One of the more nuanced pay transparency projects I worked on was at a company that already had base salary transparency. We wanted to extend the transparency to equity as well as give people three options on their salary-to-equity ratio.
Generally:
Higher salary / Lower equity
Mid-salary / Mid-equity
Lower salary / Higher equity
I was nervous because there were a lot of variables to forecast. What would the option pool look like if most people chose high equity? What would runway look like if most people chose higher salary?
And, it was a lot to pack in to train people on a new framework as well as a new type of choice when it comes to the makeup of their total compensation. It was important that everyone truly understand the value of their options.
With the support of the CEO, COO, and CTO, I dove in.
I was blown away by their proactive drive to give team members agency over the makeup of their total compensation as well as articulate how this model aligned with their DEI roadmap to ma…
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