How do you let potential job applicants know that your organization prioritizes employment equity in hiring? It could be as simple as one or two lines in your job postings.
The key is to use verbs such as “prioritize” or terms such as “preferences may be given” when referring to candidates from equity-deserving communities.
Avoid language such as “this job is only open to”, and do not list specific excluded groups (i.e.: this position is not open to White or European candidates). While you may have an argument for using such language when the target group is severely underrepresented in your organization, you should generally exercise caution and avoid using exclusionary or absolute language. One exception is when legal or funding requirements mean that you can only hire people from specific groups (i.e.: based on age for government-funded programs that contribute to student summer wages, based on Canadian residency status, ability to work in Canada, etc.).
Consider adding a few lines that speak to your organization’s larger commitment to employment equity and/or DEI approaches. Together, this information will let job applicants know how and why you are integrating employment equity principles into your hiring practices.
Consider other parts of your job posting that may not overtly speak to inclusion of Indigenous and racialized people, but that DO speak to the barriers they experience. For example, in some Canadian jurisdictions, employers must include salaries or salary ranges in job postings. This transparency allows applicants to determine if the salary meets their needs before applying, saving both time and effort for candidates, and is considered a best practice.
Examples from Canadian ENGOs
Particularly important for ENGOs in Canada, consider crafting a statement like CAPE has done below. In just three sentences, their statement manages to speak to environmental justice issues (the disproportionate impact of environmental and climate change-related harms on racialized and Indigenous people), encourages applications from people who “may not always see themselves as part of the environmental movement”, and acknowledges their commitment for learning “from and with” the candidate.
Canadian Association of Physicians for the Environment (CAPE): "As an organization working at the intersection of health and environment, CAPE understands the importance of diverse perspectives to ensure a healthy future for all. We understand that Indigenous and racialized peoples, as well as people with disabilities, are among those most impacted by climate change and environmental hazards. We encourage applications from individuals who may not always see themselves as part of the environmental movement and we are committed to learning from and with the successful candidate".
Here are a few other examples of language that speak to hiring goals and the organization’s stance on diversity, equity, and inclusion, garnered from Canadian ENGOs. As a best practice, we suggest keeping your own equitable job posting language saved to access whenever needed.
Nature Canada: "We encourage applications from members of equity-seeking groups. Nature Canada is committed to a workplace free from discrimination, harassment and intimidation where everyone can participate safely, freely and confidently."
Parks People: "We are actively working to hire, meaningfully engage with, and include guidance and input from, Black, Indigenous and People of Colour in ways that centre intersectionality, Indigenous resilience, and anti-racist principles. We are committed to promoting equity, diversity, and inclusion in our workspaces and programs, and encourage applications from BIPOC candidates".
Environmental Defence: "Environmental Defence embraces equity and diversity and is committed to a workplace that is enriched by the people, needs and desires of Canada's diverse community".