Below are all the posts — topics as well as replies — that mention the hashtag #payandequity.
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I'm glad the boys' club is finally getting the reckoning it deserves. This is a win.
This finding is absolutely appalling:
"Neumark studied pay disparities at Nike using data the company provided to Hender’s attorneys during discovery. He concluded Nike had a gender pay gap of more than $11,000 per employee between 2015 and 2019."
Mark Cuban: Solution to income inequality is giving every worker, from CEO to janitor, company stock | Fortune
“I would like to see it so that every single CEO/founder/entrepreneur does what I did, which was to give equity to every single employee," Cuban said.
https://fortune.com/2026/07/20/mark-cuban-income-inequality-company-stock-spacex-ipo-cost-plus-dr-gs/?utm_source=native_share&utm_medium=mobile&utm_campaign=social_share
Here is an executive summary of the July 20, 2026, Fortune article featuring Mark Cuban’s stance on addressing wealth disparity through widespread corporate equity distribution.
### Executive Summary: Mark Cuban’s Blueprint for Equitable Capitalism
Core Thesis
Billionaire investor and entrepreneur Mark Cuban argues that the most effective way to combat growing income inequality is to grant company stock to all employees—from executive leadership down to rank-and-file workers like janitors. Rather than focusing solely on higher wages or aggressive billionaire wealth taxes, Cuban posits that long-term asset ownership is the true catalyst for building lasting employee wealth.
Key Highlights & Insights
The discussion is spotlighted by high-profile corporate events like the massive $1.77 trillion IPO of SpaceX, which created massive employee wealth overnight (such as a former welder whose company shares ballooned to an estimated $880,000). Cuban believes this model should be the absolute standard for corporate America rather than a rare success story.
Cuban emphasizes that companies shouldn't just offer equity to top-level managers. Instead, stock, options, or warrants should be distributed proportionally based on cash compensation. For example, if a CEO making $1 million in cash receives 10% ($100,000) in stock, a janitor earning $50,000 should receive the same 10% ($5,000) in stock.
To transition this from a voluntary gesture to systemic corporate behavior, Cuban suggests leveraging corporate tax policies. He proposes tying the favorable 21% corporate tax rate directly to a company’s adoption of a proportional equity-sharing model across its entire workforce. Companies failing to meet this threshold would face higher taxes.
Alternative to Wealth Redistribution:
Cuban positions this policy as a capitalistic solution to inequality that aligns the incentives of workers and owners. He argues it is a superior alternative to progressive proposals like direct billionaire wealth taxes, which he claims fail to account for the illiquid nature of stock holdings and risk choking off vital venture capital funding.
Track Record:
Cuban speaks from personal experience, noting that he distributed equity across the board at his previous ventures, famously turning roughly 300 employees into millionaires overnight when he sold Broadcast.com to Yahoo for $4.8 billion in 1999.
Dell has a strong fairness result. Its median employee pay is $78,796, and its CEO earns 43 times the median employee pay. Dell also pays employees more than the profit generated per employee. These results give Dell a combined fairness score of 84 out of 100. The main reason for the high score is its relatively low CEO compensation.
https://fair500.com/
In 2025 Nike’s seven highest paid executives were paid a combined $101,255,247.
If you assume the average Nike corporate employee in Beaverton makes $115,000/year, that means in 2025 those seven executives made the same amount of money as 880 Beaverton employees. Combined.
Remind me, how many Beaverton employees were or will be let go this week? Isn’t that number in the same neighborhood as 880?
Sometimes I wonder, “Why do facts like THIS never seem to garner the attention, and understandable anger, they deserve?” I mean, if those execs were simply paid half that amount they’d STILL be incredibly well-compensated and incredibly wealthy. And 440 jobs could have been kept with no net, negative outcome to Nike’s financial bottom line.
But that wasn’t a priority, was it?
Even now, those execs could voluntarily take a substantial pay cut as a gesture of good will towards those employees laid off and those who remain. But does anyone want to bet money on that happening? Yeah, I wouldn’t make that bet either.
There’s plenty to be mad about with these layoffs. Unfortunately most people will continue to ignore the gross, frankly disgusting pay inequity that - as I demonstrated above - had a direct and negative impact on hundreds of employees and the families who rely on those people.
If you aren’t fuming mad, you aren’t paying enough attention to the corporate looting that’s occurring right under your noses.
Want to hear a joke? Gunjan made 16 million in total pay last year. My best friend JR made 10 million. Meanwhile the people whose hard work this company made record-breaking profits on are told that the money isn't there for bonuses or raises. Employee appreciation week? Here's a bag of doritos, have fun. Tech isn't working correctly? Can't afford to fix it.
Bunch of undeserving piles of worthless trash those two are. Eat cr-p.
I brought up a concern about pay differences and suddenly everything changed. Conversations got colder, expectations shifted, and the tone turned noticeably different. It didn't take me long to realize that speaking up isn’t actually welcomed. Even small interactions have become awkward after that. Needless to say, I've learned my lesson. Staying quiet is safer than risking a target on your back.
Wells Fargo Net Income (2025): Approximately $21.3 billion,
Wells Fargo CEO and Chairman Charlie Scharf was awarded a $40 million compensation package for the 2025 performance year, a 28% increase from the $31.2 million he received in 2024
Wells Fargo & Company's (WFC) market capitalization as of December 31, 2025, was approximately $288.23 billion.
VS.
NVIDIA's net income for the full fiscal year 2025 (ending January 26, 2025) was $72.88 billion. In fiscal 2025 (ending early 2025), Nvidia CEO Jensen Huang’s total compensation package was approximately $49.9 million, driven heavily by stock awards.
On December 31, 2025, NVIDIA's (NVDA) market capitalization was approximately $4.53 trillion,
What's with some people getting 3% and others getting 3.5% for same grade ?
How do they continue to defend and justify the pay discrepancies within the same job roles and functions? Especially with women or POC. 🤔
Could some people post examples of what they’re paid and their grade. I know there’s a big discrepancy and cross over for each grade but would be curious to know as I’ve joined the company recently and want to know if I got low balled.
He could put 1 years pay into a high interest account at 4% and generate a huge $268 000. Drum would get more interest in 2 months than most employees get in a years pay. Chris Drum is onto a winner for life, other execs are all laughing at employees when they see there pay each month.
Found out that I am being paid less than another person on my team that is lower in title and has a lot less experience than me. Pay based on experience and salary bands are a joke
Walmart’s CEO Doug McMillon out-earns the average American’s salary in less than 20 hours—during a typical 30-minute commute, he’s already made $1,563
https://fortune.com/2026/01/09/walmart-retiring-ceo-doug-mcmillon-out-earns-average-american-salary-less-20-hours-during-30-minute-commute-made-thousands/
http://cwa1103.org/?zone=/unionactive/view_article.cfm&HomeID=978535
Does it bother you that you are not receiving the same pay as your EM counterparts? We're making it way too easy for Exxon to take advantage of Canadians
I've seen a previous Gr 18 role posted as Gr 17, and previous Gr 17 role posted as Gr 16 this week. Ironically, the job descriptions appear to include more responsibilities.
July 1, 2025 Indeed company review for U.S. Bank by a Corporate Recruiter:
"New CEO is about profit not employees
moral and culture have tanked
recently DECREASED what we pay employees and anyone above will not get merit
WHO DECREASES WHAT THEY WILL START EMPLOYEES AT WHEN INFLATION IS AT ALL TIME HIGH??
there is no pay for skill, they say they pay for an opportunity which is not what the culture used to be
been here for years, used to love my job and now I HATE it and can't wait to get out
Ratings by topics
1.0 out of 5 stars for Work/Life Balance
1.0 out of 5 stars for Compensation/Benefits
1.0 out of 5 stars for Job Security/Advancement
1.0 out of 5 stars for Management
1.0 out of 5 stats for Culture"
J. Stankey
CEO Pay
$26,410,845
Median Employee Pay
$122,611
CEO Pay Ratio
215:1
CEO will make more on Jan 1st of the year in one day more than most employees in the entire year.
I want to see the disparities.
Sampath strikes again with his favorite sport: talking down to the workforce while pretending he’s discovered management philosophy. Translation of his post: “We cut middle managers, slowed promotions, shrank the talent pool, and guaranteed attrition… but hey, decisions move faster!”
This isn’t leadership, it’s narcissism with a LinkedIn filter. Only a CEO at Verizon could brag about hollowing out the company while admitting it leaves employees with fewer career paths, worse pay equity, and higher churn. Then he pats himself on the back for “fewer layers.”
It’s not strategy, it’s shrinkage dressed up as innovation. The BSG boy is just narrating his own PowerPoint slides.
RSUs really gone for good? Did Jacob actually say we’re doing away with them permanently as part of comp? WTF.
If there was ever any doubt ILMN is a coffin, this nails it shut. From here on out you’re expected to take below-market comp for the “privilege” of working in that coffin. The mission is now supposed to replace equity ---- which here is maybe 10% of comp, while at other companies RSUs make up 50–80%.
Looking forward to walking among the living soon.