Selma is a social entrepreneur with a mission to stimulate the transition to a circular economy. She is one of the founders and owners of Instock. Instock is a social enterprise focussing on reducing food waste and creating awareness. Around 1/3rd of all food is wasted worldwide, having a huge impact on our resources.
At Instock surplus is turned into delicious meals or products. What began as a pop-up restaurant evolved into a company with multiple restaurants, catering services, two cooking books and various circular products such as beer and granola. Instock is currently expanding ‘InstockMarket’ a sustainable online wholesaler for chefs. So far, over a million kilos of food have been rescued. Instock was founded in 2014 after winning an innovation competition.
Selma studied Political Science at the University College Utrecht and International Management at King’s College London. At Ahold she worked in sustainability, a supermarket store and internal auditing. She lives in Amsterdam with her husband and daughter.
“Executive pay is an important instrument to accelerate the transition to a more sustainable society”
“Executive remuneration is where the rubber hits the road. Reward Value is a think thanks with tangible solutions for our road to long-term value.”
Rens ter Weijde
Rens ter Weijde is the CEO of KIMO, a Dutch firm focused on personalized learning. In addition, Rens is involved as an advisory board member in other companies with a focus on strategy and digitization. In the past, Rens worked as the CEO of Purpose+, a strategy boutique focused on long-term value creation in organizations, where he led global discussions around long-term value, worked with over 80 clients to define purpose-driven strategies, and published two books on the topic.Ter Weijde holds degrees in psychology, business, and artificial intelligence – and believes in the value of continuous learning. He studied Social- and Sport Psychology at the University of Amsterdam and worked with athletes (e.g. Eredivisie, Hoofdklasse Hockey, Cirque du Soleil) before joining McKinsey & Company as a consultant in 2011. While working for Purpose+ in 2015, he joined an executive leadership course at THNK, followed by an executive MBA at Harvard Business School between 2016 and 2017. Between 2018 and 2019, he added degrees in artificial intelligence (e.g. deep learning, reinforcement learning). He is currently enrolled as a CFA L3 candidate.
Aniel, is a seasoned entrepreneur, innovator and global business executive with extensive experience in building teams, products and sales strategies that transform businesses and accelerate growth. Aniel was the Founder and CEO of CGLytics, a leading global ESG SaaS provider for Corporate Governance & Executive Compensation data analytics, which Diligent Corporation acquired in 2018. He served as the CEO of CGLytics and a member of Diligent’s Executive Committee until December 2020, where he built and lead a multi-million-dollar global business focused on data analytics and ESG.He currently serves as a Senior Advisor to Diligent Corporation, sits on the advisory board of ZMH Advisors, a strategic shareholder advisory and engagement firm, the Diligent Institute and invests in early-stage tech companies.
Aniel has worked closely with leading investors, corporate boards, and their advisors. Before CGLytics, he spent 20+ years in the financial services sector and worked with companies such as Barclays, BNP and Hermes Investment Management in the field of ESG, Human Resources, Business transformation and Corporate Development. He is a frequent speaker at industry events and has written and published various white papers, thought leadership content and articles on best-in-class Corporate Governance and Executive Pay practices. He has worked and lived in the US, London, Amsterdam and performed short term assignments in Asia.
Over the years we have seen various initiatives in the market to better align executive pay with long term value creation and shareholder interest. A few examples are the pledge taken by the Business Roundtable in 2019 or investors taking a stronger stand by strengthening their voting guidelines and engagement on executive pay practices or regulatory directives, like SRD II, which became effective a year ago, for creating a more transparent, pay for performance and socially sustainable pay practice. More recently, we have seen companies integrating ESG metrics in their pay plans. In addition, corporations have been amending their executive pay levels in light of the pandemic. However, the 2021 proxy season, demonstrates that there is still a lot of work to be done with aligning pay with all stakeholders interests. We are not seeing material changes to companies’ Ceos compensation packages that have been impacted by the pandemic. This is mainly due to the way the plans are designed and governed.
Reward Value advocates for modernizing executive compensation practices by truly embedding all stakeholders interests in the core of its design
A sustainable reward system stimulates long term value creation for all stakeholders: clients, employees, suppliers, shareholders and the communities in which we live and operate. A sustainable reward system not only creates wealth but also needs to stimulate the creation of well-being for the society at large.
Gilbert Van Hassel
My name is Gilbert Van Hassel I am 64 and married to Viviane. I have three adult children who all live in New York and I have a 1 year old grandson called Theodore. Since September 2016 I am Chairman and CEO of Robeco. Before I was a Member of the Board of ING Insurance and Asset Management and the CEO of ING’s Investment Management business. The first 25 years of my career I spent with JP Morgan in various leadership roles. I spent 1/3 of my professional life in Europe, 1/3 in Asia and 1/3 in the USA. I studied applied economics at UFSIA (University of Antwerp), obtained a MBA from the Catholic University of Louvain and became a MS of Finance at Purdue University (USA).
Nature, diversity, integrity have always been very important to me but I truly became an ESG convert when I joined Robeco. At Robeco we believe that understanding and integrating ESG factors in our investment process in the long run will lead to better risk adjusted returns. We strongly feel that our fiduciary responsibility is not only to create wealth but equally to make sure that we also contribute to well-being.
The covid-19 crisis and the almost inevitably following economic crisis has shone an even bigger light on ESG. To rise above this crisis we will need to move to a sustainable recovery/economy. A world where we take care of our planet, climate and biodiversity. A world where people get equal opportunities and where human rights are respected. And all this with good local, national and corporate governance.
A sustainable economy needs a sustainable reward framework. Not one where we stimulate leaders to optimize the next quarter’s results nor to maximize only shareholder value. A sustainable reward system stimulates long term value creation for all stakeholders: clients, employees, suppliers, shareholders and the communities in which we live and operate. A sustainable reward system not only creates wealth but also needs to stimulate the creation of well-being for the society at large. That is why ESG kpis are important to evaluate the success of leaders. This I truly believe.
Caroline Zegers is a thought leader in the field of Executive Compensation. She advises supervisory and management boards on remuneration, regulations and governance. In recent years, the connection with the sustainability goals has been central in this advice. She assists in designing clear and measurable ESG (Environmental, social and governance) KPI’s. In this way she contributes to a more sustainable business, where financial results as such are no longer sufficient to be rewarded.
For the past 30 years, she has been working for Deloitte , of which 23 years as a partner. High-quality service to clients has always been her priority. Next to being an advisor on executive and equity compensation to large (listed) companies, she took the opportunity within Deloitte to develop the Supervisory Board and Executive Women programs. In that context, she organizes various events, interviews board members and develops high-quality (in-house) courses on themes with great relevance to the Boardroom. Sustainability, including diversity & inclusion, has been a regular topic of discussion there. She brings along a large network of (female) board members and supervisory board members.
In addition to her work with Deloitte, she also holds and has held various (advisory) board positions for example with the Nederlandse Orde van Belastingadviseurs, the Stichting Dress for Success, One Young Word, the Stichting Toezicht Ledenobligaties-vrij FrieslandCampina and Female Ventures.
Caroline graduated cum laude from the University of Leiden and followed a postmaster Executive Coaching at the VU.
Reward Value shows that executive compensation is an important instrument in the hands of the Supervisory Board to drive the behavior of the Board, align it to the strategy and support the culture of the company.
I strongly believe that it is in the best long-term interest of society, companies and their leaders that companies are lead both profitably and sustainably. That requires not only selecting board members and executives with relevant sustainability expertise, but also rewarding and training them appropriately. Reward Value is a premier thought leader in the area of long-term rewards, so I am delighted to help them in any way I can.
Hans Reus is a core member of Russell Reynolds’ Technology Practice and previously co-lead its global Business and Professional Services Practice. As a trusted client advisor, he helps global, European and Dutch clients identify, assess, appoint and retain top-tier executives and non-executives. Hans also co-leads the firm’s activities regarding sustainable leadership, guiding clients as they build growing, profitable businesses in line with the Sustainable Development Goals.
Prior to joining Russell Reynolds Associates, Hans worked for six years with consulting firm McKinsey & Company. He managed strategy, organization, post-merger integration and cost-reduction projects in various industries, including information technology and renewable energy, both in the Netherlands and in Sweden. Previously, Hans worked with technology companies KPN Telecom and Raychem.
Hans received his MSc in electrical engineering from Delft University of Technology in the Netherlands and his MBA from INSEAD, Fontainebleau, in France. He is fluent in Dutch and English and has a working knowledge of French and German.
Bas ter Weel
Bas ter Weel is managing director of SEO Amsterdam Economics and a professor of economics at the University of Amsterdam. He has many years of experience as a scientist, policy researcher, supervisor, and advisor. His expertise lies in the field of labour market dynamics and education, but he has also contributed to the fields of international relations and financial markets regulation. He is based in Amsterdam.
Ter Weel studied Economics at Maastricht University (1993-1998) and obtained his PhD at the same university in 2002. Following this, he spent several years working as a university professor, after which he transferred to the Authority for the Financial Markets (AFM). With the AFM, Ter Weel gained supervisory experience and has worked on research in the field of market abuse and excessive lending. From the end of 2007, he has worked with the CPB Netherlands Bureau for Economic Policy Analysis as Head of International Economy (2007-2010), Head of Labour and Education (2010-2013), and as Deputy Director from 2013 onwards. In the period between 2007 and his appointment with SEO, he was affiliated part-time with Maastricht University; first as a senior researcher, and from 2011 onwards as professor of economics.
In addition to his work with SEO, Ter Weel holds several other positions. To name a few, he is a Crown-appointed member of the Social and Economic Council of the Netherlands (SER), supervisor for the primary school organisation, board member of the Royal Netherlands Economics Association, and co-editor of De Economist. Additionally, he is a research fellow at the Tinbergen Institute, IZA (University of Bonn) and SKOPE (Oxford University).
Reward Value contributes to an evidence-based discussion about performance measurement and remuneration which will benefit both firms, shareholders and society at large.