Position Descriptions/Job Qualifications
As you draft the description for a new position, it is very important to give serious consideration to the necessary qualifications. In nonprofit organizations, knowledge of the communities that are being served is usually a reasonable job qualification. In some cases, this kind of knowledge needs to be about a particular population group (e.g., high school students). In other cases, providing general knowledge of diverse communities is important to help an organization achieve its goals.
Developing good job descriptions also requires getting an accurate assessment of the job qualifications necessary to get a job done. Organizations should give some thought to the educational background, skills, and experiences that are truly valuable for a given position. As you attempt to diversify your pool of candidates, give some serious thought to the job qualifications that are really necessary for each position.
For example, in a report by The Denver Foundation, (Pease, Katherine & Associates, Inside Inclusiveness: Race, Ethnicity, and Nonprofit Organizations. The Denver Foundation, July, 2003) one highly inclusive nonprofit organization interviewed described holding positions open as long as it takes to find candidates who are knowledgeable about and competent working with diverse communities. The organization does not hold positions open until a person of color is hired (which could be construed as racial discrimination); rather, they hold positions open until a candidate is found who has the skills they seek, who is able to understand their clients, and who thrives in an environment where inclusiveness is valued.
Job Description: Before and After Inclusiveness Lens Applied (from Eco Ed, Minneapolis/St. Paul)
Job Description: Director of Advocacy (from Colorado Anti-Violence Program, CAVP), an example of a shared leadership structure within a culture of equality
Job Description: Inclusiveness Coordinator (from Denver Museum of Nature and Science)
Benefits of Recruiting and Retaining a Diverse Staff
Costs of Unsuccessful Recruitment and Retention of Diverse Staff
Setting Goals for Staff Composition
Announcing and Advertising Personnel Openings
Interviewing and Selecting Candidates
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