Is this actually competitive with your earnings as a dev? Your post implies it’s more than you may usually have access to.
The answer doesn’t have to be yes for this to be a noteworthy success
So for opportunity cost, I’m kinda thinking about the apps I could’ve shipped or have worked towards in that time. In many ways, I was just hitting my stride and figuring out a lot about the business side of app development when I embarked on this project. So, I’m giving up shipping apps to “ship” the book, and that has been the hardest part for me.
My partner is doing her dissertation on pay transparency as a recruitment tool and Buffer's model was an inspiration for the study.
In a 60 second spike
https://hbr.org/2016/09/the-case-against-pay-transparency (:face-palm-cringey-emjoi:)
https://en.wikipedia.org/wiki/Hidden_Figures Katherine Johnson and Dorothy Vaughan in the eponymous West Virginia pay transparency law. Excellent book.
https://trackbill.com/bill/west-virginia-house-bill-4428-kat...
Buffer ranks high in the search results. They are definitely a leader in SEO on this subject.
Keeping salaries private is a huge arbitrage advantage for the corporation. At work, when discuss compensation, I will openly and freely disclose my total comp. As a senior persion, this has shined a huge light in vast sea of darkness.
The autofaq for this search is interesting.
I think pay transparency is universally good, and that in orgs where it was introduced that they have other problems that are only brought to light by pay transparency.
I think if folks leave or complain, that is entirely fine. I have done that and see other folks do that when they realized the disparity, this is good. This is the market at work. For anyone that claims to be free-market, but also doesn't believe in pay transparency is a hypocrite and wants to keep employees in the dark while maintaining their window of arbitrage.
That makes sense