JetBlue only major US airline achieving pay equity for executive women
rankings
JetBlue
diversity pay gap*genderhuman impact
1/10
Southwest Airlines
diversity pay gap*genderhuman impact
2/10
American Airlines
diversity pay gap*genderhuman impact
3/10
United Airlines
diversity pay gap*genderhuman impact
4/10
Delta Air Lines
diversity pay gap*genderhuman impact
5/10(tied)
Alaska Airlines
diversity pay gap*genderhuman impact
5/10(tied)
SkyWest
diversity pay gap*genderhuman impact
5/10(tied)
Spirit Airlines
diversity pay gap*genderhuman impact
5/10(tied)
Allegiant Airlines
diversity pay gap*genderhuman impact
5/10(tied)
Frontier Airlines
diversity pay gap*genderhuman impact
5/10(tied)
report summary
about this industry
Diversity Pay Gap Methodology
In the United States, a publicly traded corporation is required to annually report the total compensation packages of its highest-paid earners. At a minimum, a corporation reports the compensation packages of its 5 most well-paid executives. These reported compensation packages serve as an easily assessed data point by which corporations can be compared to one another specific to the pay gaps between historically underrepresented and historically well-represented groups. This Spendwell ranking is predicated on the values-based statement that a corporation should pay its historically underrepresented employees on par with their historically well-represented peers.
This initial diversity pay gap ranking includes only gender considerations. Gender is currently the only facet of diversity Spendwell can measure without significant risk of misrepresenting individual identities. This is because publicly accessible texts about executives use pronouns. In the future, other important facets of identity will be included in these rankings. When personal identifiers can be ethically sourced, these future facets will likely include additional underrepresented groups specific to race, ethnicity, national origin, LGBTQ+ identity and disability status.
Companies with a smaller gap between averaged, historically well-represented executive compensation and averaged, historically underrepresented executive compensation, rank higher than companies with larger gaps. In order to account for fluctuations in compensation and employee turnover, Spendwell reports on the last 5 available years of compensation reporting. This means Spendwell is currently reporting data pertaining to the top 20 compensation packages reported over the last 6 available years. In most instances, this includes the six years through the end of fiscal year 2020 - which for most companies was reported sometime during 2021.
Spendwell’s current diversity pay gap ranking looks at 2 data points derived from the reported compensation data of a corporation’s most well-paid executives: average pay and gender (determined indirectly through pronouns used in various written reports about executives). This data reveals the average compensation of executive men and women, which is then compared as described above. Women in this instance, being the historically underrepresented group in this specific comparative pairing.
In some reporting instances, Spendwell’s rankings will include private corporations with no current compensation figures publicly available, nor are the names and titles of the company's most well-compensated employees available. These corporations might be included in a report, but will be listed as not ranked unless they have voluntarily published necessary information and Spendwell has been made aware of its publication. All ranked corporations are ranked based on the previously mentioned data reported to the SEC through end-of-year or annual reports, which can be accessed through the SEC’s Edgar search tool here:
Search for a company by name to view its filed DEF 14A reports.
Diversity Pay Gap Methodology
In the United States, a publicly traded corporation is required to annually report the total compensation packages of its highest-paid earners. At a minimum, a corporation reports the compensation packages of its 5 most well-paid executives. These reported compensation packages serve as an easily assessed data point by which corporations can be compared to one another specific to the pay gaps between historically underrepresented and historically well-represented groups. This Spendwell ranking is predicated on the values-based statement that a corporation should pay its historically underrepresented employees on par with their historically well-represented peers.
This initial diversity pay gap ranking includes only gender considerations. Gender is currently the only facet of diversity Spendwell can measure without significant risk of misrepresenting individual identities. This is because publicly accessible texts about executives use pronouns. In the future, other important facets of identity will be included in these rankings. When personal identifiers can be ethically sourced, these future facets will likely include additional underrepresented groups specific to race, ethnicity, national origin, LGBTQ+ identity and disability status.
Companies with a smaller gap between averaged, historically well-represented executive compensation and averaged, historically underrepresented executive compensation, rank higher than companies with larger gaps. In order to account for fluctuations in compensation and employee turnover, Spendwell reports on the last 5 available years of compensation reporting. This means Spendwell is currently reporting data pertaining to the top 20 compensation packages reported over the last 6 available years. In most instances, this includes the six years through the end of fiscal year 2020 - which for most companies was reported sometime during 2021.
Spendwell’s current diversity pay gap ranking looks at 2 data points derived from the reported compensation data of a corporation’s most well-paid executives: average pay and gender (determined indirectly through pronouns used in various written reports about executives). This data reveals the average compensation of executive men and women, which is then compared as described above. Women in this instance, being the historically underrepresented group in this specific comparative pairing.
In some reporting instances, Spendwell’s rankings will include private corporations with no current compensation figures publicly available, nor are the names and titles of the company's most well-compensated employees available. These corporations might be included in a report, but will be listed as not ranked unless they have voluntarily published necessary information and Spendwell has been made aware of its publication. All ranked corporations are ranked based on the previously mentioned data reported to the SEC through end-of-year or annual reports, which can be accessed through the SEC’s Edgar search tool here:
Search for a company by name to view its filed DEF 14A reports.