Why Listing a Salary Range for a Job Opening Is a Matter of Equity

Okay, folks, I am about to restate advice that has been circling for years. I don’t want you to think I am brilliant or telling you something new, it’s just that from the looks of the world, some people still haven’t gotten it. Since the job market is opening back up and we have been getting so many questions on how to fill all of these open positions, it feels like a good time to revisit this. While this post is for everyone - I am specifically looking at you nonprofits.

You need to list a salary range for every position.

I know what you are thinking. You don’t want to. What if you could hire people for less? What if it is embarrassingly low? What if you miss a candidate? But, aside from being rude, it leads to women and people of color specifically earning less overall. If you are being honest you know what the salary range for a position is and you know the financial situation of your organization or company so you know what you can afford and what you are willing to pay and candidates know what they can afford and what they are willing to take. This is an easy way to make sure that your pool and your team are not wasting time falling in love with each other when it is just not possible.

So for many reasons nonprofits seem particularly bad at this. Vu Le of Nonprofit AF and Community Centric Fundrsiaing says, ”…there is so much research now showing that not disclosing salary information increases the gender and racial wage gaps as well as wastes everyone’s time. If organizations want to walk the talk on equity, diversity, and inclusion, then disclosing salary is a quick, tangible, and relatively easy action to take.” in his 2020 blog post. Note that it is research and not personal opinion.

When you don’t list salary ranges you are telling candidates that you don’t value their time and you aren’t committed to equity.

Reasons you might not and some answers:

1. You don’t want other employees to know how much a position is being paid - Odds are you are worried about this because you haven’t analyzed your pay scales and things are out of alignment. So, valid worry but an indicator of problems.

2. You are concerned that funders and donors will think you are paying too much - The only way to enable living wages and get the sector to take this pathway as a serious career is to offer more transparency on how much employees are worth.

3. HR doesn’t want to do it because you never have - No time for change like the present. Just show them the research.

So, take this as a very stern finger-wagging that you must start doing this from a position of equity and justice. Science and research prove it reduces pay discrimination for women and people of color. Ultimately it will help you hire the very best person you can afford for your open position.