When Co-Creating Inclusion first started, as is often typical for small businesses in the early days, I started my salary out low and built a team of independent contractors.
After the first year, we had the ability to bring on our first employee (other than myself) and the year after that, we did our first pay equity audit, benchmarked our salaries to the market, and were even able to provide some back pay to cover some of the difference between what we had been paying ourselves and market rates.
Creating an equitable and transparent pay structure has been a priority for us ever since. After all, it’s not really DEI work if we participate in the extraction of our own labor in a way that exacerbates systemic inequities and does not support our needs.
Read More