We learn in order to act, engage in collective and individual action to make change, and support others as we lift our voices to become advocates as we make change together. The Gender Equity in Hiring Project is engaged in a number of advocacy efforts to create and leverage change across our community. Learn about them below.
We're committed to positive change around equity writ large, and gender equity specifically. We do this by using our voices and our relationships, as we work toward our shared goals.
We believe that anyone and everyone can become an advocate for gender equity.
Advocacy begins with humility and empathy, with listening, and with cultivating a community of folks who are in the work together. We do this by gathering to share stories, to do work together toward a common cause, to engage in learning, and to do the complicated work of listening to each other. This takes time, energy and effort, and it is work that begins but does not end. We consider advocacy to be a stance, not a goal; a way of being, not simply something to achieve on the way to something else.
ADVOCACY: Resources, Workgroups and Toolkits
Please find here resources and toolkits that support our emerging advocacy efforts.
Learn more about how to advocate for salary range transparency, why salary range transparency is a vital first step toward pay equity, and gather helpful resources from our Salary Range Transparency Toolkit as you work on this vital equity issue. Visit our Salary Range Transparency Resource Page here.
Our Work Groups
We believe that the Jewish community has a responsibility to our employees to support them ethically and responsibly upon their termination from employment. We will be offering comprehensive sets of resources and checklists for both employees and employers, to support them as they navigate these processes, helping them to consider the ethical parameters of their obligations, and to help them to understand the process of termination in the context of compassion and alignment with Jewish values.
Executive Directors to CEOs: Making the Transition
Titles matter. Research indicates that not-for-profit leaders in organizations with smaller budgets often hold the ED title, but in larger organizations are holding CEO titles. Women who hold C-level titles earn more money, earn more respect, and have an easier time advancing into positions in larger organizations. We work to understand how these transitions are made, what makes them possible, offer support for those interested in making the transition, and understand how these transitions affect our larger Jewish communal ecosystem. Navigating available research is useful, but coaching and support from colleagues who have worked through this or are engaged in making this shift now is most helpful as we create a professional community and lift each other in the process.
Designing the Hiring Committee
Hiring is a process that requires careful and thoughtful deliberation, alignment with organizational vision and much more. The best hiring processes are also much more, especially in mission and vision driven organizations. They build community as they bring a diverse and inclusive set of constituents together to represent communal values. And at the same time, they are opportunities for sacred discernment, for the committee and for the community, as that values clarification takes root in individual practice on the way to communal choice. This group is laser focused on improving a series of outcomes around the work of the hiring committee, both toward equitable hiring and toward the experience and impact of the committee on the individuals who serve.