You raise an important point. There's certainly multiple ways to look at it.
The egalitarian way where a business can divide the share of revenue that is allocated for salary equally, no matter the role. This makes sense from a philosophy of everybody being a team and contributing equally to the results of the company. It can foster an esprit de corps and and a sense of fairness. On the negative side it could encourage companies to have more burdensome measures of fairness and contribution, and lead to resentment towards colleagues who don't pull their weight.
Then there's the other method, where a value-based salary is allocated to each employee taking into account their experience, ability and effort. Crucially, however, this salary is not adjusted for location. That's the case to which I was speaking, specifically, even tho the type used by 0xide is clearly the egalitarian one.
The egalitarian way where a business can divide the share of revenue that is allocated for salary equally, no matter the role. This makes sense from a philosophy of everybody being a team and contributing equally to the results of the company. It can foster an esprit de corps and and a sense of fairness. On the negative side it could encourage companies to have more burdensome measures of fairness and contribution, and lead to resentment towards colleagues who don't pull their weight.
Then there's the other method, where a value-based salary is allocated to each employee taking into account their experience, ability and effort. Crucially, however, this salary is not adjusted for location. That's the case to which I was speaking, specifically, even tho the type used by 0xide is clearly the egalitarian one.