This policy aims to make working at Tripod a viable & sustainable choice for a wider range of workers than would otherwise be possible. It is part of an ongoing inquiry & development process to define how we want to financially support ourselves to do this work in a way that values the work we…
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We have been using this policy since early 2025. We worked on this policy using an advice process, a small working group discussed and drafted a proposal inspired by other existing Socially Just Wage policies, before bringing to the whole team. Part of what made this policy work for us, was by having a level of frank conversation in the team about the financial needs and class positions of each of us, which required time and trust. It also systematised some case-by-case financial agreements around childcare payments, disability and other financial barriers to our work. When budgeting for a total wage bill to inform our fundraising priorities, we use a median to budget for staff whose uplifts we don’t know yet.
We’ve found this policy has has impact on making our recent recruitment rounds more successful and with a wider interest from people from marginalised experiences.
We asked a recent new member of staff what her reflections are on coming into use this policy at Tripod, after previously coming from a flat pay structure organisation:
“…knowing this policy existed in Tripod was a big incentive to apply for the role, due to having gone to a peer learning session on just wage policies hosted by Workers.coop and being very interested at that point. It also made me feel as a BPOC person, that thought had been put into how this lived experience in the UK can affect access to a fair wage, as well as having had financial impacts due to experiences of racial trauma, which also provided an incentive with wanting to be part of an organisation that puts thought into these things. Without having been part of the original frank conversations, it was more challenging coming in - to know what would be ok to claim as an uplift. I felt a desire to want to compare myself to others to know where I stand and to justify to others why I have claimed. Its difficult at times to except being paid more then others when I was used to a flat pay structure previously, and also, that being paid more historically, came from rank and hierarchy - breaking these institutionalised concepts is an ongoing challenge that I am really invested in.”