The total compensation gap, wage gap and benefit gap between workers with and without a disability

Purpose Do female CEOs face a compensation gap? The purpose of this paper is to examine whether gender affects the total compensation of today’s CEOs, and whether it moderates ten factors influencing their total compensation. Design/methodology/approach Taking the 54 female CEOs cited in the US 2014 Fortune’s 1000 report, a matched sample of male CEOs was selected, matched according to the crosstab of age by education and by the sizes of the companies directed by these female CEOs. Findings Using four years’ worth of Fortune reports, between 2013 and 2016, this matched sample indicates that female CEOs are not discriminated against in terms of total compensation. However, eight factors do show a significant effect on total compensation. Using moderation analysis, the present study reveals how gender interacts with company size, sector, membership of outside boards and nature of previous experience. Research limitations/implications This paper addresses an important and under-researched gap, with contradictory findings in the existing literature, by compiling and testing the characteristics of male and female CEOs which are not cited in Fortune 1000 reports. Originality/value Arguably, this is therefore one of the first papers to study gender differences in total compensation among Fortune 1000 CEOs using a matched sample technique, based on a larger number of female CEOs and a larger number of years than any previous research.

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Estimating Pay Gaps for Workers With Disabilities: Implications From Broadening Definitions and Data Sets

Rehabilitation Research Policy and Education ◽

10.1891/2168-6653.28.4.264 ◽

2014 ◽

Vol 28 (4) ◽

pp. 264-290 ◽

Cited By ~ 5

Author(s):

Kevin F. Hallock ◽

Xin Jin ◽

Linda Barrington

Keyword(s):

Survey Data ◽

Data Sets ◽

Full Time ◽

Data Set ◽

Pay Gap ◽

Persons With Disabilities ◽

Total Compensation ◽

Individual Level ◽

Compensation Gap ◽

Definition Of

Purpose:To compare pay gap estimates across 3 different national survey data sets for people with disabilities relative to those without disabilities when pay is measured as wage and salary alone versus a (total compensation) definition that includes an estimate of the value of benefits.Method:Estimates of the cost to the employers of employee benefits at the occupational level from an employer survey data set are matched to individual-level data in each of the 3 data sets. Multiple regression techniques are applied to estimate wage and salary and total compensation gaps between full-time men with and without disabilities.Results:For full-time working men with disabilities (relative to those without disabilities), there is a consistently larger percentage wage and salary gap than percentage total compensation gap and breadth of the definition of pay affects the size of any estimated pay gap. In addition, there are differences in the estimated pay gaps depending on data source and disability measure.Conclusions:Results obtained from a single data set or definition of key variables may not be broadly generalizable. Studies containing such limitations should be interpreted cautiously. Our research further suggests employers looking to hire persons with disabilities or those offering employment placement services should put substantial weight on the non–base pay component of the total compensation package.

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