I'm not saying that some people shouldn't be compensated more favorably, I'm saying that system has become so skewed that it's lost touch with reality. The gap between CEO and worker pay, for example, has exploded and what does the US have to show for it? Are we more innovative than we were when the gap was smaller? Are our firms performing better? What?
In general, the person (CEO etc) in charge of a very large business will have much higher compensation than a person in charge of a small business. Their responsibilities are much greater etc. This is normal, few people would argue with that.
The graph you have presented above spans a period where our large corporations went from being primarily domestic businesses to huge international businesses. Thus, the responsibilities of the CEO's etc grew greatly. Simple ways to measure the increases are (1) the amount of revenue they are responsible for (profit centers), (2) the amount of expenditures they are responsible for (cost centers) and/or (3) the amount of employees they are responsible for. The lack of this sort of contextual data leads users of the chart to erroneous and ill informed conclusions.
Another very significant omission is that of the stock market(s). The stock market did not go 'retail' until the 80's. The advent of IRAs and 401ks took the stock market to broad retail levels. The average person entered the stock market. E.g., when I graduated university in the early 80's a seat on the NYSE could be had for $100,000. (I actually looked at one for sale at that time for that price). You couldn't touch one today without adding a bag of zero's to that number.
The above has completely changed the compensation model for CEOs. Incentive stock options etc came into existence in the early 80s (the 'retail-ization' of the stock market helped enable this compensation model change too, it was necessary in fact). So, the CEO comp numbers from the 60's etc do not include ISOs and stock bonuses. In today's world the lion's share of a CEO's comp is from stock options. I.e., the compensation compared in the chart is 'apples to oranges'. (I'd like to see salary comparisons with
only guaranteed cash amounts.) I'll also add that unlike the CEOs of yesterday, the current ones risk losing the majority of their compensation. Stock price doesn't go up? Your options have no value and what is received is the guaranteed cash amount (again, which is generally a small fraction of what is published as comp).
The reason the compensation model has changed is because the job of a CEO has changed. The role of a CEO of the 60s or 70s is a much different than that today. In the 60s and 70s or so the CEO was compensated and rewarded for what are relatively small incremental improvements to the bottom line (net profit). Today's CEO are primarily rewarded for improvements in the stock's price. I.e., today's CEO is hired to jack up the stock price, which can be a massive amount of profit to shareholders, and thus gets a 'cut' of that increase through stock compensation. Different jobs, compensated differently. So much 'apples to oranges' here.
A meaningful chart would compare the value added benefit a CEO of the 60s/70s to that brought by a CEO of today. I'd bet that the compensation amounts are lot more in line than most would think. Who should be paid a lot more, a guy that brings in a million to the bottom line or the guy that adds billions to stock value?
Finally, I'll mention that we have millions of corporations in this country. To choose a few hundred of the largest to guide policy for all is stupid. The 99.9% that aren't Fortune 500 companies have little to nothing in common with those few giants; why should the policy be the same?
TLDR: The system has been "skewed", not to lose touch with reality, but to keep up with it.
Fern