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. 

Salary Range Transparency

Led by the Salary Range Transparency Working Group


We, the Gender Equity in Hiring Project’s Salary Range Transparency Working Group, want salary range inclusion on job postings to be the standard in the Jewish communal sector.


In this Toolkit, we share

  • why and how this practice promotes pay equity in the field,

  • invite organizations and individuals to commit to salary range transparency in actionable ways, and

  • provide data and resources to help all of us effectively promote this practice.


Jewish values steer us toward equity, and when we live our values we are better for ourselves, better for our professionals, and better for the communities we serve. The alignment of values and actions demonstrates a commitment to integrity, both with our constituents and our employees. 


Thank you for taking the time to explore our resources. We hope you will join us in this important work!

Defining Salary Range Transparency


Salary range transparency is an approach to compensation that invites and demands transparency from employers, working against the longstanding norm that salaries are kept secret. This includes transparency about salary range in job descriptions and advertisements to transparency in salary banding when developing a compensation philosophy. For the purposes of this work, we focus on salary range transparency in the recruitment and hiring phase. 

Why Salary Range Transparency?


Including salary range on job postings may not seem like a big deal, but it can lead to greater transparency around pay in general, and greater equity in the field. It is beneficial to both employer and job seeker, and helps put both parties on more equal footing.


Employers expect job seekers to share what they bring to the table--usually in the form of a resume, cover letter, and references. In the same way, it is reasonable for job seekers to expect to know what the employer offers in return. 


Salary is one helpful indicator that a job is or isn’t right for someone. Posting salaries can help both organizations and applicants save time by not pursuing opportunities that aren’t the right fit. It’s frustrating and wasteful for both parties to put in a significant amount of time that ultimately doesn’t work out because of salary. This is especially relevant in a field like ours in which title is not necessarily indicative of pay level, nor consistent across the field.

Data shows that men benefit more from negotiation than women, because current societal norms and stereotypes award men for assertive behaviors, whereas women are conversely penalized for those same behaviors. This means that even when women are trained to negotiate (which is often not the case), employers view their negotiating negatively. In addition, not posting salaries contributes to a general lack of transparency around pay: potential and current employees don’t understand how their salary compares to others. Employees can’t know if they’re being underpaid. Likewise, employers can’t assess fair market salaries without the data.


Not including salary range makes it easier for organizations to engage in inequitable practices.


Similarly, asking job seekers to provide salary requirements and/or salary history (now illegal in many states and localities) perpetuates underpayment. These practices are not equitable, and disproportionately hurt women, people of color, and other marginalized communities. When employers post a job, they know they have a budget in mind, and the easiest way to avoid these big equity “no-nos” is to share it!


Simply put, we believe that salary range transparency:

  • Is evidence of an organizational commitment to transparency, trust, and equity

  • Improves motivation, loyalty and performance and inspires trust in current and future employees

  • Supports the reach for “right fit” for both employers and job seekers 

  • Helps to facilitate fair and equitable negotiations between employers and job seekers, especially for women and people of historically marginalized communities

  • Guarantees that both employers and prospective employees’ time is used most efficiently

  • Streamlines hiring by filtering out candidates who are not a match

  • Removes an obstacle to the further widening of pay and equity gaps that continue to affect women and people of historically marginalized communities

  • Mitigates implicit bias and stereotyping on the way into the hiring process



Including salary ranges should be standard across the Jewish communal field. This is a relatively small, actionable step towards greater equity. Veteran Jewish professionals strive to improve the field for new, young, and rising professionals, 70% of whom are women. Including salary ranges is one way we can lift as we climb, while ensuring a strong and diverse leadership pipeline. Finally, Jewish nonprofit organizations should not benefit financially from not posting salaries, but they are. This is incompatible with most of our organizational missions, and with Jewish values in general. This is not who we want to be. 


With these values in mind, we ask the following of organizations and individuals who wish to stand with us in making salary transparency the standard in our field:​

Commitments for Organizations​

  1. Include salary range on all job postings. 

  2. Include overview of benefits on all applicable job postings.

  3. Refrain from asking candidates to provide salary requirements or history.
    (As of publishing this toolkit (August 2020), there are 19 state wide bans and 21 local bans prohibiting employers from asking about an applicant’s salary history, including compensation and benefits. These laws also prohibit employers from relying on salary history to determine whether to interview or offer employment.)

  4. If a funding organization or foundation, make salary range transparency a requirement for beneficiaries and grantees. 

Org commit banner (1).png
Commitments for Individuals​

  1. Advocate for salary range transparency in your own organization.

  2. If you work for an organization that doesn’t post salaries:

    • share this toolkit with your supervisors and upper management, and encourage them to take this step towards greater equity.

    • share this toolkit with your colleagues and other members of the staff at all levels, and encourage them to take this step as well. 

  3. When seeking employment, ask for the salary range if it’s not posted.

  4. If you see a job posting that doesn’t include salary range, reach out to the organization (or the person who posted it), and initiate a conversation about the importance of salary range transparency. 

Suggested Persuasive Language



Knowing your strategy helps you to make the case for yourself--and for the work. Here are some possible responses when faced with a specific salary range transparency issue. 

  1. For responses to absence of salary range:

    • “I noticed that this job posting (or advertisement) doesn’t include a salary range...”

      • “Could you tell me a bit more about why that is?”

      • “Could you provide one?”

      • “I’d be glad to speak to the person/team who wrote the job description to ask them for more information about this choice, if appropriate.”

    • “I encourage adding a salary range, as it promotes pay equity in the field.”

      • (see above for additions, if helpful)

  2. When asked to pass along a job posting:

    • “This looks like a great opportunity and I’d love to share it; however, I’m committed to promoting gender pay equity in the field so I can only pass this along with a salary range.”

    • “I’d be happy to share this with my networks if you can provide a salary range.”

  3. When you ask about salary range and the person says they can’t provide it or add it to the posting:

    • “Thank you again for sharing this job posting with me. Unfortunately, I will not be able to share it without a salary range.”

    • “When you’re ready to include a salary range, please feel free to let me know. I’ll look forward to sharing it with my network and with potential candidates.”

  4. When you are approached by a recruiter or leader about a potential job opportunity (many suggestions drawn from this Forbes article):

    • “What is your client looking to pay their new hire?”

    • “What’s the budget your organization has set for this position?”

    • (If you’re told they don’t have a number in mind) “I expect that they've created a budget line/budget for this position. What is that range? I want to make sure to use your time effectively, and before we go further, I want to establish that their salary range is a fit for me. Do you want to get back to me once your client knows the budget for this role”?

    • “What is the salary range for this position, or similar positions with this workload at this organization?”

  5. When inquiring with an organization about a position without a salary range listed:

    • “I noticed that this position doesn’t have a salary range included. I’d like to apply, but I’d like to make sure that the salary is within my range before I do. Would you share the salary range with me?”

    • I noticed that this position doesn’t have a salary range included. Would you have any more information about this? I’d like to consider applying, but I don’t want to waste [your organization]’s time if I’m not a match for the salary range.

  6. Thanking and celebrating individuals or organizations for including salary range:

    • “Thank you so much for including a salary range. This will make a meaningful difference in recruiting a diverse applicant pool.”

    • “Thank you so much for including a salary range. I’m so glad to be able to share this with others.”

    • “I’m so glad to see this job description includes a salary range. That tells me a great deal about how [you/your organization] value/s transparency and equity, and I’m so glad to share it with potential candidates.”

Organizational Resistance:  We can’t do this yet because....


We don’t want existing staff to know what a new team member is making.

You may need to begin here, recognizing that it is a first step in an effort to developing a fair compensation plans for ALL staff, overall transparency about your compensation policies and philosophy.  


This is the way we’ve always done it.  

That’s reasonable as a place to begin identifying your discomfort. It is not a way forward. Your employees depend on your decisions. This is about creating budgets that align with our values and that are honest. If we value honesty and transparency overall, we need to make sure that it is visible in our work here too. Plus, we don’t still sacrifice animals at the Temple in Jerusalem--we were able to make change, and it helped us to grow and evolve. Let’s consider what good this might do for us all, too.

We need to be able to pay prospective employees the lowest salary possible.


Sure, nonprofits budgets are tight. That is almost always the case, and budgeting, especially with regard to salaries, is always difficult. That is no excuse. Don’t begin a process with a future employee under false pretenses, don’t try to lowball someone, and don’t try to squeeze them. It is disrespectful to the individual, creates a culture of disrespect inside your organization, and makes a very clear statement about how your organization conducts business (not a good one).


This isn’t done in other professional communities / my colleagues in other fields say that this is not a thing, so I don’t want us to do it. 

That’s true. And it’s because these fields perpetuate inequities and consolidate power in ways that preference management and disadvantage employees. They are not concerned with equity. We are. We hope that you are as well. If you want to blaze a trail toward a more equitable future for your organization, this is a great way to do so. The rest of your field, we hope, will change, and you will be an example to them. 




Heisler, W. (2021). Increasing pay transparency: A guide for change. Business Horizons, 64(1), 73-81.


Herrerra, T. (2018).  “The Benefits of Sharing Your Salary.” New York Times.


Huet-Vaughn, E. (2013). Striving for status: A field experiment on relative earnings and labor supply. Job Market Paper, University of California, Berkeley.


If Culture Sector Employees Want Equity, Post Salary and Benefits with Job Descriptions.

Introducing Open Salaries at Buffer: Our Transparent Formula and All Individual Salaries


Lee, V. (2015). When You Don’t Disclose Salary Range on a Job Posting, a Unicorn Loses Its Wings. Retrieved from,


Lilly Ledbetter Fair Pay Act, signed into law January 29, 2009, bolstering worker protections against pay discrimination.


Parker, L. (2019). Why We Now Require A Salary Range For Job Postings, And WHy All Jewish Organizations SHould Too 

Ramachandran, G. (2011). Pay transparency. Penn St. L. Rev., 116, 1043.


Ryan, L. (2017). The Real Reason Job Descriptions Don’t Include a Salary Range. Forbes.

Schmidt, L. (2019)  Why It's Time to Include Compensation Ranges in Job Postings. Forbes. 


Salary Range Transparency Reduces the Wage Gap: National Women's Law Center


Sample Ward, A.(2019).  You Are Not Serious About Equity If You Don’t Post Salaries. Nonprofit Technology Enterprise Network (NTEN).


Shapiro-Plevan, S. and R. Sirbu. (2020). Finding Jobs in the She-Cession.


Society for Human Resources Management: Salary is the Most Important Part of a Job Ad


The Equal Pay Act, signed into law June 10, 1963, amending the Fair Labor Standards Act, and aimed at abolishing wage disparity based on sex.

Valente, J. (2019) Why Salary Transparency is Important, Especially for Women and Diversity.  Association of National Advertisers. 


When Should You Include Salary in a Job Description?


Wong, K. (2019). “Want to Close the Pay Gap?” New York Times.