5 Ways to Create Equitable Job Postings
It’s ironic really. Nonprofits fighting for social justice can sometimes fall into the trap of inequity when they’re ready to hire new team members.
Sure, we can do the bare minimum by not asking illegal questions of our candidates. But isn’t it better if our sector set an example for the public and private sectors to end bias and discrimination in the hiring process? If we can do it on our limited budgets, anyone can!
But more important than setting an example, our organizations’ employees need to understand and reflect the communities they serve. There’s no way other way to achieve this than to tear down the barriers to employment for marginalized communities. Without inclusive workplaces, we can’t begin to expect to create an inclusive society.
There are so many ways that you can build an equitable hiring process, that we’re breaking it down step by step. So let’s start with writing your job posting. Here are 5 practices you can start with:
1. Write job descriptions that focus on results, not a laundry list of required skills
You’ve probably heard by now that women only apply for jobs when they meet 100% of the criteria. The same may be true in other disadvantaged groups. So it’s important to make sure our job descriptions focus on the results you want to see, rather than a list of skills someone may not actually need to do the job. When crafting your job posting, focus on the outcomes you want to see from the role, and you’ll avoid discriminating against people whose non-traditional mix of skills might have been overlooked.
2. Reconsider your required credentials
People from disadvantaged communities may be not have the specific credentials you’re asking for, but there are some amazing candidates from those communities whose lived experience would make them the right person for the job. Only list education and experience requirements if they are absolutely necessary. If someone can do the job without a Bachelor’s degree, don’t require one!
3. Disclose the salary and benefits package
Far too many organizations across all sectors fail horribly at this practice. It’s easy to see why. Not disclosing your salary range leaves room to lowball offers, and who doesn’t want to save money? The thing is, this not only wastes people’s time, it’s also inequitable. A lack of transparency within the organization allows the gender and racial wage gaps to persist – it’s easy to pay people less when your salary scales are a secret.
4. Be explicit and encourage individuals from diverse communities to apply
Come right out and tell people that you are committed to diversity. This will encourage members of marginalized groups to apply. Need a little help? Here’s a statement you can swipe and add to the bottom of any job posting:
Match the Sock Foundation is committed to fostering a diverse and inclusive workplace. We are dedicated to hiring employees who reflect the communities we serve, including women, people of colour, LGBTQ2S+ individuals, and people with disabilities. Match the Sock Foundation will provide accommodations in all aspects of the hiring process. If you require an accommodation, we will work with you to meet your needs.
5. Go beyond your regular network to promote your job opening
Don’t just stick a posting up on your go-to job board and hope for the best. Broaden your recruitment efforts to make sure you’re reaching new communities. Share your job opening on websites like hireimmigrants.ca, or other community-specific job boards. Reach out to other diverse community agencies who can help you recruit candidates. Send your posting to diverse professional associations. Place your job ad in local multicultural magazines and newspapers.
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