Center Survey: Adventures in Global Equity
A quarter of global Center members are considering modifying their worldwide LTI strategy, according to our updated survey on equity practices outside the US. 72 members who issue equity outside the U.S. completed the survey – see the highlights below.
Types of Equity Awarded Outside the U.S.
Restricted Stock Units: Nearly all companies offer time-based, full value awards (99%)
Performance Awards: Almost nearly as many companies issue PSUs outside the U.S. (92%)
Stock Options: Used by 44% of companies.
Common Vesting Schedules
RSUs: The most common vesting schedule is 3-year annual vesting (55%).
PSUs: The most common vesting is a 3-year period with no service requirement (92%).
Stock Options: 54% vest over a 3-year period, while 27% use a 4-year schedule.
LTI Eligibility Outside the U.S.
Global eligibility includes directors and above, but only 35% extend to mid-level management.
18% define eligibility by specific role or by high potential designation.
LTI Target Setting
85% of respondents said targets are set in U.S. dollars across all regions, and generally based on grade or level.
68% use fixed dollar/currency amounts while 25% set as a percentage of base salary.
Grant Sizes for Non-U.S. Markets
Over half of companies adjust grant sizes outside the US – of these, two-thirds adjust based on regional pay practices rather than job bands, relative wages, or COLA.
Possible Changes for 2026
A quarter of companies plan to make changes in the near future, including paying high-inflation companies in USD or switching to USD targets for all regions, expanding equity grants (including PSUs) further in the organization, and adjusting targets to align with market.
Thank you to everyone who participated! If you have any questions, or would like to request a survey, don’t hesitate to reach out to Megan Wolf at [email protected].
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Authors: Ani Huang
Ani Huang
Senior Executive Vice President, Chief Content Officer, HR Policy Association
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