Morality Discussion: (downloadable pdf) created for PAHRTS. If an organizational budget is a moral document, what does your pay scale say about how you value people?
What if you thought of your budget and staff structure as a moral document? What would that look like?
- Have you ever looked at compensation as a percentage of budget? Compared which job titles are getting what percent?
- If not supply/demand driven, how would you value labor? Could you value it in terms of what most yields revenue? Or what most yields delivery of mission?
- What happens if everyone knows what everyone gets paid and why?
- Do you know what your peers are getting paid? Compensation and diversity:
- Are compensation constraints a barrier to diversity?
- Who can afford low-paying jobs and free internships?
Fair vs. possible:
- Yeah, but what about “small” companies doing “interesting” work?
- The infrastructure required for employment vs. contractors
- Can theaters spend less elsewhere so they can spend more on labor?
- Should funders care where their funds go?
- Does more pay = better work?
- Does more stability = better work?
- Who is entitled to more pay and stability?
- Why does it seem like the more generative or closer to the product the worker is, the less they are likely to be paid or have stability?