At Charlie, we are committed to:

• Paying everyone equally
• Closing both our gender and ethnicity pay gaps
• Never negotiating on salary
• Making fair pay decisions
• Reviewing our salary data yearly

<aside> ♾️ Equal pay

Equal pay is defined as offering equal pay for equal work. Because we have specific salaries attached to each level and sub-level for every role across the business, we can say with 100% certainty that we have equal pay within the business.

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<aside> ✂️ Pay gaps

We first reported on our gender pay gap in April 2020, and continue to do this yearly. We now work with an organisation called Fair HQ who help ensure we collect and analyse data in the best way.

In the future, we will be working with them to report on our ethnicity pay gap (which we will also do annually).

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<aside> 🙅 Non-negotiation policy

We are committed to not negotiating on salaries, whether that be the salary that you’re offered to join Charlie or during your time with us.

This is because:

• We believe we pay fairly and accurately at every level for every role; the compensation we offer is never trying to get away with underpaying anyone!
• Not negotiating on salary is one of the most powerful ways to close the gender pay gap; men are typically much more comfortable negotiating on salaries </aside>

<aside> 💵 Reviewing salary data

We work with The People Collective once a year to cross-check our salary data with industry benchmarks and to check we’re paying fairly across the board.

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<aside> 💰 Pay & promotion decisions

What we pay each team member at Charlie is based on where we believe you sit within our progression framework.

Your initial starting salary is decided during the interview process, where the Hiring Manager cross-checks your skills and experience level with the framework to work out where you sit.

After that, any salary changes will be made during one of our review cycles which happen 2x a year. We do these at this frequency to make sure you have the opportunity to continually reflect on your progress and to ensure your growth never feels stagnant.

It’s a lot of work doing it this way, but we believe it’s absolutely worth it! Our review process is always a two-way discussion between you and your manager.

If you are re-levelled, this will be because your Manager believes that you have demonstrated the skills in the level above you consistently over the previous 6 months.

You’ll have been working closely together towards specific goals set out in your PDP, and so any re-levelling shouldn’t come as a huge surprise :)

Whenever anyone is put forward for a re-levelling, each Manager emails their reasoning to the Leadership Team. The Leadership Team then has a calibration meeting to walk through any proposed re-levelling. This is to check that progression is happening fairly and transparently across the business and not in isolation within functions.

A few other things to note:

• We track pay history for all team members, particularly women and underrepresented ethnicities, to ensure that everyone is getting equal opportunities to progress
• We never let the fact that someone works part-time stop them from being considered for a re-levelling
• We never make pay or promotion decisions that discriminate against someone because of a protected characteristic
• We are committed to identifying and removing any barriers that might be stopping someone’s ability to progress
• We are committed to continuing to promote people after long periods of leave, such a maternity leave </aside>