There is an excellent blog post written nonprofit expert Vu Le, titled When you don’t disclose salary range on a job posting, a unicorn loses its wings. I think that not putting salaries on a job posting is simply bad. But it has become the trend. Vu Le gives logical arguments as to why companies who post jobs should put a salary range. Read his post. (and, his website is titled Nonprofit with Balls… here’s an excellent explanation of why he used “balls”)
Here are some twitter reactions:
Asking for salary history ensures people who are underpaid—particularly women & POC—remain underpaid. #DownWithDOE https://t.co/60yFsVMdJq
— Gabriela Sandoval (@gsandovalphd) June 2, 2015
I killed a unicorn today. When the organization asked what I wanted they said “too high” #DownWithDOE https://t.co/HrQuOVFqeU
— Mark E. Ballard (@markeballardcpa) June 2, 2015
Looks like @Nonprofitwballs is on-point again w/ this post about disclosing salary in job apps. https://t.co/w6A1cTVXZH #DownWithDOE
— Danielle E. Brown (@ITandO) June 2, 2015
Good points. #Salary transparency is so refreshing! #DownwithDOE https://t.co/TZF413RQvD
— Jane Townsend (@janejtownsend) June 1, 2015
What's discriminatory, wastes everyone's time, and is found all across the non-profit sector? https://t.co/B9gTUiGnbf #DownWithDOE
— Data Girl (@AlisonCDriver) June 1, 2015
Couldn’t make agree more. Listing salary ranges saves everyone time & is more just #DownWithDOE https://t.co/p0gkXJ2JTj
— Matt Kinshella (@mkinshella) June 1, 2015
Start employer/ee relationship w/ trust & transparency: List salary range on job descriptions. https://t.co/iSFsz7TgNK #DownWithDOE
— Margaux O’Malley (@margaux_om) June 1, 2015