DexCom Inc. | Report on pay equity disclosure at DexCom Inc.

Status
Filed
AGM date
Previous AGM date
Proposal number
4
Resolution details
Company ticker
DXCM
Lead filer
Individual
Resolution ask
Report on or disclose
ESG theme
  • Governance
Type of vote
Shareholder proposal
Filer type
Shareholder
Company sector
Health Care
Company HQ country
United States
Resolved clause
RESOLVED: Myra K. Young of CorpGov.net requests DexCom, Inc (DexCom) report annually on unadjusted median pay gaps across race and
gender globally and/or by country, where appropriate, including associated policy, reputational, competitive, and operational risks, and risks
related to recruiting and retaining diverse talent. The report should be prepared at reasonable cost, omitting proprietary information, litigation
strategy, and legal compliance information.
Racial/gender pay gaps are the difference between non-minority and minority/male and female median earnings expressed as a percentage of
non-minority/male earnings.
Supporting statement
SUPPORTING STATEMENT: An annual report adequate for investors to assess performance would integrate base, bonus, and equity
compensation to calculate:
? percentage median gender pay gap, globally and/or by country
? percentage median racial/minority/ethnicity pay gap, U.S. and/or by country.
Pay inequities persist across race and gender. They pose substantial risks to companies and society. Black workers' median annual earnings
represent 77% of white wages. Median income for women working full time is 84% of that of men. Intersecting race, Black women earn 76%
and Latina women 63%. At the current rate, women will not reach pay equity until 2059, Black women 2130, and Latina women 2224.
Citigroup estimates closing minority and gender wage gaps 20 years ago could have generated 12 trillion dollars in additional national income.
PwC estimates closing the gender pay gap could boost OECD economies by $2 trillion annually.
Minorities represent 67% of DexCom's workforce and 33% of Executives. Figures for women are 43% and 32%, respectively. Actively managing
pay equity is linked to superior stock performance and return on equity.
Best practice reporting includes both:
1. Unadjusted median pay gaps, assessing equal opportunity to high-paying roles, and
2. Statistically adjusted gaps, assessing whether minorities and non-minorities, men and women, are paid the same for similar roles. Dexcom currently reports neither. Over 50 percent of the largest 100 US companies report statistically adjusted pay gaps. While DexCom reports
diversity data, median pay gaps show, quite literally, how DexCom assigns value to employees through the roles they inhabit and pay they
receive. Median gap reporting also provides a digestible and comparable data point to determine progress over time.
Racial and gender unadjusted median pay gaps are accepted as the valid way of measuring pay inequity by the United States Census Bureau,
Department of Labor, OECD, and International Labor Organization. The United Kingdom and Ireland mandate disclosure of median pay gaps.
An increasing number of companies, including peers Pfizer and Thermo Fisher, disclose unadjusted gaps to address the structural bias women
and minorities face regarding job opportunities and pay.

Filed by James McRitchie on behalf of Myra K. Young

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