Fair compensation is an important element of participatory processes.

The current compensation scheme is an interim solution. It applies until the LEAP Facilitation Group has been expanded from currently 5 to a diverse group of 10-12 members. We aim to have the expanded Facilitation Group in place by May 2021. We will then revisit this policy to reflect the different values and realities of people that are involved with LEAP.


  • Inclu-sion
  • Simplicity / Equal Pay
  • Modesty / Empowerment
  • Transpa-rency
  • Time and Power

LEAP is not controlled by a donor or board of directors. A Facilitation Group of activists, social entrepreneurs, philanthropists, and foundation staff decides about the strategic direction of LEAP. Some Facilitation Group members have personal wealth, a stable income, or the opportunity to work for LEAP as part of their job at another organization. Others do not have these privileges. They face economic insecurity as they build social ventures, organize communities, or juggle pro bono engagements for the common good. With our compensation scheme, we want to make sure that, despite these differences, everyone with the right expertise and motivation can participate in LEAP.

We currently prefer standard rates, because they are easy to understand and easy to work with. They also ensure that different perspectives and areas of expertise are valued equally. 

We want compensation to be modest compared to standards in countries with higher overall salaries and generous compared to standards in countries with generally lower salaries. We understand that even modest rates in richer countries are a privileged baseline, and that more people could be paid if we lowered our rates. However, right now, it is more important to us to also include less well-off people in more expensive countries who need to get paid for their work, and to provide additional financial security to activists and social entrepreneurs from countries with generally lower salaries.

We will discuss compensation openly and improve our internal policies over time and as we include more people in the process. To that end and from the very beginning, we share information about our process and publish our policies and budget.

We recognise that not everyone is able to contribute the same capacity or resources to Leap. This may be due to structural imbalances of power, i.e: people from marginalised communities may have more caring responsibilities that prevent them from contributing more hours. Because of this, we aim to cultivate a culture where we are aware of and try to navigate these dynamics so that the same privileged people that usually work in philanthropy do not end up in the driving seat of Leap. In practice this means, collectively deciding how we share responsibilities and time allocated to each part of the work.

Compensation scheme

LEAP compensates contributions in the following way:

  • Members of the Facilitation Group receive 1100€ + VAT per month for a commitment of two days per month.
  • Interview partners and participants of consultation calls receive 200 € + VAT per call.

We aim to build trust into all interactions at LEAP. Compensation is paid if a person would not be able to contribute to LEAP without exploiting themselves. What counts as self-exploitation differs from person to person. Anyone who asks for it will be granted compensation based on their own assessment of their current needs. Below are a couple of guiding questions.

  • Do I rely on incomes created by a partner, spouse or others by volunteering my time with LEAP?
  • Do I need to pay for childcare/rely on my partner/others in order to participate in LEAP?
  • Do I have all my current and part of my future needs (retirement) covered with my current income & social security arrangement?


As of 12 April 2021, LEAP has paid no money to any member of the Facilitation Group. 2 out of 5 members will get paid in the future. We will then disclose the total amounts paid.