The world of work has changed significantly in recent years. Not only do we need to reconsider physical location for a large percentage of the workforce, we also need to evolve our processes to ensure that everyone is treated with courtesy, fairness and respect.
Newer generations of employees are keenly aware of this and expect prospective employers to have strong, workable Diversity, Equality and Inclusivity (DEI) policies in place. Fortunately, a growing number of employers have recognized the need to create their own policies.
DEI policies encompass a wide range of goals and activities designed to improve processes and to eliminate systemic bias based on many factors including gender and race. Pay equity figures highly in any good DEI policy.
A key way to drive pay equity is to simply be transparent about it. This is one of the fastest ways to prevent unconscious discrimination in hiring practices and to close the pay gap. It can shift business culture towards greater equality and lead to better outcomes for employees. It breeds trust and can substantially improve teamwork.
A great place to start is to include salary ranges in job postings.
A recently created organization, Moms at Work, is an active advocate for pay transparency. It’s a professional association for working mothers. A look at their website reveals a wealth of resources designed to support and advocate for working mothers. However, their research and advice regarding pay transparency inspired this blog post.
We encourage employers using the Canadian Print Scholarships Job Board to include salary in their job listings. We recently added a field for this on the Job Submission form.
“The mission of Canadian Print Scholarships is to attract the brightest and best students available to the graphic communications industry by providing financial assistance to enroll and continue in a post-secondary management or technical program at an approved institution.”
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