Among airlines, SkyWest and JetBlue have smallest pay gap between highest and lowest earners
rankings
SkyWest
income inequalityeconomic impact
1/10
JetBlue
income inequalityeconomic impact
2/10
Frontier Airlines
income inequalityeconomic impact
3/10
Alaska Airlines
income inequalityeconomic impact
4/10
Spirit Airlines
income inequalityeconomic impact
5/10
Southwest Airlines
income inequalityeconomic impact
6/10
American Airlines
income inequalityeconomic impact
7/10
Allegiant Airlines
income inequalityeconomic impact
8/10
Delta Air Lines
income inequalityeconomic impact
9/10
United Airlines
income inequalityeconomic impact
10/10
report summary
about this industry
Income Inequality Methodology
In the United States, publicly-traded corporations are required to report compensation figures to the Securities and Exchange Commission (SEC). At a minimum, these SEC filings include the 5 largest compensation packages in a given year. This data is typically reported at a corporation’s fiscal year end. There is no requirement to publish corporate minimum wages or equivalent compensation packages. Spendwell will make a good faith effort to identify and publicly confirm corporate minimum wages and when identified, will apply them to this income equality comparison, provided those corporate minimums have or had gone into effect for the years included in this ranking. Published corporate minimums that do not include the value of compensation beyond an hourly figure will be calculated based on the hourly figure alone. In lieu of a published corporate minimum compensation package, Spendwell uses a compensation package equivalent to US federal minimum wage earnings over a yearly period.
Corporations with a smaller gap between their most-compensated employee and their least-compensated employee rank higher than companies with larger gaps. In order to account for fluctuations in compensation and employee turnover, Spendwell reports on the last 6 available years of compensation reporting. In most instances, this includes the six years through the end of fiscal year 2020 - which for most companies was reported sometime during 2021. Currently, Spendwell is reporting only data pertaining to the 20 largest compensation packages reported over these 6 years, comparing this data to published corporate minimum compensation for employees and contractors, where available. As noted, a compensation package based on the US federal minimum wage will be used in absence of a published corporate minimum wage or compensation package. If a corporation's published corporate minimum wage does not specifically include all contractors working for a corporation in any capacity, a compensation package based on the US federal minimum wage for comparison to most well paid executive.
In some reporting instances, Spendwell’s rankings will include private corporations with no current compensation figures publicly 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.
Income Inequality Methodology
In the United States, publicly-traded corporations are required to report compensation figures to the Securities and Exchange Commission (SEC). At a minimum, these SEC filings include the 5 largest compensation packages in a given year. This data is typically reported at a corporation’s fiscal year end. There is no requirement to publish corporate minimum wages or equivalent compensation packages. Spendwell will make a good faith effort to identify and publicly confirm corporate minimum wages and when identified, will apply them to this income equality comparison, provided those corporate minimums have or had gone into effect for the years included in this ranking. Published corporate minimums that do not include the value of compensation beyond an hourly figure will be calculated based on the hourly figure alone. In lieu of a published corporate minimum compensation package, Spendwell uses a compensation package equivalent to US federal minimum wage earnings over a yearly period.
Corporations with a smaller gap between their most-compensated employee and their least-compensated employee rank higher than companies with larger gaps. In order to account for fluctuations in compensation and employee turnover, Spendwell reports on the last 6 available years of compensation reporting. In most instances, this includes the six years through the end of fiscal year 2020 - which for most companies was reported sometime during 2021. Currently, Spendwell is reporting only data pertaining to the 20 largest compensation packages reported over these 6 years, comparing this data to published corporate minimum compensation for employees and contractors, where available. As noted, a compensation package based on the US federal minimum wage will be used in absence of a published corporate minimum wage or compensation package. If a corporation's published corporate minimum wage does not specifically include all contractors working for a corporation in any capacity, a compensation package based on the US federal minimum wage for comparison to most well paid executive.
In some reporting instances, Spendwell’s rankings will include private corporations with no current compensation figures publicly 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.