There is an abundance of conversations happening within the field regarding diversity, equity, accessibility, and inclusion, but we would like to recognize the need for action.
Disclosing salary ranges on a job posting may not solve all these problems, but it will be a step in the right direction. Please join the National Emerging Museum Professionals Network in encouraging Museum Associations’ hosting job boards to consider changing their posting requirements for job openings by mailing or emailing a letter to the Museum Associations you are a member of or your State Museum Association. The links consist of a letter template and excel sheet of all the U.S. based Museum Associations currently hosting a job board and the status of their salary range requirement. We will update the mailing list regularly with any changes to job posting requirements.
Not comfortable writing a letter or email? Consider signing our petition.
Why are we asking for your help?
Currently the common practice has been non-disclosure of salary ranges or hourly rates for museum jobs. Many organizations believe disclosing pay will limit the submission of potential talent, compromise their ability to negotiate for a salary range they can fit into their budget, or cause distress among current employees regarding pay disclosure.
However, as Vu Le, Executive Director of Rainier Valley Corps, has pointed out in his widely read blog, nonprofitaf.com, the system of non-disclosure contributes to the lack of diversity in the nonprofit workforce, unfair compensation, and a high rate of burn out; all things that are harmful to museum operations. Because institutions have been slow to change their job posting format, we are reaching out to the Museum Associations that host job boards to adopt the following job posting requirements, along with the reasoning behind each one (provided by Philadelphia EMP), though the top reason is requiring accurate salary ranges.
Require accurate salary range
- The job hunt is time-consuming and expensive for both the employer and prospective employee. Posting an accurate salary range will help both sides avoid wasting time on jobs/candidates they cannot afford.
Paid positions only
- Unpaid internships are only available to those who can afford to work for free, and disqualify many people without the means from getting experience in our field.
Strongly encourage to include the name and title of the person to whom candidates should address applications
- This avoids any confusion for candidates submitting applications, resumes, and cover letters.
Strongly encourage to include interview format (group, panel, one-on-one, etc.)
- This allows candidates to better prepare for an interview and reduce the stress of the unknown.
Strongly encourage to include a breakdown of the hiring process from application to training
- This offers candidates a clear picture of what to expect and give them a better understanding of your timeline