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Among airlines, SkyWest and JetBlue have smallest pay gap between highest and lowest earners

This a 2022 report. It is the most current income inequality report for US airlines available on Spendwell.

rankings

MORE INFO
Corporations with smaller gaps between their highest and lowest paid employees rank higher.
better choice

SkyWest

income inequality
economic impact
In fiscal year 2019, SkyWest paid Russell Childs, the company's CEO and President, $3,611,011.00 in total compensation.

1/10

JetBlue

income inequality
economic impact
In fiscal year 2019, JetBlue paid Robin Hayes, the company's Chief Executive Officer, $3,955,523.00 in total compensation.

2/10

Frontier Airlines

income inequality
economic impact
In fiscal year 2019, Frontier Airlines paid Barry Biffle, the company's President and CEO, $4,496,906.00 in total compensation.

3/10

Alaska Airlines

income inequality
economic impact
In fiscal year 2020, Alaska Airlines paid Bradley D. Tilden, the company's CEO Alaska, $6,077,957.00 in total compensation.

4/10

Spirit Airlines

income inequality
economic impact
In fiscal year 2016, Spirit Airlines paid Robert L. Fornaro, the company's Chief Executive Officer, $7,172,512.00 in total compensation.

5/10

Southwest Airlines

income inequality
economic impact
In fiscal year 2020, Southwest Airlines paid Gary C. Kelly, the company's Chairman of the Board and Chief Executive Officer, $9,235,103.00 in total compensation.

6/10

American Airlines

income inequality
economic impact
In fiscal year 2017, American Airlines paid Doug Parker, the company's Chairman and Chief Executive Officer, $12,175,486.00 in total compensation.

7/10

Allegiant Airlines

income inequality
economic impact
In fiscal year 2019, Allegiant Airlines paid John Redmond, the company's President, $15,184,531.00 in total compensation.

8/10

Delta Air Lines

income inequality
economic impact
In fiscal year 2019, Delta Air Lines paid Edward H. Bastian, the company's Chief Executive Officer, $17,325,379.00 in total compensation.

9/10

United Airlines

income inequality
economic impact
In fiscal year 2016, United Airlines paid Oscar Munoz, the company's Chief Executive, Officer, $18,720,548.00 in total compensation.

10/10

worse choice

report summary

The 10 major US-based airline companies paid their highest compensated executive about 650 times what they paid their lowest paid employee or contractor, on average over the last 6 years. Skywest had the lowest income inequality paying its highest earner just 165 times its lowest paid employee or contractor. The airline with the widest income gap, United Airlines, paid its highest earner in the last 6 years 856 its lowest paid employee or contractor.

about this industry

Companies offering commercial air travel to the general public through tickets.
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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:

SEC EDGAR SEARCH

Search for a company by name to view its filed DEF 14A reports.

[All methodologies are in beta. They can and many will be revised before final release and updates will be likely for many even after final release.]
[beta*]

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:

SEC EDGAR SEARCH

Search for a company by name to view its filed DEF 14A reports.

[*All methodologies are in beta. They can and many will be revised before final release and updates will be likely for many even after final release.]

Ranking



rankings

MORE INFO
Corporations with smaller gaps between their highest and lowest paid employees rank higher.
better choice

SkyWest

income inequality
economic impact
In fiscal year 2019, SkyWest paid Russell Childs, the company's CEO and President, $3,611,011.00 in total compensation.

1/10

JetBlue

income inequality
economic impact
In fiscal year 2019, JetBlue paid Robin Hayes, the company's Chief Executive Officer, $3,955,523.00 in total compensation.

2/10

Frontier Airlines

income inequality
economic impact
In fiscal year 2019, Frontier Airlines paid Barry Biffle, the company's President and CEO, $4,496,906.00 in total compensation.

3/10

Alaska Airlines

income inequality
economic impact
In fiscal year 2020, Alaska Airlines paid Bradley D. Tilden, the company's CEO Alaska, $6,077,957.00 in total compensation.

4/10

Spirit Airlines

income inequality
economic impact
In fiscal year 2016, Spirit Airlines paid Robert L. Fornaro, the company's Chief Executive Officer, $7,172,512.00 in total compensation.

5/10

Southwest Airlines

income inequality
economic impact
In fiscal year 2020, Southwest Airlines paid Gary C. Kelly, the company's Chairman of the Board and Chief Executive Officer, $9,235,103.00 in total compensation.

6/10

American Airlines

income inequality
economic impact
In fiscal year 2017, American Airlines paid Doug Parker, the company's Chairman and Chief Executive Officer, $12,175,486.00 in total compensation.

7/10

Allegiant Airlines

income inequality
economic impact
In fiscal year 2019, Allegiant Airlines paid John Redmond, the company's President, $15,184,531.00 in total compensation.

8/10

Delta Air Lines

income inequality
economic impact
In fiscal year 2019, Delta Air Lines paid Edward H. Bastian, the company's Chief Executive Officer, $17,325,379.00 in total compensation.

9/10

United Airlines

income inequality
economic impact
In fiscal year 2016, United Airlines paid Oscar Munoz, the company's Chief Executive, Officer, $18,720,548.00 in total compensation.

10/10

worse choice


This report is based on data collected through 2022-03-07.
Report id: 32--2022-08-10T07:36:10.219Z