Beth Ferreira
President, Diversified Industrials at DD
Executive
About Beth Ferreira
Beth Ferreira, age 52, is President of Diversified Industrials at DuPont, appointed effective November 1, 2025 following DuPont’s Electronics separation; she joined the company in July 2025 . Prior roles include CEO of IMI Life Technology and Divisional Managing Director of IMI Precision Engineering at IMI plc (2020–2025), Group President roles at Illinois Tool Works (2014–2020), and senior leadership at Belden (2008–2014), with earlier commercial leadership at Ingersoll-Rand; she currently serves on the Board of SKF AB (2023–present) . In Q3 2025, Diversified Industrials saw low-single-digit organic growth within IndustrialsCo, while DuPont raised full‑year earnings guidance for new DuPont—context supportive of execution momentum in Ferreira’s portfolio . DuPont’s executive compensation framework ties short- and long‑term pay to Adjusted EPS, segment revenue, operating EBITDA, free cash flow, Adjusted ROIC, and relative TSR, underscoring compensation alignment with performance outcomes .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| IMI plc | CEO, IMI Life Technology; Divisional Managing Director, IMI Precision Engineering | 2020–2025 | Led portfolio in life tech and precision engineering; multi-year operational leadership |
| Illinois Tool Works (ITW) | Group President, Packaging/Polymers/Fluids platforms | 2014–2020 | Multi-platform leadership across industrial categories |
| Belden | President and senior leadership roles | 2008–2014 | Built commercial and operational experience in connectivity/industrial tech |
| Ingersoll-Rand | Commercial leadership (early career) | n/d | Foundation in commercial operations |
External Roles
| Organization | Role | Years |
|---|---|---|
| SKF AB | Director | 2023–present |
Fixed Compensation
- DuPont’s executive pay mix emphasizes performance-based compensation, with fixed salary benchmarked to role scope, market data, and individual performance .
- 2024 say‑on‑pay support was 82.6%, indicating shareholder endorsement of pay design .
| Pay Component | Design | Key Determinants |
|---|---|---|
| Salary | Fixed cash | Market benchmarks, individual performance, experience |
| Short‑Term Incentive (STIP) | Range 0%–200%; formulaic quarterly target‑setting retained through 2024 | Corporate Adjusted EPS (50%), Segment Organic Revenue (20%), Segment Operating EBITDA (15%), Segment Adjusted Free Cash Flow (15%); Sustainability modifier ±10% |
| Long‑Term Incentives | Majority performance‑based | PSUs (60%) with Adjusted ROIC (50%) + Adjusted Corporate Net Income (50%) and Relative TSR modifier; RSUs (40%) time‑based vesting over 3 years |
Note: Beth Ferreira’s personal base salary and target bonus were not disclosed in public filings. Program features above reflect DuPont’s executive framework.
Performance Compensation
| STIP Metrics (Annual) | Weighting | Measurement | Payout Range | Notes |
|---|---|---|---|---|
| Corporate Adjusted EPS | 50% | Formulaic quarterly targets (maintained in 2024) | 0%–200% | Sustainability modifier can adjust award ±10% |
| Segment Organic Revenue | 20% | Quarterly targets | 0%–200% | Segment presidents vary with segment performance |
| Segment Operating EBITDA | 15% | Quarterly targets | 0%–200% | |
| Segment Adjusted Free Cash Flow | 15% | Quarterly targets | 0%–200% |
| PSU Design (3‑Year) | Weighting | Period | Payout | Modifier |
|---|---|---|---|---|
| Adjusted ROIC | 50% | Jan 1, 2024 – Dec 31, 2026 (avg over period) | 0%–200% | Relative TSR vs S&P 500: 0.75x (<25th), 1.00x (25th–75th), 1.25x (>75th) |
| Adjusted Corporate Net Income | 50% | Discrete yearly targets for 2024, 2025, 2026 | 0%–200% | Same TSR modifier as above |
| Relative TSR (modifier) | n/a | Point‑to‑point over 3 years | ±25% | Cap remains 200% |
| RSU Vesting | Schedule | Notes |
|---|---|---|
| Time‑based RSUs | 3‑year incremental vesting | Supports retention and stock ownership |
Equity Ownership & Alignment
- Stock ownership guidelines: CEO 6x salary; other executive officers 3x salary; retention ratio of 75% of net shares until compliance; as of Dec 31, 2024, NEOs met/exceeded or were within 5‑year compliance window .
- Anti‑hedging and anti‑pledging: Directors/officers prohibited from hedging and pledging/margin use of Company stock .
- Clawback: Policy updated in June 2023 to comply with NYSE/SEC rules and broader misconduct recoupment; applies to cash and equity incentives .
| Ownership/Policy | Requirement | Status/Scope |
|---|---|---|
| Ownership multiple | CEO 6x; Other execs 3x salary | Company‑wide executive policy |
| Retention ratio | 75% of net shares until guideline met | Applies until compliance |
| Hedging/Pledging | Prohibited for directors/officers | Policy across leadership |
| Clawback | NYSE/SEC compliant; misconduct recoupment | Cash and equity incentives |
Beth‑specific ownership totals and pledged shares are not disclosed; Company‑wide policy prohibits pledging.
Employment Terms
- Appointment: Effective Nov 1, 2025 as President of Diversified Industrials; joined DuPont in July 2025 .
- Related‑party/arrangements: No family relationships or Item 404(a) related‑party transactions tied to her appointment; no arrangements/understandings for her appointment .
- Severance framework (Company SESP policy reference; NEO terms): Double‑trigger change‑in‑control required; multiples of salary+target bonus; 12‑month non‑competition and non‑solicitation; release required . For NEOs, multiples shown below; Beth’s specific SESP participation/multiples are not disclosed.
| Trigger | Cash Severance Multiple | Benefits Duration | Notes |
|---|---|---|---|
| Involuntary termination without cause (non‑CIC) | 1.5x salary+target bonus (NEOs other than Breen/Koch); 2.0x for CEO | ~1.5 years of health/dental, financial/tax prep, outplacement | Annual bonus for year of termination at greater of actual or target |
| CIC + termination within 2 years (double trigger) | 2.0x salary+target bonus (NEOs other than Breen/Koch); 3.0x for CEO | ~2 years of health/dental, financial/tax prep, outplacement | 12‑month non‑compete/non‑solicit; release required |
- LTI treatment on separation events: For involuntary termination/divestiture, options/RSUs/PSUs have specified vesting/proration rules (e.g., RSUs auto‑vest/prorate; PSUs prorated and measured over original period) .
Performance & Track Record
| Period/Context | Metric/Outcome | Relevance |
|---|---|---|
| Q3 2025 IndustrialsCo | Diversified Industrials sales up low‑single digits organically; segment operating EBITDA margin 25.9% (flat YoY) | Indicates near‑term growth and margin stability in Ferreira’s portfolio |
| Q3 2025 Company | Net sales +7% YoY; operating EBITDA +6%; raised FY 2025 operating EBITDA guidance to ~$1.6B; announced $2B repurchase and $0.20 dividend | Supportive macro and company execution backdrop |
TSR during her tenure and Beth‑specific revenue/EBITDA targets/payouts are not disclosed.
Compensation Peer Group (for benchmarking)
| Peer Companies (used for 2024 benchmarking) |
|---|
| 3M; AMETEK; Corning; Danaher; Dover; Eaton; Ecolab; Emerson; Fortive; Honeywell; ITW; Johnson Controls; Medtronic; Parker‑Hannifin; Rockwell Automation; RPM; TE Connectivity; Xylem |
Say‑on‑Pay & Shareholder Feedback
| Year | Approval (%) |
|---|---|
| 2024 | 82.6% |
Risk Indicators & Red Flags
- No related‑party transactions or familial relationships disclosed for Ferreira; no appointment arrangements/understandings noted .
- Anti‑hedging and anti‑pledging policies reduce alignment risk; robust clawback coverage mitigates conduct/financial restatement risk .
- Executive severance plan uses double‑trigger CIC and includes restrictive covenants, limiting windfalls and addressing retention/alignment .
Investment Implications
- Compensation alignment: DuPont’s STIP/PSU metrics directly tie pay to Adjusted EPS, segment growth, ROIC, and TSR—expect Ferreira’s incentives to emphasize disciplined growth, cash conversion, and capital efficiency in Diversified Industrials .
- Retention risk: Absence of disclosed Beth‑specific severance terms, but Company‑wide SESP’s double‑trigger CIC, restrictive covenants, and equity proration/vesting mechanics suggest balanced retention and shareholder alignment .
- Trading signals: The anti‑pledging/hedging and ownership requirements reduce forced‑selling risk; lack of disclosed Ferreira Form 4 activity limits near‑term insider‑selling signal assessment; policy-level ownership retention (75% of net shares until guideline) provides ongoing alignment .
- Execution: Early portfolio data show low‑single‑digit organic growth in Diversified Industrials with stable margins amid broader DuPont guidance raise and capital returns—supportive of near‑term confidence while longer‑term track record for Ferreira at DuPont remains to be established .