Creating an Informal Network of Employee Ownership Consultants to Help in Countries with Emerging Economies
As you know, we have long celebrated the power and potential of employee ownership to transform businesses and communities. From enhancing productivity to fostering a sense of belonging and mutual success, the benefits are immense. Today, we want to invite you to be a part of an exciting new initiative: starting an informal network dedicated to developing employee ownership in countries with emerging economies through volunteers who live in other countries.
Why Employee Ownership in Countries with Emerging Economies?
In countries with emerging economies, the entrepreneurial spirit is alive and well, but resources and opportunities can often be limited. By enabling employees to be responsible and have ownership stakes in their businesses, we can cultivate an environment where everyone has a vested interest in the companies’ success, leading to improved outcomes for all.
Our Vision: A Simple, Effective Approach
The concept behind our proposed informal network is straightforward: we aim to connect individuals and organizations in countries with emerging economies with those from outside their countries who are interested in consulting as volunteers on employee ownership.
How You Can Get Involved?
We invite you to join us in this mission by sharing your expertise, experiences, and enthusiasm. Our informal network will act as a conduit, linking
The Oxford Symposium on Employee Ownership 2023
I’ve just returned after attending the Oxford Symposium on Employee Ownership and wanted to share my experiences of the event. This is the second year that the Symposium has taken place. Organised by Graeme Nuttall OBE and Professor John Hoffmire, the aim is to bring together individuals and organisations active in employee ownership from across the world to share ideas and learning. The number of nations represented was impressive: there were at least 20 countries attending including Australia, Japan, Denmark, Slovenia, Canada and the US.
It was fascinating to hear the different environments in operation. Canada has recently passed legislation to introduce a form of Employee Ownership Trust (EOT), but their model will not benefit from the same tax advantages as we do in the UK. Australia has had one company adopt the EOT, which has generated some interest, but no tax incentives, and little progress. Many countries do have wide adoption of share schemes, particularly within their larger businesses, but these are often viewed as a form of remuneration rather than as an ownership stake for employees.
Some countries do use this direct shareholding model where employees buy shares in their companies as employee ownership. The Employee Stock Option Plan (ESOP)