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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!
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ReproJobs 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, is interesting for a number of reasons: it’s movement specific with a justice point of view; repro staff can add their personal salaries; 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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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…
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