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“Women start out with controlled pay equity relative to white men at the individual contributor level, but as they progress up the corporate ladder, the gap widens.

Reported percentage figures are rounded up and therefore the total may be above 100%.

Shudras, who are formally categorized as Other Backward Classes (OBCs), make up 41%-52% of the population, while Schedule Castes make up 17% and Scheduled Tribes 9%.

Media and investors have expressed concerns that the complexity of executive compensation may have become too much of a good thing ( Harvard Business Review 2016; Skapinker 2015), and even experts lament that compensation contracts are now excessively difficult to understand ( Larcker and Tayan 2015), sometimes taking “up 20 pages of corporate proxy statements” ( Kerber 2016).

Of relevance is that organizations are concerned they or their managers are not ready for the uncomfortable questions that might come up or the possibility that they do not have solid explanations for pay differences ( McMullen and Dahle 2023).

Examples include setting unrealistic production goals, forcing overtime or publicly singling out those who cannot keep up with expectations.

When size is defined by revenue, 34% had revenue up to $300 million; 23% had revenue between $300 million and $1 billion; 35% had revenue of $1 billion to $10 billion; and 11% had revenue of more than $10 billion.

Skill-Based Tariff Systems by Sector and Level Workers were categorized into skill levels (grades) ranging from 1 to 6, and in some professions, up to 8.

The figure also highlights that in California and New York, the proportion of listings with a posted salary range went up significantly (19% to 37%, and 21% to 34%, respectively), reflecting a slow adaptation to the transparency law in New York.

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