2ND STORY’S PAY EQUITY POLICY

2nd Story believes that art is work, and that artists and arts workers should be compensated for that work.

OUR CORE BELIEFS around pay equity

  • Our budget is a statement of our values, and our budget says, in explicit terms, that we value artists.

  • Artists are workers, and workers deserve to be compensated fairly for their labor. 

  • The myth of the suffering artist is damaging. Suffering, despair, and poverty does not create better art, artists, or human beings.

  • Equitable compensation is an essential component of any inclusion work.

How do we define Pay equity?

2nd Story uses the following definition from SHRM when defining pay equity: 

Pay equity includes issues relating to the fairness of compensation paid by employers to individuals or groups of employees. To effectively recruit and retain employees, an organization must have internal equity, where employees feel they are being rewarded fairly based on performance, skills and other job requirements. Organizations must also ensure external compensation equity with employers competing for talent in the same labor market. Understanding the legal obligations regarding pay equity allows HR professionals to evaluate the lawfulness of their organization's pay practices and identify necessary corrective action.

We recognize that equitable pay looks different at every organization and is based on a variety of factors. For instance, pay equity at a theatre with a $10M+ budget will look very different from pay equity at a theatre with a $100K budget.

How do we define PAY TRANSPARENCY?

Pay transparency is the practice of sharing, openly and explicitly, any information around compensation or benefits. It’s the ongoing practice of communication. Pay transparency can manifest in a few ways:

  • Eliminating secretive or outdated compensation policies.

  • Clear structure and strategy around compensation programs and plans.

  • Informed discussions about the value of labor.

For contracted artists, 2nd Story provides stipend, rate of pay, and expected hours of commitment in every offer or job posting. For arts administrators, our job postings include salary and benefit information. Current employees revisit benefit and salary information at minimum, annually, and the 2nd Story staff is engaged in ongoing dialogue about providing more robust compensation as the organization continues to grow. 

FY24 (Season 25) Compensation Breakdown

Passed on June 23, 2024, 2nd Story’s FY25 Budget achieves the following organizational objectives:

  • Centers 2nd Story’s commitment to taking care of its people

  • Prioritizes organizational sustainability as a pillar of our long-term growth plan

  • Leverages reasonable risk in FY25 to position ourselves for continued growth in FY26

1099 freelance contractor compensation as of August 1, 2024

  • Performance Artists: $20/hr

  • Facilitators: $30/hr for prep time; $50/hr for facilitation time

Full-time Employee Compensation as of August 1, 2024

  • Artistic Director: ~$33/hr ($70,000 annual salary)

  • Managing Director: ~$33/hr ($68,750 annual salary. This includes a COLA increase of 4% starting half-way through the year as our new Managing Director arrived right before the end of FY24)

  • Manager of Curriculum and Education: ~$25/hr ($52,000 annual salary)

  • Manager of Strategy and Operations: ~$25/hr ($52,000 annual salary)

  • Manager of Relationships: ~$25/hr ($52,000 annual salary)