Susannah Batley

speaker

230 appearances 2 recordings 1 series first heard May 2026 last heard 22 Jul

Susannah Batley’s voice in public audio — every appearance, attributed to the second.

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recordings per month · last 12 months

Recordings per month over the last 12 months — 2 in all, peaking in Jul 2026 with 1.

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Shared Lunch · "Wealth doesn't come from wages” · 22 Jul 2026 podcast

We see in the data that they can genuinely generate long-term wealth through these schemes if there is good upside.

So done right, they can be a great win-win.

Yeah, totally.

I think that it's actually quite a big myth is that, you know, option schemes or share schemes are just for tech.

And that's absolutely not true.

You know, we work with a range of companies, sort of larger corporates and different industries, whether that's energy or telecommunications or other industries over long periods of time.

And often these industries have very long tenure periods.

they can be a really meaningful part of someone's nest egg for retirement.

In New Zealand, we have a tax exempt framework that can work really well for broad-based schemes and have some of the components that Andrew's been talking about, like three-year vesting.

And we see employees that might've worked for 20 years, they've got $1,000 each year in these shares.

And after 20 years with dividends reinvested, it's over $100,000.

Are there any other misconceptions that we tend to see crop up around employee ownership?

I mean, I think sometimes it feels quite binary, sort of, you know, you're either giving shares or you're not.

And I think that the scheme that Andrew talked about, a phantom scheme, is a great example where there are actually lots of different options available.

You know, phantom schemes where you are tracking the share price so employees get the economic benefit of being an owner.

but it's settled in cash rather than shares at the end, that can be a great example.

I also think there is so much flexibility around contributions, whether that's employer contributed, it can be a hybrid of both.

We think that they work really well where there is some element of employer contribution that is broad, even if employees get the option of contributing over and above.

Having some base element where everyone is getting a piece of that pie, a piece of that upside is very, very powerful.

Another point I would add in the data is that there is a lot of appetite for shares.

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