This page is composed of blog posts created by ChatGPT as a result of questions I posed to it
Prompting question: Using all the publicly available data on corporate compensation (perks, salary, equity etc), how would, on average, corporate profits looks if compensation was more equitably distributed across the workforce?
What If We Paid People Fairly?
Somewhere along the way, we normalized the idea that one person’s time could be worth 300 times more than another’s. Not because they work 300 times harder, or create 300 times more value—but because we’ve built a system that says it’s so.
We now have the data, the logic, and the ethics to say: this isn’t sustainable.
Imagine a world where corporate profits were shared more equitably—where workers weren’t scraping by while executives amassed fortunes in stock options and perks. What would happen?
Turns out, not much—at least not to the bottom line.
In fact, if executive compensation were rebalanced to a still-generous 50:1 ratio (instead of 300:1 or more), and the savings were invested back into the workforce, companies could maintain or even grow their profits. Why? Because better-paid employees tend to stick around, perform better, and create healthier company cultures. Lower turnover. Higher morale. More trust.
It’s not just a moral argument—it’s a smart one.
So why hasn’t it happened?
Because power protects itself. Because shareholder returns are still prioritized over shared returns. Because we’ve been taught that radical fairness is naive.
But it’s not naive—it’s necessary.
If I could spark a change, it would start with this:
Tell new stories about how value is created. Fund companies that pay fairly—and hold accountable those that don’t. Push policies that reward equity, not just excess. Empower workers to see their own worth and claim their share of the value they create.
Equitable compensation isn’t a utopian dream. It’s a realistic correction. And it might just be the thing that restores purpose to the working world.
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