faz.net
"2023 Dax Supervisory Board Compensation: Diekmann, Pötsch Top Earners, Volkswagen Leads in Total Pay"
"A 2023 DSW study reveals Michael Diekmann of Allianz (€759,000) and Hans Dieter Pötsch of Volkswagen (€676,000) as top-earning Dax supervisory board members, while the highest-paid women received €450,000 each; Volkswagen leads in total supervisory board compensation with €7.5 million, and all Dax companies now use fixed compensation."
- "What were the highest supervisory board compensations in Dax companies in 2023, and what are the key trends in overall compensation?"
- "Michael Diekmann (Allianz) received €759,000, and Hans Dieter Pötsch (Volkswagen) received €676,000, ranking second and third among Dax supervisory board members. The highest-paid women, Michele Trogni and Dagmar Valcárel (Deutsche Bank), and Birgit Steinborn (Siemens), each earned €450,000, sharing 20th place."
- "How does the compensation of Dax supervisory board chairs compare to deputies and regular members, and what is the significance of the audit committee chair's role?"
- "The average Dax supervisory board chair earned €421,000 in 2023, a 7.5% increase. Deputies averaged €276,000, and regular members €127,000—one-third of the chair's salary. The audit committee chair's role gained significance, with average compensation of €245,000."
- "What are the implications of the shift to fixed compensation for Dax supervisory boards, and what broader trends or potential impacts are indicated by Volkswagen's significant increase in overall supervisory board pay?"
- "Volkswagen leads in total supervisory board compensation (€7.5 million), reflecting a 42% increase—the first in six years. This trend of fixed compensation, now adopted by all Dax companies, aligns with the Corporate Governance Code, eliminating variable pay for supervisory boards."
Cognitive Concepts
Framing Bias
The article frames the highest earner's compensation prominently, drawing attention to significant pay gaps between the highest and lowest paid supervisory board members. This could lead readers to focus more on the disparity than on the overall trends or potential justifications for the compensation structure. While presenting the average compensation, the highest values are emphasized.
Language Bias
The language used is largely neutral and factual, presenting numerical data without overtly emotional or judgmental language. The description of compensation increases and decreases is objective.
Bias by Omission
The text focuses heavily on numerical data related to executive compensation, potentially omitting qualitative aspects of the roles and responsibilities of supervisory board members. The analysis lacks information about the size and composition of the supervisory boards in different companies, which could influence the interpretation of the compensation data. Further, there is no discussion of the performance of the companies or how that relates to compensation.
Gender Bias
The article highlights the top-paid women in the supervisory boards, but their compensation is significantly lower than the top-paid men. This implicitly points out a gender pay gap, although it doesn't explicitly analyze the reasons behind this difference. It could benefit from further analysis of gender representation at different levels of the supervisory boards and potential causes for the pay disparity.
Sustainable Development Goals
The article highlights significant pay disparities between male and female supervisory board members in Dax-listed companies. While the average compensation for supervisory board chairs is €421,000, the highest-paid women received only €450,000, sharing 20th place in the overall ranking. This substantial gender pay gap indicates a continued lack of gender equality in executive compensation, hindering progress toward SDG 10, Reduced Inequalities.