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?

Preview:

What if you thought of your budget and staff structure as a moral document? What would that look like?

Value:

• 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?

Transparency:

• 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?

Empowerment

• 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?