Experian ESG Presentation Deck
Executive Summary
68
Improving Financial Health
Governance - Executive remuneration
Data
Summary
Executive remuneration linked to Group
performance
Long term focus - % of package linked to delivering long term
strategic objectives.
Employees
Pay for performance: balanced incentive structure drives both
short term and sustainable long-term performance. Only
exceptional performance delivers a consummate level of reward.
Shareholder alignment: co-investment feature of CIP further
aligns with shareholder interests.
ā
Talent: the leverage of the combined incentive plans is key to our
ability to compete for top talent in a competitive external market
dominated by some of the world's largest technology companies.
Examples of non-financial metrics taken into consideration in
executive performance review for bonus and LTIPS:
Employee engagement
Diversity and inclusion
Risk including ESG risk
O Experian Public
1. TSR relative to FTSE 100
65%
Supply Chain
Yes
Yes
Yes
80%
Benchmark
EBIT
50%
Adjusted
Benchmark
EPS
Environment
50%
Adjusted
Benchmark
EPS
+
+
+
20%
Revenue
25%
ROCE
Governance
Framework
50%
Cumulative
Benchmark
operating
cash flow
25%
TSR1
Policies & Data tables
Appendix
experian
Annual Bonus
Revenue growth is a key metric for us
and will provide a quality of earnings.
balance to the important profit focus of
Benchmark EBIT.
Co-Investment Plans
The CIP is designed to incentivise cash
discipline while the PSP is designed to
incentivise shareholder returns.
Performance Share Plan
However, growth is the single most
important aspect of our business
strategy and therefore adjusted
Benchmark EPS runs across both
plans.
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