Project Fair - Expanding At Scale

在INFERK内部的人力资源政策和做法可能会对员工之间和受援社区内部的不平等产生问题。早期的研究审查了双重薪金制度（按照不同的薪金/福利表支付本国和国际工作人员）。人们发现，这样的制度会导致工作中的积极性下降、不公正和脱离工作。公平项目提供了一系列资源（包括案例研究，工具包，政策建议和品牌），以分享以更公平的方式构建薪酬的做法。我们提供独特的实践和研究专业知识，以帮助组织做出有关薪酬的决定。正在进行的研究集中在人力资源管理人员作为变革者的作用，以及询问薪酬和奖励结构的选择。公平项目吸引了100多个国际组织组成的网络，这些组织积极致力于将奖励变得更加公平，并将奖励置于更广泛的多样性和包容性背景下。这个网络是活跃和不断增长的。我们共同制定了一套公平的国际非政府组织奖励的原则和标准，许多组织正在积极使用这些原则和标准来构建他们的奖励。除了薪酬，我们还关注多样性、公平性和包容性的其他组成部分，认识到薪酬只是不平等的一种表现，越来越多的证据表明，现有的人力资源结构可能会加剧其他不平等。

Human resource (HR) policies and practices within INGOs can be problematic for experiences of inequality amongst employees and within aid recipient communities. Early research examined dual salary systems (paying national and international staff on different salary/benefits scales). Such systems have been found to trigger demotivation, injustice, and disengagement at work. Project Fair offers a series of resources (including case studies, a toolkit, policy advice and branding) to share practices of what works (and doesn't) for structuring pay in fairer ways. We provide unique practical and research expertise in order to help organisations make decisions about pay. Ongoing research has focused on the role of HR managers as change makers in INGOs, as well as interrogating options for structuring pay and reward. Project Fair has attracted a network of over 100 international organisations actively interested in shifting reward to be fairer, and positioning reward within the broader diversity and inclusion context. This network is active and growing. We have co-produced a set of Principles and Standards of Fair INGO Reward which are actively being used by numerous organisations to structure their reward. Beyond pay we look at other components of diversity, equity and inclusion, recognising that pay is just one manifestation of inequality, with increasing evidence that other inequalities can be reinforced by existing HR structures.