Pour les employeurs :

The Partnership Job Board requires all job postings to include compensation information (either a precise amount or a salary range). This is aligned with our values and best serves our members and community as we strive to create a more equitable and inclusive library sector. This requirement is informed by several factors:

Our commitment to advancing equity

Research has shown that racial and gender bias have an impact on salary negotiation, resulting in lower compensation for women and Indigenous, Black, and racialized people. Recent research indicates this is also true for people with disabilities. Requiring compensation information is one way to counteract these inequities.

It can benefit both employers and job seekers

Employers report that including compensation in job postings increases both the number of people applying for their positions and the quality of applicants. Including compensation information can streamline the recruitment process by ensuring candidate expectations and compensation ranges are aligned from the beginning, rather than discovering a mismatch at the end of the process when salary negotiations begin. In addition, the reality is that much of this information is available online via official Statements of Financial Information and sites like Glassdoor and Linkedin, or even via word of mouth.

Pay transparency is becoming the norm

Changing societal norms and new legislation are creating increased expectation, or even requirement, for pay transparency. More nonprofit job boards are requiring compensation information. As of late 2024, multiple provinces have passed or proposed legislation that requires including compensation in job postings, including:

• BC’s Pay Transparency Act
• Ontario’s Working for Workers Four Act
• Prince Edward Island’s amendments to the provincial Employment Standards Act
• Newfound & Labrador’s Pay Equity and Pay Transparency Act

Increasingly, there is similar legislation being proposed or implemented in jurisdictions around the world.

The EDI Strategies in Recruitment Toolkit was built by the contributions of Indigenous, Black, and People of Colour (IBPOC) who have been through the hiring process in libraries and offered their personal experiences and insights through surveys and interviews. Contributions from library leaders and supervisors who have been responsible for hiring and taken part in the recruitment process also informed the strategies shared. After 132 online survey responses, 21 follow up interviews, and numerous consultations, this project would not have been possible without the support, openness, and collegial spirit of our colleagues at all sides of the table. Project led by Jessica Whu Lee Project sponsored by British Columbia Library Association

Accessible Job Interviews in the Library Workplace Toolkit A guide for library workplaces seeking to hire autistic and neurodivergent employees Inspired by the EDI Strategies in Recruitment Toolkit and research that has proved “diverse teams are better at being innovative and creative” and that “teams benefit from broader perspectives with more information and experience brought to the table” (Whu Lee, 2022), this guide draws on much of the same reasoning to advocate for more inclusive hiring practices for autistic library employees. By aiming to recruit more autistic librarians, BC’s libraries will become more highly representative of all of the types of people who live, research, and read in British Columbia.

Created by Celia Hagey as part of her MLIS degree.  

 (available in English only)