Career & Jobs

Ethical Non-Monogamy— Exploration Of All Types Of Relationships—Dating App Will Pay Employees An $80,000 Salary

In a heartwarming wholesome holiday season story, Feeld—the world’s most progressive dating app with over 20 sexuality and gender options—will offer all it’s workers a baseline salary of $80,000.  

The platform is built for the sexually curious. The unique site champions ethical non-monogamy and the openness to explore non-mainstream types of relationships. You can seek out members of the site who are into threesomes, domination and submission, quirky kinks, polyamorous relationships, bi-curious, swingers and anything else you might be interested in. It’s a smorgasbord for sexual exploration.

Feeld was founded in 2014 by a couple, who like other startup founders, sought to find a solution to a problem. Bulgarian-born software designer Dimo Trifonov, Founder of Feeld and Ana Kirova, who is now the CEO of Feeld, had been in a relationship for a couple of years. Ana realized that she had feelings for another woman. She shared this with her partner, and he was understanding. 

This gave birth to the idea of creating a space in which people could be open to sharing their sexual interests and finding like-minded people. Feeld’s mission is to normalize a wide array of sexual desires.   

In time for the holidays, Feeld announces that “all employees across the globe will be receiving a minimum salary of $80,000 from January 2022.” The new compensation  program will benefit about 40% of Feeld’s full time staff. It’s a similar plan that Dan Price, CEO of credit card processing company Gravity Payments, offered to his staff, raising salaries to $70,000 back in April, 2015.  

The Baseline Freedom Salary, according to Kirova, will empower her team. For many people, having the cushion of a competitive salary is a life changing event. They won’t have to worry as much about money. The financial security is a big relief. The newly launched policy should further cultivate a highly motivated and happy workforce. It will lead to a substantial increase in productivity.

The goal is to provide a level of compensation so that all employees can live a meaningful and fulfilling life and make strides towards a human-centred future of work, Kirova said about the announcement.

The decision was made in part When reviewing salaries for 2022, we realised that none of the benchmarks or data sets from the job market represented the impact of the work of certain roles within our organisation. They were simply highly undercompensated in the wider job market.” 

She added that to make things more equitable, “We created the Baseline Freedom Salary to compensate for our team’s hard work and ensure unfair gaps in compensation don’t creep in as we grow. We feel it’s crucial all of our employees live meaningful and fulfilling lives and fair compensation is key. Hopefully, initiatives like this could serve as examples to spark positive change in other companies, especially in these times of drastic change to the workplace.”

“A transparent compensation system removes factors that perpetuate systemic bias such as one’s ability to negotiate and salary history. The Baseline Freedom Salary takes this one step further and alleviates any potential day-to-day financial worry,” Erin Shoji, VP of People said. 

Kirova’s action is a masterclass in showing appreciation and respect for her workers. It’s also a smart recruitment and retention tool for this currently tight job market, characterized by a Great Resignation and all out war-for-talent.

Kirova initiated other important changes including forming a “leadership team of 60% female-identifying members, over 50% female-identifying newly hired engineers,” in an effort to  help close the “male-female gender pay gap.” Feeld also offered from it’s inception a fully remote work model, unlimited holidays and flexible working hours.

Her management style includes offering ‘transparency’ so that everyone knows what is going on at the company and feels like an integral part of the team. She also relies upon ‘trust’ believing that her staff, who work around the world, will do their best without being micromanaged, and output takes precedence over facetime in an office.

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