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increase from 2021. in 2021, whereas its lowest pay quartile consisted of 41% of women, up from 40.6%. from 2021, and its median bonus pay gap was 37.8%, up 5.9%. from 2021, and its median bonus pay gap was 37.8%, up 5.9%. Our compensation rates are market-based and reflective of the role performed. for 2022, a 0.7%
The difficult issue is determining the reason for clawing back compensation (i.e., was it the result of “fault” or criminal conduct or an accounting mistake) and determining the executive’s “culpability” in securing unjustified compensation.
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