"Based on our survey, it appears there is some hesitancy to disrupt the talent pool [with geographic-based pay]," said Bill Dixon, managing director at Pearl Meyer.

"The pandemic permanently changed the nature of the employer-employee relationship… [through] expansion of performance-driven incentives and perks to attract talent," said Steve Sullivan, managing director, Pearl Meyer.

“The most notable compensation change coming from the pandemic was the injection of discretion into existing packages,” said Bill Dixon, managing director, Pearl Meyer.

"When we talk with [nonprofit] boards, CEOs, and CFOS ... there's been a common understanding they want the top talent from anywhere, and it's not just limited to other not-for-profit organizations," said Tim Dupuis, vice president, Pearl Meyer.

"It remains to be seen if shareholders will continue to back tying diversity, equity, and inclusion goals to incentive programs if it means executives have significantly less skin in the game regarding companies' long-term financial performance," said Aalap Shah, managing director at Pearl Meyer.