Executive and Board Pay Rise Amid Rapidly Evolving Business Landscape

As pay continues to increase, shareholder activists, investors and employees continue to demand greater transparency in executive and board pay practices. Aligning compensation programs with shareholders’ value creation metrics while attracting and retaining key talent presents challenges for businesses, especially in light of ongoing economic volatility, heightened focus on ESG issues, and evolving accounting, regulatory and tax requirements. A deep understanding of pay practices is critical to develop a well-balanced compensation strategy that rewards business leaders for their contributions toward achieving organizational goals.

The BDO 600 examines compensation plans and pay levels of 600 mid-market public companies — a unique feature, as most compensation studies focus on much larger companies. The study is broken into two reports, CEO and CFO Compensation and Board Director Compensation, and includes comparisons by company size and industry: energy, financial services-banking, financial services-nonbanking, healthcare & life sciences, manufacturing, real estate, retail, and technology.

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CEO and CFO Compensation

Even in the face of the ongoing pandemic, global disruption and resultant economic volatility, companies have continued to advance executive pay packages. Total pay increased over 20%, and a large portion of this was delivered through annual incentives. According to our study, in fiscal year 2021:

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Board Director Compensation

External market forces have amplified and disrupted the role of boards of directors across industries. This has exponentially increased the number of hours directors have had to invest into their companies, leading many businesses to increase pay in response. According to our study, in fiscal year 2021:



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These reports focus on pay levels as reported in 2022 proxies, which include data between April 2021 and March 2022. While a snapshot in time, The BDO 600 Study can be a useful benchmarking resource to compare compensation practices to public companies in a similar industry and size range. For private companies planning to go public, these studies provide insight into the structure of public company executive compensation packages, which can vary greatly from that of a private company.

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