Based on the September 2026 GuerdonNews®, this episode explores Glass Lewis’ updated benchmark policy for Australia, AI-driven AGM preparation strategies, regulatory advice on consulting conflicts, KMP loan structures, and 2026 CEO turnover trends.

Key Takeaways

· Glass Lewis replaced qualitative ratings with a 0-to-100 Pay-for-Performance quantitative scorecard for ASX 300 CEO remuneration.

· Boards should be prepared for questions at their AGM on the level and structure of executive remuneration, particularly where pay outcomes appear disconnected from company performance.

· Conflicts exist when audit firms give board pay advice while selling higher-fee services to management, warranting stricter rules.

· KMP loans appear in 12% of ASX 100 firms with loan-funded share plans remaining a rare alignment tool.

· ASX 200 CEO appointments surged 27% in H1 2026, with women filling 43% of new roles.

Original Guerdon Associates Articles

· Glass Lewis’ 2026 Benchmark Policy Guidelines – are your CEOs exposed?

· 2026 AGM Board Checklist – is your Board ready?

· Foxes guarding the henhouse?

· Market Practice in the ASX100 for loans to KMPs

· ASX records 27% increase in CEO appointments

Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

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In this episode of the Guerdon Associates podcast, we explore ASX 300 shareholder voting patterns, post-strike performance, pre- and post-AGM board strategies, director election trends, and regulatory and technological shifts in proxy advisory practices.

Key Takeaways

· Voting outcomes on remuneration reports correlate with a company's one-year total shareholder return and return on equity.

· Companies receiving a remuneration strike are statistically more likely to underperform the broader market over the 12 months starting from the date of the AGM.

· Transparent disclosures explaining executive pay and governance decisions may decrease challenging shareholder queries at the AGM.

· Recurring proxy advisor recommendations against director elections correlate with overboarding, poor board diversity, and independence concerns.

· Corporate governance disclosures could be formatted for AI readability as institutional investors transition toward automated screening systems.

Original Guerdon Associates Articles

· Strikes recede while severity increases

· AGM preparation checklist

· Proxy advisor influence to decline?

· High Executive Pay “no” Votes: A 10 point post AGM checklist

· Can investing after a rem report vote strike deliver excess returns?

· Are director elections getting easier?

Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

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Based on the August 2026 GuerdonNews®, this episode explores AI proxy advice, ASX corporate governance updates, nuanced CEO pay trends, IPO remuneration barriers, and startup tax reform.

Key Takeaways

· Glass Lewis asserts that AI will enhance, rather than replace, human judgment in proxy advice provided it relies on verifiable, investor-grade data.

· The ASX Advisory Group on Corporate Governance has commenced an eight-week public consultation on the proposed fifth edition of its Principles and Recommendations.

· Contrary to narratives of systemic upward drift in executive incentives, domestic ASX 100 incentive structures have remained stable, with inflation primarily driven by foreign-domiciled executives.

· While ASX 100 CEOs achieved record median realised pay, long-term analysis reveals that average worker earnings are outpacing CEO fixed pay growth.

· Rigid Australian compliance requirements and inflexible executive remuneration frameworks are contributing to declining local IPO rates by driving companies toward more accommodating overseas exchanges.

· Guerdon Associates submits to the Treasury that the CGT start-up concession should remain accessible to all eligible start-ups and their founders to facilitate broader employee ownership.

Original Guerdon Associates Articles

· Do not fret, Glass Lewis says AI will not be replacing your proxy adviser

· ACSI releases annual review of ASX 200 CEO pay

· CEO Incentive Escalation inflation?

· ASX Advisory Group on Corporate Governance – July Meeting

· Are rigid remuneration frameworks driving Australian companies to overseas exchanges?

· Smarter tax reform can unlock deeper employee ownership

Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

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In this episode of the Guerdon Associates podcast, we explore how behavioural science shapes executive incentive plans, the limitations of using AI for remuneration data, and adjusting frameworks during falling markets.

Key Takeaways

• Effective incentive plans require clear, achievable goals with trackable progress and meaningful rewards to drive executive focus.

• Executives often discount the perceived value of long-term incentives due to time delays and performance risks, which alters their behavioural responses.

• While AI can quickly extract remuneration data, it requires human review to correct potential biases, hallucinations, and contextual errors.

• Boards navigating falling markets should adapt by relying on relative total shareholder return, widening performance ranges, and shifting focus to capital efficiency measures.

Original Guerdon Associates Articles

· Requirements for building an effective incentive plan

· What will improve Long-Term Incentives?

· Can boards rely on AI remuneration advice?

· Executive incentives in a falling market

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Visit our website at guerdonassociates.com.

Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

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Based on the July 2026 Guerdon News, this episode explores long-term incentive valuation, highlighting how omitting dividend entitlements lowers present value. It covers the inverse relationship between dividend yields and growth metrics, OECD findings on proxy advisor conflicts, APRA enforcement actions, and updated governance frameworks.

Key Takeaways

· Failing to include dividend entitlements reduces the present value of a long-term incentive by 27% (four-year LTI, 6% dividend yield).

· Companies distributing higher capital via dividends are statistically less likely to incorporate growth measures in their executive performance hurdles.

· An OECD report indicates that proxy advisors often sell consulting services to the companies they grade, with only 6% of jurisdictions mandating disclosure for these secondary services.

· APRA is investigating Diversa Trustees over a $707,000 executive incentive payment that was made concurrently with a major operational failure, targeting compliance with CPS 511.

· Regulators are adjusting administrative procedures by halving FAR ongoing notification requirements and consolidating five minimum governance expectations into the new CPS 510 standard.

Original Guerdon Associates Articles

· LTI grants: Face Value or Fair Value – getting it right!

· High dividends, low growth? Inside the LTI strategies of the ASX 100

· Paid to Judge, Paid to Fix

· ASX to make it easier for employee equity plan changes?

· APRA’s investigation of Diversa Trustees’ remuneration is a stark warning for Remuneration Committee chairs.

· From box-ticking to board strategy: capitalising on APRA and ASIC’s governance regulation wind-back

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Visit our website at guerdonassociates.com.

Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

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In this episode of the Guerdon Associates podcast, we unpack executive remuneration policies, including STI/LTI vesting trends, target-setting challenges during inflation, equity valuation methods and dividend inclusion impacts across ASX tiers.

Key Takeaways

• Historical vesting data provides board directors with baseline context for incentive evaluation.

• Four structural alternatives enable target-setting during high inflation without penalising management.

• Dividend adjustments ensure accurate like-for-like compensation benchmarking.

• Monte Carlo simulations value market-based equity grants through millions of stock return scenarios.

• Dividend integration in executive plans varies by incentive type and decreases from ASX 20 to ASX 100.

Original Guerdon Associates Articles

· Executive incentives that include dividends with their STI and LTI share rights

· Is an executive’s STI or LTI more likely to vest?

· Performance targets in a high inflation environment

· LTI grants: Face Value or Fair Value?

· Explaining the Monte Carlo Simulation methodology for valuing equity

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Visit our website at guerdonassociates.com.

Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

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In this episode of the Guerdon Associates podcast, we unpack ASX corporate governance updates, Total Shareholder Return (TSR) methodologies, upcoming capital gains tax shifts affecting employee equity schemes, and the board’s responsibility in managing advisor conflicts of interest.

Key Takeaways

• Directors must monitor the mid-July ASX public consultation regarding the eight retained corporate governance principles.
• Boards need to approve and document a strict, replicable Total Shareholder Return (TSR) methodology to guarantee consistent executive vesting outcomes.
• Independent market valuations must be secured before July 1, 2027, to protect legacy equity gains before new capital gains tax rules (including a 30% minimum floor) take effect.
• Remuneration committees should assess the ongoing viability of loan-funded share plans against alternatives, like performance rights, ahead of the June 2027 tax transition.
• Because Australian regulations are less stringent than international standards, boards must proactively use established frameworks to verify consultant independence and manage conflicts.

Original Guerdon Associates Articles

• Consulting firm conflicts of interest difficult to curtail
• Has the Budget cruelled the concessional start-up rules for employee share schemes?
• ASX Advisory Group on Corporate Governance – May Meeting Confirms NO change to the 8 Principles and NO recommendation on director elections
• Will loan-funded share plans go the way of the dodo post-budget?
• Has the board approved a TSR testing methodology?

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Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

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In this episode of the Guerdon Associates podcast, we unpack the numerical shifts currently reshaping executive and board remuneration structures. Designed for RemCo chairs and board directors, this analytical discussion strictly utilises Guerdon Associates' original research to explore four critical market trends.

Key Takeaways

· CFO remuneration increases are currently outpacing CEO pay growth, which is gradually narrowing the overall remuneration gap within the executive team.

· Aggregate non-executive director fees now exceed the fixed remuneration of chief executives in 61 percent of ASX 200 companies.

· International markets such as the US leverage significantly higher short-term variable incentives to attract mobile talent compared to Australia’s predominantly base-salary-heavy frameworks.

· Incoming chief executives accept an average 7.4 percent reduction in fixed pay compared to their predecessors and typically assume leadership during periods of below-average shareholder returns.

Original Guerdon Associates Articles

• Mind the gap – CFO pay gap with CEO pay narrows
• Are shareholder returns worse before AND after a change in CEO?
• ASX 100 CEO remuneration increases below inflation
• Global 2025 GECN Research Project Preliminary Report
• NED fees versus CEO fixed remuneration

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Click HERE to visit our website.

Disclaimer: This podcast is generated by third-party AI based on Guerdon Associates research and articles. The AI draws on Large Language Models (LLMs) for AI generated commentary utilising material prepared by Guerdon Associates. While Guerdon Associates humans curate the podcasts, the firm makes no warrant regarding the AI's interpretation, opinions, or accuracy. This audio does not constitute professional advice. To read our original, human-authored research and articles on which the podcast is based, or to learn about our remuneration advisory services, please visit guerdonassociates.com.

Hosted on Acast. See acast.com/privacy for more information.