Project Fair - Expanding At Scale

非政府组织内部的人力资源政策和做法可能会给雇员之间和接受援助社区内的不平等经历带来问题。早期研究审查了双重薪金制度(按不同的薪金/福利表向本国和国际工作人员支付工资)。人们发现，这样的制度会在工作中引发士气低落、不公正和脱节。Project Fair提供了一系列资源(包括案例研究、工具包、政策建议和品牌推广)，以分享在以更公平的方式构建薪酬结构方面哪些有效，哪些无效。我们提供独特的实践和研究专业知识，以帮助组织制定有关薪酬的决定。正在进行的研究集中在人力资源经理在INGO中作为变革制造者的角色，以及询问薪酬结构的选择。项目博览会吸引了100多个国际组织组成的网络，他们积极希望将奖励转变为更公平，并在更广泛的多样性和包容性的背景下定位奖励。这个网络很活跃，而且还在不断增长。我们共同制定了一套公平INGO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制定他们的奖励计划。除了薪酬之外，我们还着眼于多样性、公平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.