Greeting DEI eePRO group members,
Today, I am reaching to share some lessons learned and gather more ideas about how to apply a lens of equity and inclusion to hiring staff. We at the Environmental Education Association of New Mexico have had some healthy discussions the last couple of months to rethink our hiring process, especially as we have undertaken hiring our second staff position of Program Manager.
Here is what we have learned thus far:
1) Respectable salaries: Before even considering hiring a second staff position, we took a long hard look around our nonprofit community to determine how to set a salary that is competitive for our area. Since we were confident that we did not have enough funding to support a full-time position (I am also not full-time as Executive Director by design), we created a Program Manger position that is part-time at a competitive hourly rate. I look forward to continuing the conversation of how all of us can work towards designing jobs that have fair pay in the nonprofit sector so that our jobs are not open to only those with privilege or to expect people to work in poverty conditions.
2) Publish salary info: Please publish salary information with job announcements. As we were digging through job announcements, it was shocking the number of positions that did not list any salary info. I look forward to the day when we stop this out-of-date practice that wastes time and resources. Let folks know what you can pay, please.
3) Job Announcement Wording: Think about how and what you are saying in your job announcement. Since we really wanted to attract a diversity of perspectives to our job, we tried to think through what we were saying in the announcement itself. We handed off the job announcement as a draft to get feedback from perspectives outside of our own and listened to that feedback. Also, we wanted to include D,E,I language in the announcement and I am very appreciative of Traci Price who helped us with including the following language as a responsibility of the job:
- Demonstrate a commitment to working with individuals and groups from diverse backgrounds and experiences
- Ability to apply a lens of diversity, equity and inclusion to support New Mexico’s EE community
So, our next step is interviews. What should we be thinking about in terms of D,E,I in the interview process? What should we be asking? What should we be considering in how we approach interviews and how we speak to candidates? What have you learned about rethinking your hiring process?