Hiring Through a JEDI lens

Include a statement about our organization’s values and vision, as well as a mention of the traditional territory of the KDFN & TKC on the posting. 

“Based in Whitehorse on the traditional territories of the Kwanlin Dün First Nation and the Ta’an Kwäch’än Council, CPAWS Yukon advocates for the territory’s most valuable and priceless resource: our abundant wilderness. We work with First Nations and all levels of government, local organizations, businesses and citizens to ensure the natural wealth we enjoy today is available for our children tomorrow. We represent the views of many Yukoners who want the Yukon to be an example for the world of how people can live in balance with the natural resources we depend upon.”

Have a thoughtful statement of equal opportunity and non-discrimination. 

This statement is included on the job posting, and is prominently featured on our website’s ‘get involved’ page as well as on the jobs landing page.

“CPAWS Yukon is committed to operating in a way that upholds justice, equity, diversity and inclusion (JEDI). In our hiring processes, we take active measures to overcome biases and to address systemic imbalances. We are also working to ensure our office is an inclusive and safe place for people from diverse backgrounds. To learn more about the action we’re taking, please visit the transparency page on the CPAWS Yukon website.”

Use clear language. 

The job description/posting needs to attract a broad range of candidates and we commit to using clear language that’s free from jargon, acronyms and coded language. Our organization’s values, why the team is amazing, and what sort of culture we have all need to be part of the posting (i.e. why work with us, dog-friendly / kid-friendly, and why the office location is great etc.). 

Check gender bias showing up in descriptor words! Language often used by men: lead, direct, head, analyze, assertive. Language often used by women: collaborate, responsive, self-aware, engaged, understand.

Studies show that more women apply if there is a balance between the two.

Break down the job responsibilities by percentage.

While this is always approximate, showing a breakdown of percentages will help potential candidates understand the structure of the job, and what will be expected of them.

Include only the bare necessities. 

We keep all job descriptions as brief as possible as we know that potential applicants can be discouraged from applying if they feel they do not meet all qualifications. Postings need to focus on the key responsibilities only and should never include “other duties as assigned”. 

Separate required and ‘nice to have’ (helpful) skills. 

We take out anything that is not required of the candidate. This includes asking for specific degrees, X years of experience, and prior non-profit experience unless it is particularly relevant to the job at hand. We always put a greater focus one describing the desired skills for the role. For example, “the ability to take initiative and produce results is a skill as demonstrated by ___” while “action-oriented, results-driven” describes character.

If we include a separate ‘nice to have / helpful’ skills section, we’ll make clear that those are not required skills/deal breakers during the reviewing process. We’ll make it clear that you don’t need all the skills to apply. 

Keep in mind! Include less of the teachable skills and more non-teachable skills. Organizations often overvalue skills and qualifications that are teachable (e.g., familiarity with a specific environmental law or YESAB) and undervalue skills that are less teachable (e.g., ability to work well on a team, ability to accept feedback gracefully and integrate it, communication skills). In fact, those skills that are typically labeled “soft” are in fact some of the most technical skills a person will need to learn. (TREC)  

Honor multiple types of education and accept equivalent experience for degrees. 

We’re aware that dominant culture values and elevates Eurocentric knowledge over non-White, Indigenous, and non-European knowledges. Job descriptions should encourage applicants to describe any pertinent experience, including professional and personal experience.

Be clear about the wage/salary and the benefits package

CPAWS Yukon has a fixed salary scale, with a starting wage determined by the seniority of the position. When hiring, we always include this wage in the posting, so that potential applicants can judge whether it is sufficient for their needs before applying. We spell out the benefits (when does eligibility start?), and include details about vacation days, statutory holidays & the holiday season closure.

A salary range may be allowed if the posting is for the ED position. We’ll make sure that the range is reasonable, not something like “$28,000 to $75,000, DOE”.

From Nonprofit AF: No one will get offended if you offer somewhere within the range, have valid justification and don’t do crappy stuff like having a pattern of offering women, BIPOC, disabled, older, etc. candidates salaries at the lower end of your range.

Describe the work schedule and flexibility. 

We include the normal bi-weekly hours, and let candidates know if hours can be worked from the office and/or remotely, and where we offer flexibility. If availability on the occasional evening or weekends is a part of the job, we’re clear about these expectations by including the why, frequency, and if it’s absolutely necessary. We are aware that including evenings and weekends to our job description may needlessly eliminate qualified candidates who are caregivers of others or may have other life priorities.  

Describe the hiring process and timeline. 

We want to be transparent about our process, and will include the hiring timeline and anticipated start date in the posting – and then make every effort to stick to it. Also included are details on when and how we plan to interview, for what length of time, how many rounds in total, whether and when writing samples or other supplemental materials are required, and when we hope to make a decision. We’ll make it clear that the candidate can choose to come in for an in-person interview (if they live near the office) or choose an online interview if this works better for them or if the circumstances prevent a meeting in person.

List contact information, in case people have questions.