Service Job Board Guidelines

America's Service Commissions posts job openings within the field of national service at the request of our membership. Email [email protected] with questions or to post an opening.
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As articulated in our initial statement on Systemic Racism and Injustice, America’s Service Commissions (ASC) is committed to equity and inclusion. As such, we have established guidelines for posting jobs on the ASC Service Job Board to help facilitate equitable practices and move the national service and volunteer field towards structural change for equity in hiring and closing pay gaps by race and gender.

ASC currently posts jobs from ASC member commissions and AmeriCorps programs. Regardless of membership, ASC reserves the right to not publish a job posting for any reason.

We will give members up to one year to adjust their practices accordingly. We expect all jobs posted to meet the expectations laid out in the following guidelines by January 2022:

  1. All jobs posted by ASC should include an Equal Opportunity Employer (EOE) statement (or link to such statement).
  2. All jobs posted by ASC should include compensation information (i.e. salary range, wage, etc.) or information where it is easy to find this information (i.e. state human resources page with information on pay grades for the position level).
  3. All jobs posted by ASC should not request past employment salary/wage history.
  4. All jobs posted by ASC should avoid gendered language.
  5. When developing job descriptions and job postings, we encourage employers to avoid creating unnecessary barriers to employment by seriously considering whether certain levels of educational attainment, physical ability, years of experience, and other skill requirements are necessary for applicants to be considered.

Why This Is Important

We understand this change may be a significant shift for some organizations in our sector and so we think it is important to articulate some of the reasons why wage/salary transparency is important. The following list of research was published by the Minnesota Council of Nonprofits

  • Being transparent about compensation is one way organizations can address discriminatory and inequitable workplace practices, thereby putting an end to perpetuating harm against the communities and people they serve.
  • Wage transparency reduces the gender pay gap by 7%. When job listings include a clear salary range, it eliminates the need to negotiate — a practice that rewards white men but punishes people of color and womxn.
  • Including compensation information helps organizations recruit and retain talent. When candidates see that organizations are committed to wage transparency, it demonstrates an organization’s values in action. 
  • Applying for jobs is time-consuming. Candidates meet for informational interviews, tailor their cover letters and resumes, tap their networks for connections, follow up with the hiring manager and, if they’re lucky, participate in multiple interviews. To invest all that time into an opportunity and organization only to learn at the end of the process that the compensation is well below what they can accept is demoralizing and an inefficient use of time on all sides. Organizations need to respect candidates’ time and be forthcoming with compensation information from the start. Hiring committees benefit from transparency as it is frustrating and demoralizing to invest time in vetting a candidate who can’t afford to take the job. 
  • When employees feel valued and are compensated fairly with wage transparency, they are more motivated and productive.

Resources

We encourage ASC members to explore some of the following resources on this topic. ASC is committed to providing additional learning opportunities on the topic of salary transparency and compensation best practices to its membership in the coming year.