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Radford Newsletter | December 2018

As we near the end of 2018, we take a fresh look at one of the biggest rewards issues of 2018 (and one that will continue to be important): pay equity. Our featured article explores the hard work of complying with equal pay legislation — particularly in California. Next up, we have a pair of articles looking at CEO pay ratio exemptions and new ISS policy updates as you prepare for the 2019 proxy season. Companies thinking of hiring new cyber security talent will want to read highlights of Aon’s 2018 Global Cyber Security Talent Survey. Finally, don’t miss The One Brief article on risks involved in IPO listings. We wish our readers a happy and healthy holiday season, and we look forward to continuing the conversation around rewards in 2019!
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Equal Pay Laws Shine Light on Difficulty of Defining “Equal”

The principles around gender pay equity sound basic: men and women should receive the same amount of pay for equal or similar work. However, when examining the California Fair Pay Act — one of many pieces of equal pay legislation that has swept the globe — it turns out that the implementation of this idea is anything but simple.  
What We Learned from CEO Pay Ratio Exemptions

With the first year of CEO pay ratio disclosures behind us, we take a close look at how the de minimis exemption, which is permitted by the SEC, was used and whether it proved beneficial for companies. 
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ISS has provided clarification regarding several of its compensation-related policies through a supplemental FAQ document. The FAQs address several important compensation policies, summarized here.  
Hiring Tips for the Hottest Cyber Security Jobs 

Aon's 2018 Global Cyber Security Talent Survey sheds light on the latest trends and insights impacting the hiring of cyber security talent around the world. We share highlights of the biggest challenges and opportunities for those looking to attract or retain this in-demand talent pool.
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Despite potential drawbacks, some companies are interested in adopting mandatory holding periods for their ESPP as it gives them the ability to apply a discount for illiquidity to the fair value of the ESPP. We explain how to estimate the fair value for plans with a mandatory holding period.  

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Read the Final Chapter of the Radford Perspectives Report!

In the final chapter of the Radford Perspectives Report, we take a deep dive on the biggest global compensation issues facing companies in Europe today, including equity trends in cross-border listings, setting up new innovation centers and Brexit preparations.

You can catch up on all the previous chapters via the links below:

Global Workforce Trends at Life Sciences Companies as of Q3 2018

We examine hiring plans and turnover rates among life sciences companies in Brazil, China, India, Germany, Russia, the UK and the US. The data shows strong increases in aggressive hiring plans in most key markets, but a downturn in China and Germany.  

More Infographics ►


Hanson Wade LEAP HR Life Sciences West Coast

Radford experts return to Hanson Wade's LEAP HR Life Sciences West event with two presentations: "How to Compete in the Talent War Across Life Sciences" and "What’s Working, What’s Not & What’s Needed to Leverage Talent & Rewards to Drive Engagement, Retention & Performance?".

Date: March 5-6, 2019
Location: San Diego, CA

Register Now

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Looking To List? 3 Key Things You Need To Know About IPOs

While IPOs can provide critical growth capital, they do not come without risks that must be considered in advance, including litigation risks, capitalizing on your intellectual property and retaining the right talent before and after the public offering.

More Insights from Aon ►


About Radford

Radford partners with technology and life sciences companies to reimagine their approach to rewards, empowering them to achieve superior levels of people and business performance. Radford is part of Aon plc (NYSE: AON).
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