A JUST WAGE TOOL

The Just Wage Framework & Tool is designed to encourage discernment and dialogue among multiple stakeholders, from employers, workers, and union activists to professors, policymakers, and faith or community groups. In short, we hope to engage anyone interested in envisioning a more just economy for all.

The Just Wage Tool can be used in multiple ways: an employer or worker might want to assess an actual workplace; an entrepreneur or policymaker might decide to determine an ideal scenario; a union or community organization might want to discern group priorities in a campaign to improve pay.

To use the Just Wage Tool, explore the list of indicators under each criterion, selecting from the drop-down box next to each each indicator the answer that best matches your particular scenario. Once you’ve completed this for all seven criteria, press the submit button to see the results visualized as a Just Wage Honeycomb. The more positive the answers for each criterion, the more the associated hexagon will turn from white (all indicators checked “strongly diagree”) to bold gold (all indicators checked “strongly agree”). The more gold the Just Wage Honeycomb, the more the given scenario approaches a Just Wage.

Note that you must provide an answer to each indicator in order to move onto the next criterion.

CRITERION 1 OF 7:

WAGE ENABLES DECENT LIFE FOR WORKER AND HOUSEHOLD.

A wage covering the basics necessary for a minimally decent life for worker and family/household *

Hours of work that are predictable, not excessive, and provide weekly rest, facilitating decent home life *

Paid time off in the form of personal days, vacation, and in times of sickness of the worker or another household member *

Resources, in the form of pay and time, that foster the worker's self-development culturally, socially, and spiritually *

A healthy and safe working environment mitigating stress and facilitating flourishing *

CRITERION 2 OF 7:

WAGE ENABLES ASSET-BUILDING.

A wage providing disposable income, enabling savings and property ownership *

Benefits in the form of educational enrichment, professional development, and skills enhancement *

Opportunities for advancement and wage growth within the employment structure *

A wage structure facilitating both personal and community development *

CRITERION 3 OF 7:

WAGE OFFERS BASIC SOCIAL SECURITY TO WORKER AND HOUSEHOLD.

Provisions for adequate health care for worker and household (health insurance) *

Provisions protecting worker and household in old age (retirement) *

Provisions protecting worker and household against injury/inability to work/death (workers' compensation) *

Provisions protecting worker and household against unemployment (unemployment insurance) *

Provisions for parental leave upon birth/adoption of a child *

Provisions to defray the expenses associated with child care *

Provisions for family leave upon sickness of a household member *

CRITERION 4 OF 7:

WAGE STRUCTURE IS NON-DISCRIMINATORY.

Wage is free of any taint of discrimination in terms of gender, race, sexual orientation, gender identity, religion, ethnicity, country of origin, migration status, age, and ability *

Wage structure exhibits equal pay for equal work *

Hiring practices include active recruitment to foster diversity and inclusion *

Pay and promotion policies showcase transparency to foster fairness *

CRITERION 5 OF 7:

WAGE IS NOT EXCESSIVE.

Wage policy inhibits extreme inequality between highest and lowest earners *

Wage structure promotes sustainability of the enterprise over the long term in the interests of all stakeholders *

Wage structure exhibits proportionality within a wider economic community *

CRITERION 6 OF 7:

WAGE STRUCTURE REFLECTS PARTICIPATION BY WORKERS.

Wage reflects negotiation by workers via union recognition, collective bargaining, and regular contracts *

Representation of workers in leadership positions (such as boards of directors) *

Opportunities for co-ownership and decision-making (via stock options, e.g.) *

In absence of collective bargaining: wage determined by standardized guidelines featuring due process procedures in wage negotiations and disputes *

In absence of collective bargaining: wage shaped by input of workers via bodies chosen by the workers themselves (staff councils, advisory bodies, etc.) *

CRITERION 7 OF 7:

WAGE CONSIDERS PERFORMANCE, QUALIFICATION, AND TYPE OF WORK.

Wage reflects compensation for experience, education, and training *

Wage is informed by regularized and standardized evaluations measuring job performance *

Wage structure features transparent and fair delineations of titles, functions, and job descriptions *

A JUST WAGE TOOL

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