ESG in incentives

WHAT YOU GET… ESG metrics in incentives is now common. But too often on a “Bolt-On” basis to the current incentive structure. Many investors encourage this a few expect and demand it. 2022 IA Remuneration Guidance says explain disclosure is needed if ESG is in company strategy – but not in executive compensation. The Harvard …

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Investment Firm success depends vitally on talented investment managers delivering strong and consistent investment results. Good investment results are the observed returns, but also delivered over the right timeframe inside the defined risk profile. Both risk and return are important. Investment results are more impressive when they are delivered consistently over time. In other words, …


Alliance & ventures

But a step change in growth profile is often needed. Buying growth is one choice. The M&A path is well trodden. Company growth is needed to replace sales and profit attrition. Incremental growth is ever present from sales and marketing, product and process innovation and R&D. Building future growth is the other choice. That entails …

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While ESG factors and incentives are much discussed; we should not lose sight of delivered profit.  Current year max profit does not mean max shareholder value; but profit remains a vital part of the corporate purpose and health.   The core business profit  is delivered from revenue minus cost. That is a big job and the task …



Investment firm remuneration is regulated by the FCA to help ensure pay and incentives do not promote or reward excessive risk taking. The MIFIDPRU Remuneration Code applies to all performance periods starting on and after 1 January 2022. It requires remuneration arrangements to be proportional to the size of the firm and types of risk …

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Robert Head

Lead Consultant

Robert works with organisations of all types as a reward consultant or interim reward professional providing reward solutions, interim management and consultancy.

Robert is experienced in working across multiple sectors (including public listed, private equity, commercial, financial, non-profit, and charity).

Robert has deep subject matter reward experience in corporate governance, executive reward, remuneration committees, reward strategy, reward policy, annual bonus, long-term incentives, transformation and change, corporate actions, mergers and acquisitions, and restructuring.

Robert is experienced in stakeholder management working closely with Chairs and executive directors including CEOs and CFOs, non-executive director members of remuneration committees, members of executive committees including business unit CEOs/Presidents, senior HR business partners and other line executives, senior management in other organisations, outside specialists and advisers, and investors.

Robert Head Corpgro

Jane Allen

Lead Consultant

Jane has over 30 years of Reward experience within listed multinational organisations and consultancy environments.

Her expertise covers Total Reward (strategy and programmes), benefits & wellness, pensions, executive compensation, Remuneration Committee support, annual and long-term incentives, VCPs (value creation plans), M&As and restructuring.

Jane has successfully established reward teams and best practices for all key reward processes, leading on complex local and international issues across UK and US listed, family owned, and PE backed ownership structures.

She has a keen interest in ESG and how this can be reflected within Executive Pay to align with the long-term sustainability of businesses. 

Jane is a Fellow of the Pensions Management Institute and a Chartered Insurer. She is an independent Trustee for The Economist Pension Plan.

Damian Carnelll

founder director

CORPGRO is a reward consultancy specialising in executive incentives particularly those connected with growth; and ESG.

Damian has extensive experience advising leading companies on all aspects of executive compensation and equity plans. He was previously with Willis Towers Watson, Aon, and Ernst and Young. 

Damian’s extensive experience in executive compensation and equity plans means he is fully familiar with Corporate Governance norms, institutional shareholder views and proxy voting both advisory and binding.

Damian Carnell Corpgro