Value
Creative makers need to feel valued through pay, promotion and reward in a way that reflects their true worth.
Speaking to a truly diverse cohort of talent reiterated that there is a gap in remuneration and progression between marginalised and other demographics, an issue that is driving diverse talent away from many industries at a time when they are needed the most.
Employers appear to be publicly scrambling to address issues of diversity, but for many, measures don’t go far enough in the day-to-day. Many creative makers spoke of initiatives targeted at maligned groups without recognising that the issues don’t lie with the people who are being discriminated against rather with the system that allows it to happen.
For all creative makers, regardless of demographics, there is a gap between how people are evaluated and rewarded and the remarkable impact their skills bring to any organisation. The push into management - over being recognised for their creative-making skill - continues to be a frustration for many.
Key questions
Do you offer pay transparency?
Are you transparent about what people are paid and why, as well as any gender and DEI gaps and why they exist?
Have you quantified the monetary value of creative-making outcomes?
Have you connected creative outcomes with pay and promotion? Does delivering the outcomes, contributions or behaviours required to do excellent work explicitly result in an increase in pay and promotion?
Do you have clear evaluation structures?
Do you have clear, meritorious, provable evaluation structures that everyone can understand, and do you apply them consistently? Is it clear which skills and behaviours are required to be promoted or paid more?
“They say you shouldn’t talk about salary and promotions but I spoke to one of my friends and we realised the gaps that were there because she knew someone else’s. That’s how you uncover that there is a gap for ultimately doing the same work.”
— Designer, India