Reflect on five core values that should guide compensation and support practices. Use your responses to build a compelling case for change in your organization.
How does your compensation approach honor the inherent dignity and worth of lived experience partners?
Consider these questions:
- •What does it mean to truly value lived experience expertise?
- •How do compensation rates reflect the value of this expertise?
- •Are lived experience partners compensated equitably compared to other consultants or advisors?
How does your approach address historical and systemic inequities?
Consider these questions:
- •How does compensation address power imbalances?
- •What barriers to participation does your compensation model remove?
- •How do you ensure compensation doesn't create new inequities among members?
How transparent are you about compensation decisions and organizational resources?
Consider these questions:
- •How openly do you share budget information with members?
- •How are compensation rates determined and communicated?
- •How do you build trust through your compensation practices?
How does your system adapt to individual needs and circumstances?
Consider these questions:
- •How do you accommodate varying levels of engagement?
- •What options exist for members with different needs?
- •How quickly can you respond to changing circumstances?
How do you ensure compensation is sustainable for both members and the organization?
Consider these questions:
- •Is your compensation model financially sustainable long-term?
- •How do you plan for growth in compensation over time?
- •What pathways exist for members to increase their involvement and compensation?
Use your reflections to advocate for improved compensation and support practices. Share your values-based framework with leadership, funders, and stakeholders to build support for change.