Crafting Equitable Job Descriptions

You want to find the best talent for your open positions. You might also be wondering how to tap into that talent pool. A job description is a first and valuable tool for reaching out to your wide network of candidates. So how do you craft a job description that uses equitable language, invites a diverse talent pool to apply, and helps shine a fantastic light on your organization? An excellent first step is a careful, reflective look at your job descriptions. In this workshop, you'll contemplate how your biases may affect the writing of job descriptions, where your organizational values need to shine through, and how to message to candidates that their whole self is welcome--and encouraged--at work.

WHY?

Research on job descriptions shows that men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them. Women (and folks of other historically disadvantaged communities) will often simply say that a job isn't for them--or that they won't make it through the first round--if they feel that they can't meet the requirements. Don't let language, or a poorly written job description, be a barrier. We want to make that reaction less likely by helping organizations to rewrite their job descriptions so that language doesn't become a barrier to application. We want to help YOU find the largest talent pool, so that we all can see that our Jewish community can tap into our best possible resources out there, our people.

WHAT?

We will use a 3 part reflective and analytical process as we use examples drawn from the field, your organization's open positions and current templates to refine language, reflect on skills and requirements, and engage deeply around issues of diversity, equity, inclusion and belonging in the job search process.

1. We'll look at language for gender equity and socio-emotional awareness, and other language flags that may shift a candidate's reading of a job description
2. We'll engage in deep text analysis, using a variety of different lenses for perspective-taking
3. and experiment with a variety of online tools and our own writing to improve our own job descriptions

WHO?

We invite organizations to take part, and will offer priority participation to those who join as teams. 

Teams of up to 4 are encouraged. Note that registration fees are per organization. 

Everyone is welcome. This is for all who are engaged in the hiring process, not just hiring managers: from staff overseeing the hiring process to lay leaders to senior leaders, we invite all to participate. 

Registration will be limited at this time to a total of 5 organizations. 

GEiHP Equitable Fee Policies

GEiHP believes that equity must be built into our work at every level and in every way. This is in deep alignment with our values and is in pursuit of the equity that we seek.  Equitable fee structures help us to consider who has access to participating in—and who funds—our work. and helps us to invite you into that work so that we can all participate in striving for and acknowledging the need for equity.

Please choose one of the following categories for your organization's registration. Note that registration fees are per organization. 

SUSTAIN: If you're able to offer more to sustain our work, keep this program accessible and make it possible for another person to participate, please choose this registration category.

BALANCE:  If you’re able to pay the fee we consider a balanced exchange for this experience and learning, please choose this registration category.

SUPPORT: If your organization needs partial funding to be able to participate, please use this registration category.