Abstract We examine the role of large firms in generating income inequality. Specifically, we consider the growth in the use of asset-based rewards for senior executives, combined with continued use of salaries and wages for other employees, and the impact this has on measures of inequality within firms. Our paper presents data on intra firm inequality from the UK FTSE 100 for the period 2000–2015. It looks at ratios of CEO to average earnings and attempts to explain both the growth in inequality on this measure and the extent of variance between firms. It distinguishes between a period of ‘administered inequality’ up to the early 1980s when intra-firm processes defined differential pay and a subsequent one of ‘outsourced inequality’, when capital market measures dominate executive pay. In the latter period, intra firm inequality measures are defined by upward movements in capital market measures and the extent of outsourcing of low paid work. We conclude by discussing a number of UK public policy proposals regarding executive pay.

中文翻译：

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大公司在造成收入不平等方面的作用：20 世纪末和 21 世纪初英国富时 100 指数薪酬实践

摘要 我们研究了大公司在产生收入不平等方面的作用。具体而言，我们考虑了对高级管理人员使用基于资产的奖励的增长，以及对其他员工的薪水和工资的持续使用，以及这对公司内部不平等措施的影响。我们的论文提供了来自英国富时 100 指数 2000-2015 年期间公司内部不平等的数据。它着眼于 CEO 与平均收入的比率，并试图解释这一衡量标准的不平等程度的增长以​​及公司之间差异的程度。它区分了直到 1980 年代早期的“管理不平等”时期，当时公司内部流程定义了差别薪酬，而随后的“外包不平等”时期，资本市场措施主导了高管薪酬。在后一时期，企业内部不平等的衡量标准是资本市场衡量指标的上升趋势和低薪工作外包的程度。最后，我们讨论了一些有关高管薪酬的英国公共政策提案。