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From Cosmetics to NASCAR, Calls for Racial Justice Are Spreading

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The reckonings have been swift and dizzying.

On Monday, it was the dictionary, with Merriam-Webster saying it was revising its entry on racism to illustrate the ways in which it “can be systemic.”

On Tuesday, the University of Washington removed the coach of its dance team after the only two black members of the group were cut. The two women were invited to return.

On Wednesday, after a black racecar driver called on NASCAR to ban the Confederate battle flag from its events, the organization did just that.

On Thursday, Nike joined a wave of American companies that have made Juneteenth, which celebrates the end of slavery in America, an official paid holiday, “to better commemorate and celebrate Black history and culture.”

And on Friday, ABC Entertainment named the franchise’s first black man to star in “The Bachelor” in the show’s 18-year history, acceding to longstanding demands from fans.

In just under three weeks since the killing of George Floyd set off widespread protests, what started as a renewed demand for police reform has now roiled seemingly every sphere of American life, prompting institutions and individuals around the country to confront enduring forms of racial discrimination.

Many black Americans have been inundated with testaments and queries from white friends about fighting racism. And anti-racist activists have watched with some amazement as powerful white leaders and corporations acknowledge concepts like “structural racism’’ and pledge to make sweeping changes in personal and institutional behavior.

But those who have been in the trenches for decades fighting racism in America wonder how lasting the soul searching will be.

The flood of corporate statements denouncing racism “feels like a series of mea culpas written by the press folks and run by the top black folks” inside each organization, said Dream Hampton, a writer and filmmaker. “Show us a picture of your C-suite, who is on your board. Then we can have a conversation about diversity, equity and inclusion.”

“Stop sending positive vibes,’’ begged Chad Sanders, a writer, in a recent New York Times Op-Ed, directing his white friends to instead help protect black protesters, donate to black politicians and funds fighting racial injustice, and urge others to do the same.

The protests have so far yielded some tangible changes in policing itself. On Friday, New York banned the use of chokeholds by law enforcement and repealed a law that kept police disciplinary records secret.

But their power is also cultural. A run on books about racism has reordered best-seller lists, driving titles like “How to Be an Antiracist’’ and “White Fragility’’ to the top. And language about American racial dynamics that was once the purview of academia and activism appears to have gone mainstream.

In a video released June 5 apologizing for the N.F.L.’s previous failure to support players who protested police violence, Roger Goodell, the commissioner of the league, condemned the “systematic oppression” of black people, a term used to convey that racism is embedded in the policies of public and private institutions. The Denver Board of Education, in voting to end its contract with the city police department for school resource officers, cited a desire to avoid the “perpetuation of the school-to-prison pipeline,” a reference to how school policies can lay the groundwork for the incarceration of young black Americans.

“One of the exhilarating things about this moment is that black people are articulating to the world that this isn’t just an issue of the state literally killing us, it’s also about psychic death,’’ said Jeremy O. Harris, a playwright whose “Slave Play” addresses the failure of white liberals to admit their complicity in America’s ongoing racial inequities.

Image

Credit…Jeenah Moon for The New York Times

He added, “It’s exhilarating because for the first time, in a macro sense, people are saying names and showing up and showing receipts.’’

Sensing a rare, and perhaps fleeting, opportunity to be heard, many black Americans are sharing painful stories on social media about racism and mistreatment in the workplace, accounts that some said they were too scared to disclose before. They are using hashtags like #BlackInTheIvory or #WeSeeYouWAT, referring to bias in academia and “White American Theater.”

The feeling of a dam breaking has drawn analogies to the fall and winter of 2017, when sexual abuse allegations against Harvey Weinstein triggered a deluge of disturbing accounts from women and provoked frank conversations in which friends, colleagues and neighbors confessed to one another: I’ve suffered in that manner as well. Or: I now realize I have wronged someone, and I’d like to do better.

Though racism is hardly a secret, “a huge awakening is just the awareness of people who don’t face the headwinds,” said Drew Dixon, a music producer, activist and subject of the documentary “On the Record,” about her decision to come forward with rape allegations against the music producer Russell Simmons, which he has denied. “Many people had no idea what women deal with every single day, and I think many non-black people had no idea what black people deal with every day.”

While the outpouring may seem sudden, there have been signs that perceptions on race were already in flux.

Opinion polls over the last decade have shown a self-reported turn by Democrats toward a more sympathetic view of black Americans, with more attributing disparities in areas like income and education to discrimination rather than personal failure. By 2018, white liberals said they felt more positively about blacks, Latinos and Asians than they did about whites.

The reason for the shift is unclear — and those attitudes have so far not translated into desegregated schools or neighborhoods — but may help explain the cascade of responses to Mr. Floyd’s killing.

The outpouring is also related to the horrific nature of Mr. Floyd’s death — a white police officer kneeling on his neck for nearly nine minutes — captured in a stark video at a moment of rising national frustration with the government’s handling of the coronavirus pandemic and the lockdown.

The protests still surging through the streets of America’s cities, said the civil rights movement scholar Aldon Morris, are “unprecedented in terms of the high levels of white participation in a movement targeting black oppression and grievances.”

Younger Americans are also much more racially diverse than earlier generations. They tend to have different views on race. And their imprint on society is only growing.

Brands trying to appeal to younger consumers have in recent years increasingly proclaimed their belief in equality and justice. Two years ago, Nike featured in a major ad campaign the former San Francisco 49ers quarterback Colin Kaepernick, who knelt during the national anthem to protest racism. The tagline for MAC, the cosmetics company, is “All Ages, All Races, All Genders.”

In the wake of the Floyd protests, everyone from Wall Street C.E.O.s and the sportswear giant Adidas to the fruit snack Gushers and a company that sells stun guns put out statements of support of diversity, flooding Instagram with vague messages.

Credit…Marcio Jose Sanchez/Associated Press

These prompted cries of hypocrisy from those who said the companies don’t practice the values they’re espousing.

At several companies, what employees saw as an inadequate response to Mr. Floyd’s death seemed to serve as a catalyst for a long-simmering contention over questions of racial equity. At Adidas, dozens of employees stopped working to attend daily protests outside the company’s North American headquarters in Portland, Ore.

The tumult has been especially fraught at Estée Lauder, the beauty giant, stemming from the political donations of Ronald S. Lauder, a 76-year-old board member and a son of the company’s founders. He has also been a prominent supporter of President Trump.

On May 29, employees at Estée Lauder, like those in much of the rest of corporate America, began receiving emails from the company’s leadership addressing racial discrimination.

There was “considerable pain” in black communities, one missive noted. According to copies of the internal communications obtained by The New York Times, the company, whose vast portfolio includes Clinique, MAC, Bobbi Brown, La Mer and Aveda, encouraged employees to pause working on June 2 in honor of “Blackout Tuesday.”

At a video meeting on June 4 among an internal group called NOBLE, or Network of Black Leaders and Executives, company leaders said Estée Lauder was donating $1 million to support racial and social justice organizations. But employees pinpointed Mr. Lauder’s political donations to Mr. Trump as being in conflict with the company’s stance on race. The president has tweeted conspiracy theories about injured protesters, described demonstrators as “THUGS,” and praised most law enforcement officers as “great people.”

Credit…Krista Schlueter for The New York Times

Employees left dissatisfied. Later that night, a petition appeared on Change.org.

The company’s donation did “not match, or exceed Ronald Lauder’s personal donations in support of state-sanctioned violence,” organizers of the petition, which has amassed more than 6,000 signatures, wrote. “Ronald Lauder’s involvement with the Estée Lauder Companies is damaging to our corporate values, our relationship with the Black community, our relationship with this company’s Black employees, and this company’s legacy.”

In his first public comment on the situation, Mr. Lauder told The Times in a statement Friday that he had spent decades “fighting anti-Semitism, hate and bigotry in all its forms in New York and around the world as president of the World Jewish Congress.”

“As a country, we must recommit ourselves to the fight against anti-Semitism and racism,” he said. “In this urgent moment of change, I am expanding the scope of my anti-Semitism campaign to include causes for racial justice, especially in the Black community, as well as other forms of dangerous ethnic and religious intolerance around the world.”

On Monday, Estée Lauder said it would donate $5 million in coming weeks to “support racial and social justice and to continue to support greater access to education,” and donate an additional $5 million over the following two years.

Other companies have also pledged money. On Thursday alone, PayPal, Apple and YouTube collectively pledged $730 million to racial justice and equity efforts.

As companies face restive employees, pressure has also grown to remove those who have made offensive statements. Others have had to apologize publicly. Adam Rapoport resigned as editor in chief of the magazine Bon Appétit on Monday after a 2004 photo showing him in an offensive costume resurfaced on social media.

And Greg Glassman, the founder and chief executive of CrossFit, stepped down on Tuesday following comments about race and racism on a Zoom call to gym owners.

“We’re not mourning for George Floyd, I don’t think me or any of my staff are,” said Mr. Glassman on the Zoom call, according to a recording of the call provided to The Times.

“Can you tell me why I should mourn for him?” he said. “Other than it’s the ‘white’ thing to do. I get that pressure, but give me another reason.”

NBCUniversal, a division of Comcast that includes the NBC broadcast network and cable channels like Bravo, has encountered fires on multiple fronts as the reckoning has swept the country.

For NBC, the problems started the morning after Mr. Floyd’s death, when Jimmy Fallon found himself under attack on Twitter for performing in blackface on “Saturday Night Live” in 2000. A video of the sketch had resurfaced online. Mr. Fallon, who has been an NBC star for 22 years, first at “SNL” and more recently leading the “Tonight” show, issued a written apology that afternoon. He apologized at length on camera the following day.

On June 2, a writer was fired from an upcoming NBC series, “Law & Order: Organized Crime,” after posting photos of himself on Facebook holding a weapon and threatening to “light up” looters.

Then came an explosion from NBCUniversal’s cable division. The hit reality series “Vanderpump Rules,” an anchor tenant on Bravo since 2013, fired four cast members for past racist behavior. Some of the incidents were already known. Others were disclosed on Instagram after Mr. Floyd’s death.

Credit…Hannah Yoon for The New York Times

On June 8, Brian Roberts, Comcast’s chief executive, said in a memo to employees that the company would give $75 million to social justice organizations, along with $25 million worth of advertising inventory, including on Sky, its pay-television unit in Britain.

“We know that Comcast alone can’t remedy this complex issue,” Mr. Roberts wrote. “But you have my commitment that our company will try to play an integral role in driving lasting reform.”

Late last Saturday night, two women who study black health and communication were talking to each other, for what seemed like the thousandth time, about the racism they have encountered in their careers.

The killings of Breonna Taylor, George Floyd and too many others had brought them to a “boiling point,” recalled one of the women, Joy Melody Woods, a graduate student at Moody College of Communication. But the national conversation was still focused primarily on police brutality.

“That’s not the only system that perpetuates white supremacy,” Ms. Woods said. “There are other systems, and academia is one of those.”

Ms. Woods called on black scholars to begin sharing their experiences using the hashtag #BlackInTheIvory, which her friend Shardé M. Davis, an assistant professor at the University of Connecticut, had just coined.

The women went to sleep that night, not knowing they had opened the floodgates. The hashtag was trending by Sunday night, and as of Thursday evening had collected nearly 90,000 tweets.

The stories of exclusion, humiliation and hostility were all too familiar. But the difference was that they had mostly been shared behind closed doors. In the past, nonblack colleagues could be sympathetic but were more often dismissive or worse, sometimes labeling a black colleague as “difficult.”

“What feels different this time is that white folks are listening,” Dr. Davis said.

Particularly important, she and others said, is that white scholars seem to be having conversations about racism in their institutions without a black colleague around to prompt or guide them.

“You need to be willing to get in the mix and have the conversation and not expect us to hold your hand through the whole thing — and so maybe that’s something that is beginning to gain momentum,” said Chanda Prescod-Weinstein, a theoretical physicist and feminist scholar at the University of New Hampshire.

There’s a tendency among nonblack scholars to view their black colleagues as exempt from police brutality and violent hate crimes. But, Dr. Prescod-Weinstein said, “That sense of safety isn’t real — our Ph.D.s are not bulletproof.”

The danger is particularly acute for black naturalists, as shown in the recent incident with Christian Cooper, the birder in Central Park who asked a white woman to leash her dog, only to have her call 911.

“Our job means going into the field and being visible and moving in spaces that are not always welcoming to us,” said Earyn McGee, a herpetologist and birder at the University of Arizona. “We understood what the danger was.”

The viral video prompted Ms. McGee and others to organize #BlackBirdersWeek. Jeffrey Ward, a co-organizer and well-known birder, said he always keeps his binoculars visible to reassure people who act fearful when they see him. After two police officers followed and questioned him two years ago at Crotona Park in the Bronx, he recalled, he told some white friends. They were sympathetic then, but seem to better grasp the breadth and gravity of systemic racism now, he said.

“They reached out to me and said, ‘We didn’t understand it was this serious. We apologize for not listening to you before.’”

Dr. Prescod-Weinstein was one of several researchers who called for a strike on Wednesday to protest racism in science. Nearly 6,000 scientists, professional societies and institutions pledged to join.

But she also noted that academic institutions are unrelentingly hierarchical and resistant to change.

As a postdoctoral fellow at M.I.T., Dr. Prescod-Weinstein was the only black physicist with a Ph.D. in a department of about 100. Students of color sought her out for advice and mentoring, she said — unpaid labor that she was never recognized or compensated for — and they felt the pressure of having to represent their entire race.

“That kind of pressure is extraordinary,” she said.

Inequity in universities manifests at multiple levels. Black academics are disproportionately hired to positions with weaker long-term prospects. They receive fewer grants, and their papers are cited less often.

Changing these systems will take “an incredible amount of energy at the right pressure points in the system,” said Dr. Kafui Dzirasa, a psychiatrist at Duke University.

For any system — say, applying for grants from the National Institutes of Health — making things more equitable would come at a cost, either to the system or to nonblack applicants. “And that’s the cost that it’s unclear if the system is ready to take on,” Dr. Dzirasa said.

Dr. Davis was more blunt.

“We’ve received nothing but empty platitudes and empty promises, and the wound just scabs right back up,” she said. “We’re walking around in institutions with a whole bunch of Band-Aids and scabbed-over wounds. Enough, enough.”

Brooks Barnes contributed reporting. Susan Beachy contributed research.

Source: https://www.nytimes.com/2020/06/13/us/george-floyd-racism-america.html

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Tide is making the first laundry detergent for space

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Astronauts don’t have the luxury of tossing clothes in the hamper after a single use — without laundry equipment, they’re often left wearing items multiple times. Tide thinks it can come to the rescue, though. The Procter & Gamble brand has teamed with NASA to develop the first laundry detergent meant for space. The fully degradable detergent should take care of stains and odors while working properly in a closed-loop water system like the one you’d find aboard the International Space Station.

It won’t take long before you see a rea world (or rather, real off-world) trial run. NASA will test Tide’s detergent aboard the ISS in 2022. “Mission PGTide,” as it’s called, will gauge ingredient stability in space as well as the effectiveness of the stain removal ingredients using Tide’s pens and wipes.

Other studies will explore the possibility of a washer-dryer combo that could be use for long-term Moon and Mars missions.

The advantages for space are fairly self-evident. Those lunar and martian explorers won’t have any choice but to clean their clothes — this detergent could make that possible without subtracting from their precious water supply. It could also save weight and space aboard both the ISS and cargo capsules, as NASA wouldn’t need to send so many clothes into orbit.

 This could also be helpful for laundry back on Earth, for that matter. A fully degradable detergent would be more environmentally friendly, reducing waste and conserving water. Don’t be surprised if you eventually buy detergent that’s kind to the planet precisely because it’s designed to be used off-planet.

All products recommended by Engadget are selected by our editorial team, independent of our parent company. Some of our stories include affiliate links. If you buy something through one of these links, we may earn an affiliate commission.

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Source: https://www.engadget.com/tide-laundry-detergent-for-space-151235606.html?src=rss_b2c

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EdTech

Merlyn Mind emerges from stealth with $29M and a hardware and software solution to help teachers with tech

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We’ve chronicled, in great detail, the many layers of technology, services and solutions, that have been wrapped around the world of education in recent years — and especially in the last year, which became a high watermark for digital learning tools because of Covid-19. Today, a startup called Merlyn Mind is coming out of stealth with a proposition that it believes helps tie a lot of this together in the K-12 classroom — a “digital assistant” that comes in the form of a piece of custom hardware and software to “read” natural voice and remote control commands from a teacher to control multimedia apps on a screen of choice. Along with this, Merlyn Mind is announcing $29 million in initial funding to build out its vision.

The funding is being led by specialist edtech investor Learn Capital, with other unnamed investors participating. It comes after Merlyn Mind spent about three years quietly building its first release and more recently piloting the service in 50+ classrooms in more than 20 schools.

Co-founded by longtime IBM scientists Satya Nitta (the CEO), Ravi Kokku, and Sharad Sundararajan — all of whom spent several years leading education efforts in IBM’s Watson AI research division — Merlyn Mind is coming to the market with a patented, vertically integrated solution to solve what Nitta told me in an interview he believes and has seen first-hand to be a fundamental pain point in the world of edtech.

In effect, education and technology may have now been merged into a single term as far as the tech world is concerned, but in terms of practical, on-the-ground application, many teachers are not making the most of the tools they have in the classroom. The majority are, he believes, facing “cognitive overload” (which is not to mention the kids, who themselves probably are facing the same: a problem for it to tackle down the road, I hope), and they need help.

To be fair, this problem existed before the pandemic, with research from McKinsey & Co. published in 2020 (and gathered earlier) finding that teachers were already spending more than half of their time on administrative tasks, not teaching or thinking about how and what to teach or what help specific students might need. Other research from Learn Platform found that teachers potentially have as many as 900 different applications that they can use in a classroom (in practice, Nitta told me a teacher will typically use between 20 and 30 applications, sites and tech services in a day, although even that is a huge amount).

Post-Covid-19, there are other kinds of new complications to grapple with on top of all that. Not only are many educators now playing catch-up because of the months spent learning at home (it’s been widely documented that in many cases, students have fallen behind), but overall, education is coming away from our year+ of remote learning with a much stronger mandate to use more tech from now on, not less.

The help that Merlyn Mind is proposing comes in the form of what the startup describes as an “AI hub.” This includes a personal assistant called Symphony Classroom, a kind of Alexa-style voice interface tailored to the educational environment and built on a fork of Android; a smart speaker that looks a bit like a soundbar; and a consumer-style remote that can be used also for navigation and commands.

These then work with whatever screen the teacher opts to use, whether it is a TV, or an interactive whiteboard, or something else; along with any other connected devices that are used in the classroom, to open and navigate through different apps, including various Google apps, NearPod, Newsela, and so on. (That could potentially also include kids’ individual screens if they are being used.)

The idea is that if a teacher is in the middle of a lesson on a specific topic and a question comes up that can best be answered by illustrating a concept through another app, a teacher can trigger the system to navigate to a new screen to find that information and instantly show it to the students. The system can also be used to find a teacher’s own materials on file. The demo I saw worked well enough, although I would love to see how an ordinary teacher — the kind they’re hoping will use this — would fare.

Everyone knows the expression “hardware is hard,” so it’s interesting to see Merlyn addressing its problem with a hardware-forward approach.

Nitta was very ready with his defense for this one:

“I’ll tell you why we built our own hardware,” he told me. “There’s a bunch of AI processing that’s happening on the device, for various reasons, including latency and security. So it’s kind of an edge AI appliance. And the second thing is the microphones. They are designed for the classroom environment, and we wanted to have complete control over the tooling of these microphones for the processing, for the environment, and that is very hard to do. If you are taking a third-party microphone array off the shelf, it’s impossible, actually, you simply cannot.”

The startup’s early team is rounded out with alums from the likes of HP Education, Amazon, Google, Facebook, Broadcom and Roku to help build all of this, knowing the challenges they were tackling, but also the payoff once it would be finished if it all works.

“We have a very, very talented team, and we basically said, right, this is going to be a lot of hard work that will take us three and a half years. We have to build our own piece of hardware… and we ended up building the entire voice stack from from scratch ourselves, too,” Nitta continued. “It means we have end to end control of everything from the hardware all the way to the language models.”

He did point out though that over time, there will be some elements that will be usable without all the hardware, in particular when a teacher may suddenly have to teach outside the classroom again in a remote learning environment.

It’s a very ambitious concept, but where would education and learning be if not for taking leaps once in a while? That’s where investors stand on the startup, too.

“Just as we saw with the breakthrough edtech company Coursera which reached IPO this year and was started a decade ago by two machine learning professors, in today’s hypercompetitive market the best edtech companies need to start with an advanced technological core,” said Rob Hutter, founder and managing partner of Learn Capital. “Merlyn is one of the first companies to focus on the enhancement of live teaching in classrooms, and it is developing a solution that is so intuitive it allows teachers to leverage technology with mastery while using minimal effort.  This is a very promising platform.”

The proof will be in how it gets adopted when it finally launches commercially later this year, with pricing to be announced later.

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Source: https://techcrunch.com/2021/06/22/merlyn-mind-emerges-from-stealth-with-29m-and-a-hardware-and-software-solution-to-help-teachers-with-tech/

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Several Anker charging gizmos hit record low prices for Prime Day

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All products recommended by Engadget are selected by our editorial team, independent of our parent company. Some of our stories include affiliate links. If you buy something through one of these links, we may earn an affiliate commission.

A slew of Anker charging gadgets are on sale for Prime Day, with several products dropping to the lowest prices we’ve seen for them to date. Take the Anker 63W 4 Port PIQ 3.0 & GaN Fast Charger Adapter, for example. It’s a slim charging hub with two USB-A ports and a pair of USB-C ports, allowing you to juice up four devices at once. One of the USB-C ports supports fast charging at up to 45W and the other at up to 18W. The adapter is currently on sale for $39, down $22 from the standard price of $61.

Buy Anker 63W 4 Port Fast Charger Adapter at Amazon – $39

Several powerbanks are on sale as well. The PowerCore III 10K Wireless has a 10,000mAh capacity, as the name suggests. The Qi-certified product can charge devices wirelessly at up to 10W, or up to 18W through the USB-A and USB-C ports. It’s currently $32, down from $50.

Buy Anker PowerCore III 10K Wireless at Amazon – $32

If you’re looking for a powerbank with slightly faster charging and a larger capacity, consider the PowerCore Essential 20000, which can provide up to five full battery charges to an iPhone 12, according to Anker. It has a 20W USB-C port, and it’s currently down from $50 to $35.

Buy Anker PowerCore Essential 20000 at Amazon – $35

Elsewhere, you can save on the Anker PowerCore 26800 Portable Charger, which usually costs $65, but is $40 for Prime Day. The external battery can juice up most phones at least six times on a single charge, Anker claims. It doesn’t have a USB-C port, but you can charge up to three devices at the same time through USB-A connections.

Buy Anker PowerCore 26800 at Amazon – $40

There’s a smaller discount on the PowerCore 10000, a compact 10000mAh powerbank. It’s down from $20 to $17. Anker has other products on sale for Prime Day, including headphones, earbuds and cables. You can check out all of the deals on the company’s Amazon storefront.

Buy Anker PowerCore 10000 at Amazon – $17

Get the latest Amazon Prime Day offers by visiting our deals homepage and following @EngadgetDeals on Twitter.

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Source: https://www.engadget.com/amazon-prime-day-anker-charging-hub-powerbank-sale-143926180.html?src=rss_b2c

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How much to pay yourself as a SaaS founder

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“If you’re the founder of a seed-stage [company and] you’re worried about your electricity staying on this month, then your salary is too low. If you’re saving $10,000/mo, then your salary is probably higher than necessary,” investor Leo Polovets wrote in a Twitter thread.

Ultimately, a good test is to ask how you’ll feel if your startup fails: Will you wonder if your salary contributed to its fall? Or will you regret sacrificing more than you can recover?

This tweet is just one of many in a now burgeoning conversation about how founder pay needs to change. The startup and investor communities are beginning to realize that many founders can’t go without pay for months.

Founders of SaaS startups are at an advantage in this scenario as the sector now has many companies generating revenue almost from day one, sometimes without needing to raise any funding at all.

However, the success still doesn’t tell founders how much to pay themselves, or what others are doing. To help with this, we’ve gathered insights from founders and VCs and narrowed down the most important factors and benchmarks to guide your decision.

A framework for compensation

Founder compensation is often referred to as a “founder salary,” but anchoring the conversation around the salary framework can create the wrong expectation. For example, you could try to establish a correlation between what you plan to pay yourself and your past or current value on the job market. Instead, the data we gathered indicates that founders typically take a pay cut from their previous salaries.

Chris Sosnowski is an interesting example: Before he “took the plunge” at the beginning of 2020 to work full time on his water data management startup Waterly, he used to earn “well over” $100,000. But he says his previous salary wasn’t a key factor when he set his compensation. “I decided to pay myself based on what I thought it would take to keep the company running,” he wrote to TechCrunch.

That brings to mind deferred compensation, which will be familiar to anyone who owns equity. Having put his own money into the company and owning the majority of it, Sosnowski is set to be compensated for his efforts if all goes well. “For the record, I do hope to pay myself back [a] salary for the year or so [it is] reduced like this,” he said.

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Source: https://techcrunch.com/2021/06/22/how-much-to-pay-yourself-as-a-saas-founder/

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