Female CEOs saw ranks dwindle in 2020 as median pay for women chiefs slipped

Most of the women operating the largest US corporations saw their pay enhance final 12 months, even as the pandemic hammered the economic system and lots of of their companies.

Despite these features, nonetheless, the median pay for feminine chief executives truly fell in 2020. Already a small group, they saw a number of high-profile women go away their ranks final 12 months. That means adjustments in pay for only some helped skew the general figures, highlighting simply how sluggish range has been to catch on in Corporate America’s nook places of work.

Of the 342 CEOs in the AP’s and Equilar’s compensation survey of S&P 500 corporations, solely 16 have been women. That’s down from 20 a 12 months earlier, as CEOs like IBM’s Virginia Rometty left their posts. The survey contains solely CEOs who’ve served no less than two full fiscal years at their corporations, in order to keep away from the distortions of huge sign-on bonuses. The corporations should have filed proxy statements between Jan. 1 and April 30.

The majority of feminine CEOs in this year’s survey saw a raise in compensation: 81 p.c of them (13 of 16), versus 60 p.c of all male CEOs in the survey. But Duke Energy CEO Lynn Good saw an almost 3 p.c decline in compensation to $14.3 million. She’s proper in the center of the pay scale among the many survey’s women CEOs, in order that helped set the median pay for them final 12 months at $13.6 million. Median means half made greater than that degree, and half made much less.

Duke Energy CEO Lynn Good saw an almost 3 p.c decline in compensation in 2020, in contrast to lots of her male friends.
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That degree marks a 1.9 p.c drop from the median that those self same feminine CEOs earned a 12 months a earlier than. And it compares with a median of $12.6 million for all male CEOs in this 12 months’s survey, which is 5.2 p.c larger than the median for them from a 12 months earlier. The total median for the survey was $12.7 million.

While the variety of women in the survey dropped final 12 months, consultants say change is occurring, simply very slowly as corporations have didn’t correctly acknowledge and put together extra women for the function.

“It’s a slow process,” stated Lorraine Hariton, President & CEO of Catalyst, a nonprofit that goals to advance women in the office. “But the reasons are we are still dealing with cultures embedded with unconscious bias and building the pipeline of women CEOs takes time.”

Lisa Su, CEO of chipmaker Advanced Micro Devices, topped the record with a compensation bundle value $27.1 million. That included a base wage of simply over $1 million, a money bonus value $2.5 million and inventory and choice awards value practically $23.5 million. AMD’s inventory practically doubled in 2020 after being the top-performing inventory in the S&P 500 the prior two years.

A 12 months in the past, Su was the best paid CEO in the Equilar evaluation, man or lady, with a pay bundle value $58.5 million, largely on account of inventory grants value $53.2 million.

GM CEO Mary Barra, whose compensation bundle of $23.2 million has her ranked second amongst women serving as CEOs.
AP

General Motors CEO Mary Bara ranked second amongst women with a compensation bundle value $23.2 million. And Northrop Grumman’s CEO Kathy Warden was third with pay valued at $19.7 million.

Overall, many CEOs took a reduce in wage final 12 months due to the pandemic, however bought extra in inventory awards and different compensation. Pay for feminine CEOs largely adopted an identical sample however due to the small pattern dimension it’s troublesome to attract conclusions as anybody minor adjustment can skew the outcomes.

There are some indicators of change, with extra women in prime administration. JPMorgan Chase not too long ago placed two women in roles where they could potentially succeed CEO Jamie Dimon. And govt recruiting companies say they see elevated curiosity from corporations, significantly as analysis reveals that having a extra numerous firm results in higher outcomes.

“It’s just good business,” stated Jane Stevenson, vice chair at organizational consulting agency Korn Ferry. “It’s no longer a ‘Should more women be in business?’ More diverse pipelines produce better outcomes. As more businesses prove it can be done over time, then positive peer pressure kicks in.”

Don Lowman, senior consumer accomplice at Korn Ferry, expects the evolution will proceed as properly as new management with totally different attitudes and views assist form corporations shifting ahead. Lowman and Stevenson stated that is true not simply for women however for leaders of various races as properly. The govt suite has lengthy been dominated by white males.

“This is a law of supply and demand,” Stevenson stated. “We have the demand side cultivated (in the boardroom), but now we need the supply side to be cultivated.”

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