How can corporate CEO paychecks be continuing to go gangbusters while the corporations these execs run are — at best — just treading water? Lauren Peek, a partner at Compensation Advisory Partners and a co-author of the firm’s latest CEO pay analysis, has an explanation.

Corporate board compensation committees, Peek observes, want to keep their top execs adequately incentivized. These board panels simply cannot bear the sight of their CEOs getting down in the dumps. So what do these panels do? They exclude from their final CEO pay decisions any negative economic factors that CEOs can’t directly determine. But these same corporate panels never take into account unexpected positive economic factors that their CEOs had no hand in creating.

Heads CEOs win, in other words, tails they never lose.

Among those winners: Disney chief exec Robert Iger. His 2024 total pay jumped to $41 million, up nearly $10 million from his 2023 compensation. Disney’s total shareholder return, over that same year, didn’t even reach halfway up the total return that Disney’s peer companies recorded.

Disney hardly rates as an outlier among the 50 major publicly traded corporations that the recently released Compensation Advisory Partners report puts under the microscope. The median revenue growth of these 50 firms dropped to 1.6 percent in 2024, less than half their 2023 rate. Their earnings remained virtually flat as well. But their CEO compensation climbed an average 9 percent.

“With financial performance largely flat across these early Fortune 500 filers,” notes an HR Grapevine analysis of the Compensation Advisory Partners findings, “board-level decisions to maintain or raise executive bonuses may prompt further scrutiny from investors and stakeholders alike.”

“For ‘shop-floor’ employees,” adds the HR Grapevine, “news of CEO wage hikes despite average financial performances will undoubtedly prompt a good deal of rumination about their own levels of compensation.”

Equilar, an information services firm specializing in corporate pay, has also been busy analyzing the latest trends in CEO remuneration. Equilar’s latest look at corner-office compensation has found that median CEO pay within the corporations that make up the Equilar 500 jumped up from $12 million in 2020 to $16.5 million last year.

CEO-worker pay gaps have increased even more significantly. At the median Equilar 500 corporation, CEOs pocketed 186.5 times the pay of their most typical workers in 2020 and 306 times that pay in 2024. At America’s larger corporations — those companies sitting at the 75th percentile of the Equilar 500 — CEOs made 307.5 times their typical worker pay in 2020 and last year collected 527 times more.

A key driver of this ever-widening CEO-worker pay gap? The sinking compensation going to typical corporate workers, as Equilar’s Joyce Chen concluded last week in an analysis for the Harvard Law School Forum on Corporate Governance. These median workers took home $66,321 in 2020, but just $57,299 last year.

But top execs aren’t just shortchanging workers at pay-time. They’re also pressuring those workers to squeeze and defraud clients and customers at every opportunity, as former Wells Fargo bank manager and investigator Kieran Cuadras has just vividly detailed.

Nearly a decade ago, Cuadras relates, a mammoth phony accounts scandal at Wells Fargo led to fines totaling $20 million against the bank’s then-CEO John Stumpf. But those fines, she points out, hardly made a dent in the estimated $130 million that Stumpf “walked away with in compensation when he resigned.”

Wells Fargo’s current CEO, Charles Scharf, appears to be doing his best to follow in Stumpf’s footsteps. Scharf’s gutted risk and complaint departments are cutting corners “to create the illusion of fewer complaints.” The reality: Those departments are closing complaint cases prematurely. In 2024, these and other sneaky moves helped Scharf pocket a sweet $31.2 million .

Our nation’s political leaders, says Wells Fargo employee and customer advocate Kieran Cuadras, need “to step up and do something about a CEO pay system that rewards executives with obscenely large paychecks for practices that harm workers and the broader economy.”

Where to start that stepping up? Lawmakers ought to be levying new taxes on corporations “with huge gaps between their CEO and worker pay,” Cuadras posits, and increasing an already existing tax on stock buybacks.

Moves like these, she astutely sums up, “would encourage companies to focus on long-term prosperity and stability rather than simply making wealthy executives and shareholders even richer.”