Close wage gaps. Attract talent.

The default approach to compensating talent isn’t equitable. So we can’t use the old rules and systems and expect different results. We empower social impact organizations like yours to reimagine the process, beginning with defining your compensation philosophy and concluding with designing and implementing a structure that supports it. Together, we can close wage gaps and attract and keep the talent you need—without straining your budget or undervaluing your employees.

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Our process

1

STAKEHOLDER ENGAGEMENT

We combine qualitative conversations across the organization with a quantitative analysis of opportunity gaps to identify priorities for more equitably managing and compensating talent.

2

MARKET ANALYSIS

We conduct a quantitative wage gap and benchmarking analysis to understand how equitable and competitive your compensation structure is compared to that of your peers.

3

PROGRAM DESIGN

We wrestle with the big questions first such as whether you pay people based on merit, experience, or both. Then, we apply your philosophy— grouping jobs by level, developing salary ranges, and identifying budget and equity implications.

4

IMPLEMENTATION SUPPORT

We help you roll out the new program transparently by equipping managers with training and toolkits and ensuring all staff members are provided with consistent and clear information.

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Case studies

Case Studies

Compass Charter Schools Redefines Structure for Virtual Learning With Help From Edgility

Compass Charter Schools redefines its compensation structure in a virtual learning environment by

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Case Studies

Para Los Niños Moves the Needle Towards Greater Equity

Edgility created a comprehensive benchmarking process and compensation structure for Para Los Nin

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Case Studies

PPSNE Works to Ensure Pay Equity

Planned Parenthood of Southern New England addresses wage gaps by increasing compensation for 49%

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Case Studies

Urgent Action Fund Increases Salary Levels to Further Pay Equity

Urgent Action Fund's Board approved Edgility’s proposal to increase UAF salaries to achieve pay

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All Projects

Our work often requires rapid responses due to the nature of helping activists who are at risk. We’re grateful to Edgility for helping us slow down and take a step back to assess the health of our organization from a salary, equity, and performance perspective. It’s important that we reward our employees for their brave work. We look forward to continuing to partner with Edgility to develop and improve our internal systems.

Danielle Pointdujour

Human Resources Officer, Urgent Action Fund

While Planned Parenthood of Southern New England (PPSNE) has worked to increase racial equity internally and externally, the racial reckoning of 2020 illuminated the need to ask ourselves what more we can do. With Edgility’s methodology, we had clear data points and recommendations to create a plan internally to address any wage gaps and further our commitment to racial equity.

Willa Marth

Chief Diversity and Inclusion Officer, Planned Parenthood of Southern New England

We’re so pleased with the work Edgility has done for Compass Charter Schools. It gave us a system and a roadmap that has brought incredible foundational value to our organization. We’ve dramatically reduced inefficiencies and can now confidently offer our teachers and staff equitable pay.

J.J. Lewis

Superintendent & CEO, Compass Charter Schools