2023’s AIM 100 cohort included over twenty new entrants, reflecting some of the economic turbulence of the last couple of years. AIM 100 constituents are an extremely diverse and dynamic set of businesses working across many sectors, where differences in size and experience also contribute to variations in C-Suite salaries.
As the turbulence of 2022 continued into 2023, public markets were rocked, and the Alternative Investment Market (AIM) was heavily affected.
The latest AIM 100 Directors’ Remuneration Report reveals a stark contrast to last year, where hefty bonuses and strong growth in C-suite remuneration packages were seen in the bounce back following the pandemic.
This year's report reveals a considerable slow-down in C-Suite salary growth and mixed growth in overall remuneration packages – has global volatility affected the pay for AIM executives?
BDO’s Strategic Reward Advisory team have an Employee Value Optimiser (EVO) tool.
The EVO tool is a people dashboard which uses evidence-based HR to understand the connection between people and business outcomes. The tool views the people dimension via four lenses: Workforce; Reward; ED&I; and Performance.
When setting pay for its Senior Management team, Remuneration Committees are required to consider pay and conditions across the breadth of the workforce. The EVO tool enables this to happen in a straightforward, consistent, and easy to read (and understand) fashion. It also enables Remuneration Committees to observe changing trends over time and to make decisions supported by data that everyone recognises.