How executive pay parity is redefining women in leadership

International Women’s Day is a reminder that, while progress has been made, there is still work to be done—especially at the executive level. For years, gender equity at this level has been tied to representation, but compensation is the more meaningful signal.

Recent data from the World Economic Forum estimates it will take 123 years for women in North America to reach economic parity. However, new data from ON Partners’ Women’s Report tells a more encouraging story at the top levels of leadership. Across the senior vice president and chief financial officer levels, women are making more than men in similar roles—and in tech, where the playing field has historically titled male, female CTO and CITO executives have ranked among the top earners in placements over the past two years. READ MORE

Measuring CEO Pay-for-Performance: Demonstrating Alignment with Shareholder Outcomes

Demonstrating that executive compensation is meaningfully aligned with company performance and the shareholder experience remains one of the most important, and most debated, issues in U.S. executive pay decision-making and corporate governance in general. While boards, investors, executives, and proxy advisors broadly agree on the principle of “pay for performance,” there is far less agreement on how that alignment should be measured and evaluated in practice.

Two analytical challenges sit at the center of this debate. The first is determining a fair and competitive level of target compensation. The second, and more controversial challenge, is assessing whether the compensation ultimately earned by executives appropriately reflects company performance and shareholder outcomes over time. This Viewpoint focuses on the techniques used to evaluate pay‑for‑performance alignment—an area that remains highly contested. Traditional approaches to this analysis have relied heavily on grant‑date values for stock awards included in the Summary Compensation Table (SCT) pay, which reflect future opportunity rather than realized or realizable pay outcomes. READ MORE

Equipping workers with insights about compensation

Wage information shapes important decisions: what jobs people apply for, whether they negotiate, and whether a particular career path is worth pursuing. But unlike the price of most goods, the price of labor is often hard to find and difficult to interpret—especially for workers who are early in their careers, switching fields, or moving locations.

AI is a new type of labor-market resource. Rather than requiring a worker to search across multiple websites, interpret scattered salary pages, or ask a socially risky question, a model can synthesize wage information and return a benchmark in seconds. Workers are already using ChatGPT this way, sending nearly 3 million messages per day, on average in the US, asking about wages, compensation, or earnings. READ MORE

Rethinking fair pay: Beyond the living wage

Today’s world is one in which transparency and fairness are increasingly expected and championed. At the same time, the conversation around compensation is not only more open, but is being actively rewritten. It’s certainly a hot topic, as 55% of U.S. workers believe their salary is lower than it should be, and only 4% of workers feel truly valued in their role, according to Resume Now.

For HR leaders, the challenge is not simply to keep pace, but to lead both conversation and direction. They must strive to create cultures where every colleague feels valued, acknowledged, respected and empowered to thrive. As Group Director Human Resources at Stahl, I have spent my career at the intersection of economics, business and law, with a singular focus: people. Today, as economic inequality and labour rights dominate global discourse, the question is not just “what is a fair wage?” but “how do we ensure pay truly
reflects impact and contribution?” READ MORE

OC Supervisors Say It’s Illegal to Slash Their Salary Hikes

Orange County Supervisors will not rescind the 25% raise they gave themselves last year despite a scathing grand jury report that called them out for a lack of transparency and urged them to return the money by the end of this month. 

“This decision was not only tone-deaf—it reflected a deeper disconnect from the Board’s duty to serve the public with transparency and fiscal responsibility,” the OC Grand Jury wrote in a report released in December.  READ MORE

10 high-paying careers where women make up the majority of workers—most pay more than $100,000

While progress toward gender parity remains slow, several career paths offer above-average representation of women as well as high pay, according to a report from Resume Genius published Mar. 3.

Resume Genius, an online career platform and resume builder, identified the top 10 careers with high median salaries and projected job growth in which women make up 50% or more of workers, using data from the U.S. Bureau of Labor Statistics. READ MORE

Senators revive bill to claw back executive pay when banks fail

The bipartisan Senate bill would mandate that large bank executives surrender their salaries and bonuses if their bank fails.

Three years after the collapse of Silicon Valley Bank, a bipartisan group of U.S. senators, which includes Sens. Elizabeth Warren (D-Mass.) and Josh Hawley (R-Mo.), reintroduced legislation to “ensure that big bank executives are not allowed to collect massive paychecks and bonuses, disregard prudent risk management, and walk away scot-free if the bank blows up.” The Failed Bank Executives Clawback Act of 2026 would ensure that the Federal Deposit Insurance Corporation has the authority to “hold executives of failed banks financially responsible for some of the costs those failures impose on the rest of the banking system and the economy,” according to a press release. The bill would allow the FDIC to claw back at least part of the compensation bank executives received over the three-year period preceding a bank’s failure. READ MORE

Study reveals how deep blue city's minimum wage law is ravaging key industry

A phased-in minimum wage hike in Los Angeles that will mandate up to $30 per hour for hotel workers, signed into law by mayor Karen Bass, is already causing problems for the hotel industry and putting the squeeze on the working-class demographic that minimum wage laws are purportedly intended to help.

"The bottom line is the city of Los Angeles has forced a wage and benefits package on hotels that is utterly unaffordable at a time when Californians and Americans are laser focused on affordability," Hotel Association of Los Angeles (HALA) President Dr. Jackie Filla told Fox News Digital in an interview this week.  READ MORE

SEC Compensation Recovery Rule: Restatements and Related Clawbacks

SEC Rule 10D-1 – often referred to as the compensation clawback rule - requires public companies to adopt policies to recover excess incentive pay that was paid to current or former executives because it was based on metrics that were later restated. Created under the Dodd-Frank Act, the rule aims to reinforce accountability by requiring the recoupment of bonus or performance-based compensation tied to incorrect results, regardless of whether the error was caused by simple mistakes or misconduct. It applies to both material (“Big R”) and immaterial (“little r”) restatements. READ MORE

Incentive Plan Goal-Setting: How Flexibility May Mitigate Volatility

Economic volatility, market disruptions and unpredictable performance trends have made executive pay design more complex than ever. Compensation committees and HR leaders face the challenge of creating incentive plans that remain motivating, fair and aligned with shareholder interests — all while accounting for uncertainty.

One of the most critical components of this process is incentive plan goal-setting, which becomes particularly difficult when future outcomes are unclear. With goal-setting top of mind now, we explore practical strategies that organizations can adopt to safeguard incentive plans in uncertain times. READ MORE

For Directors, Pay Is Growing Modestly While Board Duties Get Heavier

Median public company director pay rose a modest 3% in 2025, according to the 27th annual Director Compensation ReportOpen in a new tab produced by the National Association of Corporate Directors (NACD) and executive compensation advisory firm Pearl Meyer.

The report analyzed compensation and governance practices at 1,400 public companies across 24 industries. Companies were grouped into five size categories based on revenue: micro ($50 million to $500 million), small ($500 million to $1 billion), medium ($1 billion to $2.5 billion), large ($2.5 billion to $10 billion) and top 200 (the 200 largest companies in the S&P 500 by revenue).  READ MORE