I can start in on that. For public companies we do have new executive compensation disclosure rules. They came into force at the tail end of last year, so pretty much everybody but the banks--who have year-ends in October--who have year-ends on December 31 have now reported out for one year. There's a box for salaries, a box for bonuses. They've tried to make sure that in one table, the compensation summary table, everything's in there, and they have to total it. They have to give the grand total figure.
I can say from reading through the new disclosure by the composite issuers—and these are the companies that should do the best job—some of them are simply terrible. You get three or four pages of metrics, what purports to be performance criteria for the incentive pay, and then there seems to be some magic wand that's waved and you get this number. They don't tie together. It's a bit of a smokescreen.
Some companies, on the other hand, are doing a really good job with their compensation disclosure. So we're on our way with at least disclosure. That's why we at SHARE and our clients want to see an advisory vote on the pay. Once a company brings to us some information we can actually get through and make sense of, let's have a vote on that. I think we're getting somewhere with compensation, although it still remains a huge issue, and I know the CCGG has its concerns about director compensation, which the say on pay doesn't touch.