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为什么你的工资只涨了1.8%,CEO却是你的近10倍?

为什么你的工资只涨了1.8%,CEO却是你的近10倍?

CHRIS MORRIS 2021年06月01日
CEO薪酬增长幅度甚至略高于疫情之前的水平。

在疫情爆发初期,许多CEO信誓旦旦地表示为了尽量减少裁员,将放弃去年的薪酬。但经济政策研究所(Economic Policy Institute)的最新初步数据显示,去年,CEO平均薪酬上涨了16%。

而普通员工的平均薪酬仅上涨了1.8%。

经济政策研究所在一篇博客中表示:“CEO们在疫情期间主动提出放弃加薪,很大程度上只是象征性的。虽然工资没有上涨,但许多CEO通过股票期权变现和既得股票奖励获得了额外收入,使去年暴露出来的收入不平等进一步加剧。”

CEO薪酬增长幅度略高于疫情之前的水平。2018年至2019年期间,CEO平均薪酬上涨了14%。

疫情期间,股票市场的强劲表现出人意料,这是CEO薪酬增长的主要原因。经济政策研究所的数据显示,CEO薪酬中约四分之三与股票相关。有些公司的董事会进一步采取措施保障了CEO的薪酬。

经济政策研究所在博客中写道:“有些公司‘酌情调整’了薪酬制度,以保护CEO不会因为‘新冠疫情对公司财务业绩的不良影响’而受到波及。当然,公司并没有为基层员工进行这种调整。”

该研究所表示,CEO薪酬的增长幅度并不平均,尤其是在女性CEO当中。另外一项研究发现,虽然美国大公司的大部分女性负责人去年薪酬有所增长,但女性CEO的中位数薪酬实际上下降了1.9%。

美国政策研究所(The Institute for Policy Studies)的报告显示,在中位数薪酬最低的100家标普指数公司中,有51家“为维持高管薪酬调整了公司规定”,并且“高管薪酬提高了29%,增幅远高于其他公司。”

经济政策研究所将于6月发布CEO薪酬报告全文。(财富中文网)

译者:刘进龙

审校:汪皓

在疫情爆发初期,许多CEO信誓旦旦地表示为了尽量减少裁员,将放弃去年的薪酬。但经济政策研究所(Economic Policy Institute)的最新初步数据显示,去年,CEO平均薪酬上涨了16%。

而普通员工的平均薪酬仅上涨了1.8%。

经济政策研究所在一篇博客中表示:“CEO们在疫情期间主动提出放弃加薪,很大程度上只是象征性的。虽然工资没有上涨,但许多CEO通过股票期权变现和既得股票奖励获得了额外收入,使去年暴露出来的收入不平等进一步加剧。”

CEO薪酬增长幅度略高于疫情之前的水平。2018年至2019年期间,CEO平均薪酬上涨了14%。

疫情期间,股票市场的强劲表现出人意料,这是CEO薪酬增长的主要原因。经济政策研究所的数据显示,CEO薪酬中约四分之三与股票相关。有些公司的董事会进一步采取措施保障了CEO的薪酬。

经济政策研究所在博客中写道:“有些公司‘酌情调整’了薪酬制度,以保护CEO不会因为‘新冠疫情对公司财务业绩的不良影响’而受到波及。当然,公司并没有为基层员工进行这种调整。”

该研究所表示,CEO薪酬的增长幅度并不平均,尤其是在女性CEO当中。另外一项研究发现,虽然美国大公司的大部分女性负责人去年薪酬有所增长,但女性CEO的中位数薪酬实际上下降了1.9%。

美国政策研究所(The Institute for Policy Studies)的报告显示,在中位数薪酬最低的100家标普指数公司中,有51家“为维持高管薪酬调整了公司规定”,并且“高管薪酬提高了29%,增幅远高于其他公司。”

经济政策研究所将于6月发布CEO薪酬报告全文。(财富中文网)

译者:刘进龙

审校:汪皓

Many CEOS, at the start of the pandemic, vowed to not take a salary last year to keep layoffs to a minimum. But new preliminary data from the Economic Policy Institute shows that the average CEO’s compensation still jumped 16% last year.

Average worker compensation was up just 1.8%.

“The offer by CEOs to forgo salary increases during the pandemic was largely symbolic,” the EPI said in a blog post. “Salaries were stable, but many CEOs pocketed a windfall by cashing in stock options and obtaining vested stock awards, compounding income inequalities laid bare during the past year.”

The gain was slightly bigger than what CEOs saw pre-pandemic. Between 2018 and 2019, the average compensation was up 14%.

The stock market’s unexpected strength through the health crisis is the primary cause for the increase. Stock-related components comprise roughly three-quarters of CEO compensation, says the EPI. And some were further protected by their company’s board.

“There are also examples of firms making ‘discretionary adjustments’ to their compensation schemes to shield CEOs from ‘the pandemic’s adverse impact on the company’s financial results’,” EPI wrote. “Such adjustments, of course, were not made for rank-and-file workers.”

The growth of CEO compensation was very uneven across firms, notes the Institute—and that was especially true among female CEOs. A separate study found that while most women running big U.S. companies saw pay increases last year, the median pay for female CEOs actually fell 1.9%.

And a report from The Institute for Policy Studies shows that 51 of the 100 S&P firms with the lowest median pay “bent their own rules to pump up executive paychecks” and “provided a 29% boost to executive pay, far more than the other firms.”

The EPI’s full report on CEO compensation is due in June.

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