Posts tagged #payequity
Pay differentials at CCI

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.

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What does an equitable and transparent compensation structure look like?

A question that often comes up, especially from our non-profit clients, is on how to retain valuable BIPOC employees so they don’t leave for better paying opportunities elsewhere.

While race and class are not necessarily inextricably intertwined, the history in this country means that a huge racial wealth gap continues to be pervasive, and BIPOC folks, particularly Black people, face inter-generational systemic marginalization that means they are least likely to be able to afford being under-compensated.

What is an organization to do, particular a non-profit where funds might be tight all round?

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