt as policy, and amend the bylaws as necessary, to require henceforth that the Chair of the Board of Directors, whenever possible, be an independent member of the Board. This independence policy shall apply prospectively so as not to violate any contractual obligations. If the Board determines that a Chair who was independent when selected is no longer independent, the Board shall select a new Chair who satisfies the requirements of the policy within a reasonable amount of time. Compliance with this policy is waived if no independent director is available and willing …
Paycom Software, Inc.- Board/Executive Diversity (2021)
WHEREAS: We believe that diversity, inclusive of gender and race, are critical attributes of a well-functioning executive team and necessary to meaningfully drive diversity throughout an organization. PayCom Software’s management team has no women and an undeterminable number of people of color. The business case for workforce diversity is compelling. McKinsey & Company found in 2015, 2017, and again in 2019 that companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. Further, McKinsey reports an increased likelihood of corporate financial outperformance in each successive study. ISS Analytics examined companies where the …
Autodesk – Board/Executive Diversity (2021)
WHEREAS: We believe that diversity, inclusive of gender and race, are critical attributes of a well-functioning executive team and necessary to meaningfully drive diversity throughout an organization. Currently, Autodesk’s executive team has an undeterminable number of people of color. The business case for workforce diversity is compelling. McKinsey & Company found in 2015, 2017, and again in 2019 that companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. Further, McKinsey reports an increased likelihood of corporate financial outperformance in each successive study. ISS Analytics examined companies where the CEO had a …
SBA Communications – Executive Leadership Diversity (2021)
WHEREAS: We believe that diversity, inclusive of gender and race, are critical attributes of a well-functioning executive team and necessary to meaningfully drive diversity throughout an organization. Currently, the leadership team of SBA Communications has no gender diversity. The business case for workforce diversity is compelling. McKinsey & Company found in 2015, 2017, and again in 2019 that companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. Further, McKinsey reports that the likelihood of financial outperformance has strengthened over time. ISS Analytics examined companies where the CEO had a tenure …
IPG Photonics – Board/Executive Diversity (2021)
WHEREAS: We believe that diversity, inclusive of gender and race, are critical attributes of a well-functioning executive team and necessary to meaningfully drive diversity throughout an organization. Currently, IPG Photonics’ management team has no women and an undeterminable number of people of color. The business case for workforce diversity is compelling. McKinsey & Company found in 2015, 2017, and again in 2019 that companies with highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. Further, McKinsey reports an increased likelihood of financial outperformance in each successive study. ISS Analytics examined companies where …
TJX –CEO/Worker Compensation (2021)
RESOLVED: Shareholders of The TJX Companies, Inc. (the “Company”) request that the Executive Compensation Committee (the “Committee”) of the Board of Directors take into consideration the pay grades and/or salary ranges of all classifications of Company employees when setting target amounts for CEO compensation. Compliance with this policy is excused if it will result in the violation of any existing contractual obligation or the terms of any existing compensation plan. SUPPORTING STATEMENT: This proposal encourages the Committee to consider whether the CEO’s compensation is internally aligned with the Company’s pay practices for its other employees. Under this proposal, the Committee …
Burlington Stores – CEO/Worker Compensation (2021)
RESOLVED: Shareholders of Burlington Stores, Inc. (the “Company”) request that the Executive Compensation Committee of the Board of Directors take into consideration the pay grades and/or salary ranges of all classifications of Company employees when setting target amounts for CEO compensation. Compliance with this policy is excused if it will result in the violation of any existing contractual obligation or the terms of any existing compensation plan. SUPPORTING STATEMENT: This proposal encourages the Executive Compensation Committee to consider whether the CEO’s compensation is internally aligned with the Company’s pay practices for its other employees. Under this proposal, the Compensation Committee …
First Solar – Board Diversity (2021)
WHEREAS: Racial and ethnic diversity is undeterminable on First Solar’s Board of Directors. We believe diversity, inclusive of race, ethnicity, and gender, is a critical attribute of a well-functioning board and a measure of sound corporate governance. Corporate leaders recognize the strong business case for board diversity. The Guiding Principles of Corporate Governance of the Business Roundtable, an influential association of chief executives, state: “Boards should develop a framework for identifying appropriately diverse candidates that allows the nominating/corporate governance committee to consider women, minorities and others with diverse backgrounds as candidates for each open board seat.” Benefits associated with board …
Hanover Insurance Group – Executive Leadership Diversity (2020)
WHEREAS: We believe that diversity, inclusive of gender and race, are critical attributes of a well-functioning executive team and necessary to meaningfully drive diversity throughout an organization. Currently, Hanover Insurance Group has limited racial or ethnic diversity on its Executive Leadership Team. The business case for workforce diversity is compelling. McKinsey & Company, found in 2015, and in a larger study in 2017 that highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. ISS Analytics examined companies where the CEO had a tenure of at least three years, and found companies that …
IPG Photonics – Executive Leadership Diversity (2020)
WHEREAS: We believe that diversity, inclusive of gender and race, are critical attributes of a well-functioning executive team and necessary to meaningfully drive diversity throughout an organization. Currently, IPG Photonics management team has no woman and an undeterminable number of people of color. The business case for workforce diversity is compelling. McKinsey & Company, found in 2015, and in a larger 2017 study that highly diverse executive teams had higher returns on equity and earnings performance than those with low diversity. ISS Analytics examined companies where the CEO had a tenure of at least three years and found companies that …
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