The Harvard Law School Forum on Corporate Governance https://corpgov.law.harvard.edu The leading online blog in the fields of corporate governance and financial regulation. Mon, 12 Oct 2026 11:30:47 +0000 en-US hourly 1 https://wordpress.org/?v=6.5.13 https://corpgov.law.harvard.edu/wp-content/uploads/2024/02/cropped-photography-4-e1706898544564-1-32x32.png CEO and Executive Compensation Practices in the Russell 3000 and S&P 500: 2026 – The Harvard Law School Forum on Corporate Governance https://corpgov.law.harvard.edu 32 32 CEO and Executive Compensation Practices in the Russell 3000 and S&P 500: 2026 https://corpgov.law.harvard.edu/2026/10/12/ceo-and-executive-compensation-practices-in-the-russell-3000-and-sp-500-2026/?utm_source=rss&utm_medium=rss&utm_campaign=ceo-and-executive-compensation-practices-in-the-russell-3000-and-sp-500-2026 https://corpgov.law.harvard.edu/2026/10/12/ceo-and-executive-compensation-practices-in-the-russell-3000-and-sp-500-2026/#respond Mon, 12 Oct 2026 11:30:47 +0000 https://corpgov.law.harvard.edu/?p=184239?d=20261009164625EDT Posted by Matteo Tonello, The Conference Board, on Monday, October 12, 2026
Editor's Note:
Matteo Tonello is the Head of Data Benchmarking and Analytics at The Conference Board, Inc. This post is based on a report developed by The Conference Board in partnership with ESGAUGE and compensation consulting firm FW Cook, and authored by Andrew Jones, Principal Researcher, Governance & Sustainability Center at The Conference Board and Ariane Marchis-Mouren, Senior Researcher, Corporate Governance at The Conference Board.

This report examines CEO and executive compensation disclosed by US public companies during the 2026 proxy season. Drawing on extensive data for the Russell 3000 and S&P 500, it covers CEO pay, compensation elements, representation of women among CEOs, named executive officers (NEOs), say-on-pay voting, incentive design, perquisites, and the regulatory outlook. The broader picture is an executive compensation landscape that is becoming more equity driven and more differentiated by company scale, with scrutiny increasingly concentrated around exceptional awards, above-target incentive outcomes, and arrangements such as executive security.

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