In 2022, it was estimated that the CEO-to-worker compensation ratio was 344.3 in the United States. This indicates that, on average, CEOs received more than 344 times the annual average salary of production and nonsupervisory workers in the key industry of their firm.

The United States topped the list in 2018 for the country with the highest gap between CEO and worker pay. In that year, for every U.S. dollar an average worker received, the average CEO earned 265 U.S. dollars. India, the United Kingdom, South Africa, and the Netherlands rounded out the top five for countries with the highest CEO to worker pay.

The 99 percent

It is a well-known issue that wages for average workers in the United States have been stagnating. Average hourly earnings for American employees, which have been hovering just below 11 U.S. dollars, have not gone up by much over the past year. The federal minimum wage in the United States has been 2.13 U.S. dollars for tipped workers and 7.25 U.S. dollars for non-tipped workers since 2009 and would be much higher today if minimum wage was adjusted for inflation.

The one percent

The gap between normal workers and CEOs is particularly high in the U.S. The richest CEO in 2018 was Elon Musk, with an annual compensation of about 2.84 billion U.S. dollars. America is also home to the world’s richest man, Jeff Bezos, who is the head of Amazon.com.

In 2020, the CEO of the apparel and footwear company VF Corp received ***** U.S. dollars in compensation for every one dollar received by the company's median worker. This was the highest CEO to worker wage ratio of the year. In comparison, the bank Wells Fargo & Company had a ratio of *** to *.

The statistic shows the opinion of Americans about the pay scale of CEOs in relation to average workers' pay in the United States in 2015. Respondents, who believe in capping CEO pay, would limit CEO pay to 300,000 U.S. dollars if the average worker in a company has an annual income of 50,000 U.S. dollars.

Context

There are two commonly understood ways in which a company is considered public: first, the company’s securities trade on public markets; and second, the company discloses certain business and financial information regularly to the public.

With the COVID-19 pandemic affecting many aspects of the business, a large portion of companies have proceeded with executive compensation adjustments as a response. Corporate boards running America’s largest public firms are giving top executives outsize compensation packages that have grown much faster than the stock market and the pay of typical workers, college graduates, and even the top 0.1%.
Excessive CEO pay is a major contributor to rising inequality that we could safely do away with. CEOs are getting more because of their power to set pay and because so much of their pay (more than 80%) is stock-related, not because they are increasing their productivity or possess specific, high-demand skills. This escalation of CEO compensation, and of executive compensation more generally, has fueled the growth of top 1.0% and top 0.1% incomes, leaving less of the fruits of economic growth for ordinary workers and widening the gap between very high earners and the bottom 90%. The economy would suffer no harm if CEOs were paid less (or were taxed more).

Content

CEO_compensation_top50_2020.csv contains data about the top 50 paid CEOs in 2020. Parameters include: - Total Granted Compensation (TGC) - Total Realized Compensation (TRC) - Total Shareholder Return (TSR) in % - TSR 1YR growth in % - TGC 1YR growth in % - TRC 1YR growth in %

CEO_largestrevenue_highestpaid_2020-21.csv contains data about the CEO & Employee pay at the largest companies by revenue in 2020/2021, as well as the New York Times published 200 highest-paid CEOs in 2020. Parameters include: - CEO Total Compensation - Median Employee Pay - Pay change over previous year - Fiscal Year Revenue - Revenue change over previous year - CEO to Employee Pay Ratio

Acknowledgements

Source: CGLytics and Equilar

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This statistic shows the average annual compensation of CEOs around the world in 2017 by country. In 2017, the average annual income of CEOs in the United States was 14.25 million U.S. dollars which is about 5 million U.S. dollars more than the average annual income of CEOs in Switzerland.

In 2021, the ratio between average CEO compensation and average expenses per employee of CAC40 companies was ***. That means that a CAC40 company CEO earned on average *** times what an average employee at their company earned in 2021, or in other words, an employee had to work an average of *** days to earn what their boss earns in a single day.

The statistic provides information on the pay disparity of CEOs and workers in the United States in 2012, by sector. In 2012, CEOs in accommodation and food services earned *** times the annual income of the average worker in that sector.

Glassdoor Data for U.S. Salary Intelligence, Executive Compensation & HR Strategy Glassdoor Data is one of the most actionable and trusted sources of alternative data for understanding salary benchmarks, executive compensation, and company-level payroll dynamics. This Glassdoor Data product provides granular salary insights across thousands of U.S. companies, based directly on job titles, experience levels, and compensation submissions. Each record includes: • Company name • Job title • Location • Years of experience • Submission count • Total pay • Base and additional pay • Scrape timestamp • Source URL The dataset is designed to offer transparent, real-world compensation intelligence for roles across industries and seniority levels—without relying on external company datasets or third-party matching. Whether you're benchmarking pay levels, building compensation bands, or modeling payroll scenarios, this Glassdoor salary data delivers raw, high-signal insights to support strategic decisions across HR, finance, and analytics teams. This dataset is ideal for compensation strategists, HR teams, financial analysts, and market researchers who require consistent, transparent, and scalable compensation intelligence to support pay benchmarking, cost modeling, or workforce evaluation. Use Cases: What Problems This Glassdoor Data Solves Whether you’re building a salary model, evaluating leadership compensation trends, or enhancing your payroll benchmarking strategy, Canaria’s Glassdoor data replaces assumptions with structured, evidence-based insights. Compensation Benchmarking & Strategy • Benchmark average salary ranges, executive pay, and bonus structures by industry • Understand pay differences by company size, structure, and market positioning • Compare compensation levels across roles, sectors, and seniority levels • Support equitable pay band development and validate DEI-focused compensation initiatives • Track salary progression over time across different industries and geographies Financial Intelligence & Valuation Modeling • Integrate salary and payroll data into operating cost and DCF models • Analyze compensation-to-revenue ratios across public and private companies • Use Glassdoor executive compensation signals to estimate fiscal discipline and growth maturity • Evaluate total labor cost benchmarks across sectors to support investment or M&A models • Support startup valuation modeling using real-world salary and review signals HR Analytics & Payroll Planning • Calibrate compensation plans, equity offers, and incentive structures based on real benchmarks • Align workforce planning with external salary and benefits trends • Compare employee sentiment with compensation ratings to monitor retention risk • Understand compensation differentials across company size brackets and industries • Evaluate which employers attract and retain talent based on pay satisfaction reviews Company Analysis & Leadership Signals • Track CEO and leadership pay benchmarks to evaluate executive strategy alignment • Use Glassdoor scores and review counts to evaluate employee morale and culture • Analyze patterns in rating trends, review frequency, and compensation satisfaction • Compare compensation strategies across different growth stages and business models • Detect early warning signals through declining ratings or increasing negative reviews Who Uses Canaria’s Glassdoor Data? • HR & People Analytics teams refining salary structures • Finance and Operations teams modeling payroll scenarios • Private Equity, VC, and Corporate Strategy teams estimating workforce cost risk • Compensation Consultants benchmarking roles by industry and geography • BI and Research Analysts tracking labor cost trends and employer sentiment • KYC and corporate due diligence workflows integrating public employee reviews Summary Canaria’s Glassdoor Data product delivers verified, structured, and independently sourced salary and compensation intelligence for U.S. companies. With a focus on executive pay, workforce sentiment, and real-world salary benchmarks, it equips HR, finance, and strategy teams with the tools needed to model, analyze, and optimize compensation decisions.

From benchmarking CEO pay to understanding employee satisfaction and cost structures, this dataset supports decision-making across compensation strategy, HR planning, and company evaluation—at scale.

About Canaria Inc. Canaria Inc. is a leader in alternative data, specializing in job market intelligence, LinkedIn company data, Glassdoor salary analytics, and Google Maps location insights. We deliver clean, structured, and enriched datasets at scale using proprietary data scraping pipelines and advanced AI/LLM-based modeling, all backed by human validation. Our platform also includes Google Maps data, providing verified business location intelligence — such as addresses, coordinates, hours, categories, and ratings — which is fully matchable with our company datasets for powerful ...

In 2021, a CAC40 company CEO earned on average 139 times what an average employee at their company earned. The ratio between the remuneration of the CEO of Téléperformance, a call center specialist, and the average remuneration of its employees was 1.706, which means that the group's employees had to work almost five years on average to earn what their boss earned in one day.

Context

[INSEE][1] is the official french institute gathering data of many types around France. It can be demographic (Births, Deaths, Population Density...), Economic (Salary, Firms by activity / size...) and more.
It can be a great help to observe and measure inequality in the french population.

Content

Four files are in the dataset :

• base_etablissement_par_tranche_effectif : give information on the number of firms in every french town, categorized by size , come from [INSEE][2].
  • CODGEO : geographique code for the town (can be joined with code_insee column from "name_geographic_information.csv')
  • LIBGEO : name of the town (in french)
  • REG : region number
  • DEP : depatment number
  • E14TST : total number of firms in the town
  • E14TS0ND : number of unknown or null size firms in the town
  • E14TS1 : number of firms with 1 to 5 employees in the town
  • E14TS6 : number of firms with 6 to 9 employees in the town
  • E14TS10 : number of firms with 10 to 19 employees in the town
  • E14TS20 : number of firms with 20 to 49 employees in the town
  • E14TS50 : number of firms with 50 to 99 employees in the town
  • E14TS100 : number of firms with 100 to 199 employees in the town
  • E14TS200 : number of firms with 200 to 499 employees in the town
  • E14TS500 : number of firms with more than 500 employees in the town

• name_geographic_information : give geographic data on french town (mainly latitude and longitude, but also region / department codes and names )

  • EU_circo : name of the European Union Circonscription
  • code_région : code of the region attached to the town
  • nom_région : name of the region attached to the town
  • chef.lieu_région : name the administrative center around the town
  • numéro_département : code of the department attached to the town
  • nom_département : name of the department attached to the town
  • préfecture : name of the local administrative division around the town
  • numéro_circonscription : number of the circumpscription
  • nom_commune : name of the town
  • codes_postaux : post-codes relative to the town
  • code_insee : unique code for the town
  • latitude : GPS latitude
  • longitude : GPS longitude
  • éloignement : i couldn't manage to figure out what was the meaning of this number

• net_salary_per_town_per_category : salaries around french town per job categories, age and sex

  • CODGEO : unique code of the town
  • LIBGEO : name of the town
  • SNHM14 : mean net salary
  • SNHMC14 : mean net salary per hour for executive
  • SNHMP14 : mean net salary per hour for middle manager
  • SNHME14 : mean net salary per hour for employee
  • SNHMO14 : mean net salary per hour for worker
  • SNHMF14 : mean net salary for women
  • SNHMFC14 : mean net salary per hour for feminin executive
  • SNHMFP14 : mean net salary per hour for feminin middle manager
  • SNHMFE14 : mean net salary per hour for feminin employee
  • SNHMFO14 : mean net salary per hour for feminin worker
  • SNHMH14 : mean net salary for man
  • SNHMHC14 : mean net salary per hour for masculin executive
  • SNHMHP14 : mean net salary per hour for masculin middle manager
  • SNHMHE14 : mean net salary per hour for masculin employee
  • SNHMHO14 : mean net salary per hour for masculin worker
  • SNHM1814 : mean net salary per hour for 18-25 years old
  • SNHM2614 : mean net salary per hour for 26-50 years old
  • SNHM5014 : mean net salary per hour for >50 years old
  • SNHMF1814 : mean net salary per hour for women between 18-25 years old
  • SNHMF2614 : mean net salary per hour for women between 26-50 years old
  • SNHMF5014 : mean net salary per hour for women >50 years old
  • SNHMH1814 : mean net salary per hour for men between 18-25 years old
  • SNHMH2614 : mean net salary per hour for men between 26-50 years old
  • SNHMH5014 : mean net salary per hour for men >50 years old

• population : [demographic][3] information in France per town, age, sex and living mode

  • NIVGEO : geographic level (arrondissement, communes...)
  • CODGEO : unique code for the town
  • LIBGEO : name of the town (might contain some utf-8 errors, this information has better quality name_geographic_information)
  • MOCO : cohabitation mode : [list and meaning available in Data description]
  • AGE80_17 : age category (slice of 5 years) | ex : 0 -> people between 0 and 4 years old
  • SEXE : sex, 1 for men | 2 for women
  • NB : Number of people in the category

• departments.geojson : contains the borders of french departments. From [Gregoire David (github)][4]

These datasets can be merged by : CODGEO = code_insee

Acknowledgements

The entire dataset has been created (and actualized) by INSEE, I just uploaded it on Kaggle after doing some jobs and checks ...

Financial company governance information is data that provides information on the governance of financial companies based on the base date and corporate registration number. This data consists of four operations, each of which includes the following information: 1. Financial company shareholder information: shareholder name, relationship with largest shareholder, type of stock, percentage of shares, etc. 2. CEO information: name of CEO, whether registered executive, whether full-time, job responsibilities, main career, expiration date of term, etc. 3. Executive compensation status: total compensation, average amount, number of people, and notes for registered directors, outside directors, auditors, etc. 4. Executive information: executive name, position, gender, length of service, job responsibilities, career, number of shares held, etc.

Residents of the District of Columbia had the highest personal income per capita in 2023, at ******* U.S. dollars. Mississippi residents, on the other hand, had the lowest personal income per capita, at ****** U.S. dollars. What is personal income? Personal income is the income that a worker receives from all sources, including salary, wages, bonuses, income from self-employment, dividends from investments, and receipts from real estate investments. Because of this, total personal income is different from the average wage, as personal income takes more factors into account than just salary and compensation. Income in the United States Wages and salaries in the United States can vary greatly depending on the profession a person is in, and the rise (or fall) of wages is seen as a key economic indicator as to the financial health of the country’s residents. In recent years, the increasing gap between CEO compensation and the compensation of the average worker has brought the issue of stagnating wages to the forefront of the national conversation.

In January 2023, Apple announced it was going to cut the compensation of CEO Tim Cook by 40 percent over the course of the year, making it decrease from 99.4 million U.S. dollars to 49 million. Cook's pay package skyrocketed to 98.7 million dollars in 2021 – over 1,400 times that of an average Apple employee – in a move that attracted criticism from investors and shareholders alike. This marked a 567 percent surge from Cook's 2020 profit of 14.8 million and turned the Apple chief the fourth highest-paid CEO in the United States.

Compensation curtailed, salary stays the same The drop in Cook's paycheck stems from an adjustment in the CEO's stock award, which will grant him an estimated 40 million dollars in 2023, down from the previous year's value of roughly 83 million. Cook's annual base salary is set to remain unchanged at three million, in addition to a bonus of up to six million. According to Apple, Cook himself recommended the cut after a shareholder vote on his pay package.

In 2024, the average monthly contractual cash earnings of employees in director-level positions in Japan amounted to ***** thousand Japanese yen. The average annual special cash earnings of directors amounted to approximately *** million yen.

In 2024, the difference between average hourly earnings for men and women in the United Kingdom for all workers was 13.1 percent, compared with seven percent for full-time workers, and -3 percent for part-time workers. During the provided time period, the gender pay gap was at its highest in 1997, when it was 27.5 percent for all workers. Compared with 1997, the gender pay gap has fallen by 13.2 percent for all workers, and 9.7 percent for full-time workers. Gender pay gap higher in older age groups Although the gender pay gap among younger age groups was relatively small in 2024, the double-digit pay gap evident in older age groups served to keep the overall gap high. The gender pay gap for workers aged between 18 and 21 for example was -0.5 percent, compared with 12.1percent for people in their 50s. Additionally, the gender pay gap for people aged over 60 has changed little since 1997, falling by just 1.2 percent between 1997 and 2023, compared with a 14.9 percent reduction among workers in their 40s. Positions of power As of 2024, women are unfortunately still relatively underrepresented in leadership positions at Britain’s top businesses. Among FTSE 100 companies, for example, just 9.4 percent of CEOs were female, falling to just 6.1 percent for FTSE 250 companies. Representation was better when it came to FTSE 100 boardrooms, with 44.7 percent of positions at this level being filled by women, compared with 42.6 percent at FTSE 250 companies. In the corridors of political power, the proportion of female MPs was estimated to have reached its highest ever level after the 2024 election at 41 percent, compared with just three percent in 1979.

Between 2020 and 2025, Bernard Arnault's fortune grew by around *** percent, representing the largest growth rate among the ten richest people in France. Out of the top 10, Francois Pinault was the only billionaire who saw his fortune decrease, going from ** billion in 2020 to **** billion in 2025. Record wealth growth for French billionaires In 2023, there were *** billionaires in Europe, among whom 72 in France, and ** in the capital. In 2025, Bernard Arnault was the fifth richest man in the world. According to the Bloomberg Billionaires Index, the luxury magnate, whose group LVMH includes brands such as Louis Vuitton, Givenchy, and Dior, could spend a dollar a second (without increasing his wealth, and in the absence of inflation or deflation) that his fortune would still last him more than five millennia.The second wealthiest woman in the world was French: between 2020 and 2025, the fortune of Françoise Bettencourt Meyers grew almost ** percent. Moreover, in 2021, the top five French family-owned groups listed on the CAC40 received around **** billion euros in dividends, and almost half of these profits went to the Arnault family. CAC40 companies' CEOs seem unaffected by crises The annual remuneration of CAC40 CEOs has reached new heights in 2021. Indeed, while inflation and prices are rising, affecting the most modest households, the average annual remuneration of the CEOs of CAC40 companies has increased by more than two million euros between 2020 and 2021, reaching *** million euros. The best paid CAC40 CEOs that year were those of Dassault Système (**** million euros), Téléperformance (**** million euros), and Stellantis (**** million euros). Conversely, heads of groups in which the French government is a shareholder (Safran, Thalès, Orange) were those whose remuneration was the lowest, although at quite comfortable levels, ranging from two to three million euros per year. A growing gap with employee compensation While CAC40 companies experienced historic profits in 2021 and 2022, spending per employee remains low in many groups, and the ratio between average CEO pay and average spending per employee is increasing. Indeed, in 2021, CEO pay was on average *** times that of an employee, compared to *** in 2020, and *** in 2018. In other words, an employee had to work an average of *** days to earn what their CEO earned in one day. The groups with the lowest spending per employee were Stellantis, Dassault Systemes, and especially Teleperformance: an employee at this company had to work an average of five years to make their CEO's daily salary.

The national minimum wage for federal workers in Nigeria reached ****** Nigerian naira (NGN) in 2024, which equaled about ** U.S. dollars. On July 23, 2024, this minimum wage of ****** NGN was passed into law, increasing from the previous amount of ****** NGN. According to most recent data, the monthly cost of living for an individual in Nigeria amounted to ****** NGN on average, whereas this figure added up to over ******* NGN for a family. Dependency ratio In 2023, the labor dependency ratio in Nigeria was estimated at *** percent, showing no significant change since 2012. This metric represents the proportion of dependents who are either not part of the workforce or are unemployed, in relation to the total employed population. Nigeria's compensation trends and workload statistics In 2023, individuals working in executive management and change roles garnered the highest average annual salary in Nigeria at ****** U.S. dollars. In the same year, the employed workforce in Nigeria contributed to a collective weekly workload exceeding *** billion hours. Two years earlier, the workload was estimated at about *** billion hours.

In 2024, the average salary of a Washington University EMBA graduate three years after graduation was over ******* U.S. dollars. CEIBS graduates could expect the second-highest salary, reaching ******* U.S. dollars the same year. EMBAThe Executive MBA (EMBA) program is a graduate-level business degree program and is primarily designed for executives, managers, and similar business leaders. These programs are usually targeted towards working professionals, often in the middle stages of their career, and are often flexible to allow for part-time attendance while the student still works. An EMBA program allows a student to increase career options and update or add to their existing skill set. The best universities worldwide In the United States, Princeton University was considered one of the best colleges, with graduates earning a median of ******* U.S. dollars after 10 years. According to the Times Higher Education ranking of the best universities worldwide, the University of Oxford in the UK was considered the best.