Executive compensation is more than just a means of retaining talent; it embodies signals of success, equity, and disparity, igniting discussions on workplace fairness and inclusivity. This thesis explores the complexities of executive compensation, utilizing publicly available filings with the Securities and Exchange Commission (SEC). Drawing parallels between the persistent gender wage gap and executive compensation intricacies emphasizes the need for deeper inspection within corporate hierarchies. Through analyzing data from Vice Presidents (VPs), Chief Financial Officers (CFOs), and Chief Executive Officers (CEOs), this study uncovers significant associations between compensation, executive background, and economic disturbances. Key empirical findings demonstrate that gender and age sensitivity vary across positions, with VPs demonstrating a greater gender significance than CFOs and CEOs, and VPs and CFOs demonstrating greater age sensitivity. Years with the company was significant across all positions. The Housing Market Crash influenced compensation dynamics across all levels of the corporate hierarchy. Conversely, the post-Market Crash/pre-COVID period presents challenges only for CFOs and CEOs due to lingering economic uncertainty. Lastly, the COVID-19 pandemic period shows minimal impact on executive compensation.