How Hillel embraced wage transparency, getting paid in the field of reproductive justice, and bridging race- and gender-based wealth gaps.

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** Leadership Weekly
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Data about and approaches to nonprofit compensation are evolving well beyond their historic talent acquisition and retention objectives. In this week’s Leadership Weekly, we share recent compensation studies that address inequity and differences in employee experience by race, gender, and other aspects of identity, as well as an instructive interview with a leader who designed a salary transparency effort at a national organization. Read on!
Today’s Feature
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Bitch Better Have My Money: Salaries, Benefits, and Workplace Concerns in the Reproductive Health, Rights, and Justice Movements ([link removed])
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ReproJobs ([link removed]) is an online organization focused on improving workplace culture, compensation, and benefits within the reproductive health, rights, and justice movements. Their recent salary and benefits study, Bitch Better Have My Money ([link removed]) , is interesting for a number of reasons: it’s movement specific with a justice point of view; repro staff can add their personal salaries ([link removed]) ; and the design includes questions about identity, on-the-job harassment, and union membership. The report is values-forward, including this recommendation: “Review your benefits to make sure they cover abortion, infertility care, gender confirmation care, etc. If they do not, provide a stipend to cover these costs so employees do not have to do so out of pocket.” Read more...
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Salary Transparency: One Organization’s Story ([link removed])
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Listen in on a conversation NPQ’s Jeanne Bell had last week with Mimi Kravetz, chief experience officer at Hillel, which serves Jewish students on 550 college campuses. Kravetz outlines the project she led to analyze salary data across the Hillel network. She describes how that data ultimately empowered executives and employees alike and informed the transparent compensation model they now have in place. Listen and read here… ([link removed])


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Finances, Funding, and the Racial Wealth Gap: Strategies for a More Equitable Future ([link removed])

Building Movement Project ([link removed]) ’s Race to Lead ([link removed]) series has yielded a trove of useful data on racial equity in nonprofit leadership. This month, Research Analyst Tessa Constantine ([link removed]) mined the data to inform a blog called “Finances, Funding, and the Racial Wealth Gap: Strategies for a More Equitable Future ([link removed]) .” What stands out here is the examination of the financial situation, not just the salary, of employees. For instance, they found that 27 percent of millennials of color currently provide financial support to other family members, compared to just 10 percent of white millennials. Read more… ([link removed])

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The Weekly Resource
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Quantifying America’s Gender Wage Gap by Race/Ethnicity ([link removed]) is a fact sheet from the National Partnership of Women & Families ([link removed]) that concisely captures wage differentials between women of diverse races/ethnicities and white men. Among the facts it contains: The annual median wage gap between a Native American woman and a white, non-Latinx man who each hold a full-time, year-round job is $24,656 per year. Read the fact sheet... ([link removed])

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