Hi everyone. Today, while driving past a take-and-bake pizza place, I noticed something: The dude who normally stood at the corner wearing a toga and spinning a giant arrow sign pointing the way to the shop had been replaced by what looked like a cardboard cutout. It was holding the giant arrow, but the sign was hooked to a spinning machine. And I thought, “This is an example of what’s wrong with our world! Artistic sign spinning has been outsourced to machines! Where is the artistry, the finesse?!” I was so annoyed, I only bought one pizza to bake at home.
Why am I bringing this up? Because unlike many other fields, the nonprofit sector will always rely on human beings. When other professionals are replaced by robots in the future, we will still be around. Can you imagine a robot trying to do case management or counseling or advocacy?
Despite our reliance on people, we have a bunch of no good, very bad habits in hiring and in paying nonprofit professionals. I talked earlier about our need to raise salaries. And also the need to reexamine our archaic, inequitable hiring practices such as the overreliance on formal education. And now, we need to dismantle another terrible habit that many, many of us have, one that we don’t think much about, but one that is driving lots of people nuts, perpetuates gender and other inequities, and increases the power imbalance between employers and employees: Not listing salary ranges on job posting, and putting “DOE,” which stands for “Depending On Experience” instead. Here are reasons why it is so awful, and why we should all agree to put an end to “salary cloaking” immediately. Continue reading “When you don’t disclose salary range on a job posting, a unicorn loses its wings”
