Perhaps one way to tip the scales towards making things right for operations management folks is to play with more creative forms of compensation. As the career guide notes, a lot of what operations management does is a kind of risk management. At the base level, you’re there to prevent things from going off the rails. You excel if you further enable members of the organization. How can operations folks get some of the upside of the organization performing more strongly?
Effective altruism seems more likely to attract researchers, philosophers, and software engineers than people who are good at operations. The skillset seems to be somewhat rare in the community.
The solution that seems best, easy and obvious:
EA orgs and funders can develop norms for much higher pay standards, e.g. double or more for these operations or assistant roles, than roles that historically have been in larger supply and also often get a lot of “compensating differentials” (clout, visibility).
The solution that seems best, easy and obvious:
EA orgs and funders can develop norms for much higher pay standards, e.g. double or more for these operations or assistant roles, than roles that historically have been in larger supply and also often get a lot of “compensating differentials” (clout, visibility).