Let's say you get paid 30 per "flying hour" GROSS, you need to consider almost half of this per hour.
30 minutes goes in briefing and AC preparation.
20 minutes goes on debriefing and deplaning (I mean securing AC, techlogs and walk to school).
Therefore your working hour is rewarded with less than 17 gross.
Out of the 17 you need to pay taxes, revalidation cost, medical, commuting to outisde of the city where most airfields are located, to name few of the costs.
A Yoga teacher, dog walker, guitar or language teacher will have other costs to pay and taxes but their working hour is based on the real hour. They arrived at 1300 hrs, they leave at 1400hrs and they get paid for one hour.
A FI will arrive in at 1200 leaves at 1400 and get paid for 1 flying hour.
If the industry is in need of experienced and motivated FI, the key here in my opinion, is not to hunt and form new FI but to retain the experienced ones.
The industry must pay FI according to their long term commitment.
As an example, Pay them 30 during the first year, but as a school calculate a 45 as a cost per hour to cover the rate of the experienced ones. With that cost pre-planned you can increment 5 per hour per year for at least 5 years without having a need to revise your operating costs.