Toward fairer global reward: Lessons from international non-governmental organizations

McWha‐Hermann, Ishbel; Jandrić, Jakov; Cook-Lundgren, Emily; Carr, Stuart C.

doi:10.1016/j.ibusrev.2021.101897

Cited by 9 publications

(10 citation statements)

References 48 publications

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“…Work with Equal Pay. In fact, it is not a coincidence that during the FAIR project, the majority of the stakeholders interviewed mentioned that "the current dual-salary system is inherently unfair" (McWha-Hermann et al, 2017). While the scope of previous research and of Project FAIR is highly relevant to my research, the sample of individuals I refer to is slightly different.…”

Section: Imagine Working In a Sector Where You'd Need To Reduce Your ...mentioning

confidence: 99%

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Brain drain in the aid sector: Unpacking the barriers of the dual-salary system

Miceli¹

2023

thl

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The existence of a dual-salary system in the aid sector creates structural barriers and impediments to the development of localised and sustainable responses. During the recruitment process, professionals are not evaluated according to their previous experience and titles. Instead, their nationality weighs on their application more than their expertise. In this paper, I have conducted qualitative research through a Key Informant Interview (KII) methodology, aiming to identify trends of thought among aid professionals, particularly those in senior leadership positions working as expatriates from Least Developed Countries (LDCs). I will firstly introduce the topic, then analyse the advantages and disadvantages of creating a fairer system that encourages the return of aid professionals to their home countries. Finally, I will compare my assumptions through KIIs to identify the trends of thought among interested parties. In the conclusion, I review these ideas, hoping to foster further research on the topic and inform global aid leadership.

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Section: Imagine Working In a Sector Where You'd Need To Reduce Your ...mentioning

confidence: 99%

“…In the Project Fair Report (McWha-Hermann et al, 2017), the respondents of the KIIs identified four main barriers in changing the dual salary system: fear of recruiting, wanting to be competitive, consistency across different situations, and high-risk settings and emergency locations. Hiring more returning aid workers from…”

Section: Anti-thesismentioning

confidence: 99%

Brain drain in the aid sector: Unpacking the barriers of the dual-salary system

Miceli¹

2023

thl

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“…For example, Ishbel McWha-Hermann's award-winning project in 2021, "Project FAIR: Exploring Practical Pathways for Reward Fairness in International NGOs," aligns with SDG 8 and addresses equal pay for work of equal value by proposing alternatives to dual salary systems. Dual salary systems are a common practice among international organizations, where they pay their national and international employees on different scales, resulting in unequal compensation for similar work (McWha-Hermann et al, 2017).…”

Section: Siopmentioning

confidence: 99%

Strengthening the link between I-O psychology and the SDGs: Providing support for the next generation

Banerjee,

Moran,

McChesney

2023

Ind. Organ. Psychol.

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“…Overall, the project findings suggested greater variation based on organization than either country or sector, suggesting that organizations are viable points for intervention. Building on this finding, an ongoing partnership with 35 major international NGOs, Project Fair, is examining evidence-based alternatives at an organizational level (McWha-Hermann et al, 2017). Three main policy alternatives have been identified so far:Single salary systems based on national in-country benchmarking,Dual salary systems with reduced international-to-local pay ratios, andHybrid systems that reflect a range of innovative changes to the dual salary approach but have not (yet) reached a single salary system.…”

Section: Approach and Findingsmentioning

confidence: 99%

Developing Evidence-Based Alternatives to Dual Salary Systems

McWha‐Hermann

Marai

MacLachlan

et al. 2021

International Perspectives in Psychology

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Abstract. The United Nation's Sustainable Development Goal (SDG) 8.5 aims to “achieve equal pay for work of equal value” globally by 2030. This goal conflicts with a widespread and continuing practice of paying skilled workers from higher-income economies working in lower-income settings more than their host worker counterparts. This brief summarizes research that has found that dual salaries undermine host colleagues' sense of wage justice, work motivation, and team relations. At organizational levels, they fuel turnover, increase brain drain, and reduce mental well-being of workers. Higher ratios fuel a “double demotivation” – extending to international staff who overrate their own abilities and reduce their effort at work. International, multisector evidence shows conventional dual salaries to be neither compatible nor to align with the SDGs. Organizational options for meeting SDG 8.5 identified in civil society groups include reducing dual salary ratios and implementing single salary systems at a national level. We offer three macro policy frameworks (Project Fair's Principles and Standards of INGO Fair Reward, the UN Global Compact, and OECD Guidelines for Multinational Enterprises) that can serve to render salary systems more facilitative of the SDGs and the Decent Work Agenda.

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Toward fairer global reward: Lessons from international non-governmental organizations

Cited by 9 publications

References 48 publications

Brain drain in the aid sector: Unpacking the barriers of the dual-salary system

Brain drain in the aid sector: Unpacking the barriers of the dual-salary system

Strengthening the link between I-O psychology and the SDGs: Providing support for the next generation

Developing Evidence-Based Alternatives to Dual Salary Systems

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