Sliding Scale Rates

  • Learning and evaluation consulting services are $125 to $225 per hour.
  • Anti-oppression consulting services are $150 to $250 per hour.
    • This fee is higher than the learning and evaluation consulting fees to address the emotional labor involved in this work, which is inevitable as a Black-bodied person working with people to process, interrogate, and metabolize white-body supremacy.
  • Speaker fees (e.g., plenary and keynote talks) to plan and give talks are $500 to $5,000 per hour.

We invite you to self-select a rate that reflects your organizational resources and wealth. We encourage you to consider your organizational location within the nonprofit and philanthropic industrial complex that centers whiteness, neoliberalism, settler colonialism, and racial capitalism. And we ask you to reflect on the extent to which your organization perpetuates or disrupts the ongoing systemic and institutionalized surplus wealth and capital accumulation among elites.

This sliding scale represents a way to disrupt the traditional, transactional client-consultant relationship that is established and assumed through contracts—a relationship that is very much about competition, extracting labor, and generating profit. We are committed to providing evaluation consulting services to organizations that would otherwise not be able to afford it. In service of this commitment, the highest figure on the scale is our Pay It Forward rate, which enables us to provide a discount at the lowest rate for those who need it.

We invite those who have accumulated wealth and various forms of capital to pay more and those who have not to pay less, thus supporting the redistribution of wealth.

This sliding scale is also an attempt to honor and show solidarity with movement building and grassroots organizing work at multiple levels, including organizations that are disruptive of oppressive systems through their organizational practices, such as hiring practices, leadership and staff social identities and lived experiences, and so on. 

We invite those who are engaging in this work—and have paid through blood, sweat, and tears—to pay less and those who are not or have not to pay more.

Finally, we invite you to have a conversation with us about this sliding scale because we understand that there is more nuance beyond what we can capture here. We also believe that your rate may shift if we develop a long-term partnership because we recognize that responses to these prompts may shift over time.  

Pay Less If…

  • You organize/work against wealth hoarding as an organization (e.g., foundation committed to spend down endowment and/or relies on grassroots fundraising rather than an endowment to exist and award grants).
  • Your organization disrupts/challenges the prevalence of white-dominant organizations and institutions (e.g., your leadership and/or staff are all or primarily BIPOC identified/bodied).
  • Your organization disrupts/challenges white saviorism, colonial, and neocolonial practices and structures (e.g., your leadership and staff are all or primarily BIPOC identified/bodied; people making key decisions reflect the communities you work with).
  • Your organization disrupts/challenges heteronormativity, compulsory able-bodiedness, and gender binaries (e.g., job descriptions and hiring processes do not require being abled; any forms you ask people within or outside of your organization to fill out reflect non-binary gender identities).
  • People who do the work of your organization are all or mostly volunteers.
  • You support grassroots organizing and movement building as a funder, and/or you engage in this work as an organization.
  • Your organization helps to ameliorate systemic pay inequities (e.g., there is a minimal gap between your highest- and lowest-paid staff person).

Pay More If…

  • You exist and benefit from wealth hoarding as an organization (e.g., private foundations with large endowment and no plans to spend down and/or that pay out—per federal tax law requirements—only the minimum 5 percent of total assets annually).
  • Your organization contributes to and/or embodies the prevalence of white-dominant/centered organizations and institutions (e.g., your leadership and/or staff are all or primarily white identified/bodied).
  • Your organization feeds into white saviorism, colonial, and neocolonial practices and structures (e.g., your leadership and staff are all or primarily white identified/bodied and primarily serve BIPOC/people of color identified/bodied; people making decisions do not reflect the communities you work with).
  • Your organization practices/reinforces heteronormativity, compulsory able-bodiedness, and gender binaries (e.g., your job descriptions and hiring processes require being abled; your media images only depict gender norms, straight couples and/or abled people).
  • People who do the work of your organization are all paid as staff/workers.
  • Your organization contributes to systemic pay inequities (e.g., there is a large gap between your highest- and lowest-paid staff person).

Please note that this sliding scale was inspired by:

Read Our Preamble To All Contracts