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A Publication of WorkMonger
and TrulyHired
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Many companies have Employee Resource Group programs to empower and support community groups within the organization. Here’s an exploration into ERGs and how they can work collaboratively with your company.
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OpEd/Conversation Starter
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Careers aren’t just about work—fulfilling jobs should also offer employees personal as well as professional development, a support network and a sense of belonging. That’s why Employee Resource Groups (ERGs), also known as affinity groups, have an important part to play in many organizations. Learn more about the benefits of ERGs here.
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What WorkMonger is reading right now.
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As companies have refined their diversity, equity, and inclusion (DEI) strategies to better meet the needs of workers and other stakeholders, many have begun reexamining the roles of their employee resource groups. By aligning their work with organizational and employee expectations, employee resource groups can help people feel more included in the workplace.
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Career Corner: Ask a Recruiter
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Answering “What are your salary requirements” on a job application
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One of the most frequent questions I receive from job-seekers is how to answer the question, “what are your salary requirements” on a job application.
I wish I had a black and white answer for you, but like many things in life and in job seeking, my answer is nuanced. Here’s what I recommend:
1. Know your worth in the market.
This is different than having a dream number in mind based on what you want, but instead, what someone with your skills, years of experience and training typically earns in your target industry, job function, and level of seniority. You can learn this from gathering insight from others in your field, researching typical salaries on websites like Glassdoor and Salary.Com, and following content creators like Salary Transparent Street (one of my personal favorite accounts to follow online). You should also consider what you’ve previously earned in similar roles, at peer organizations, but this cannot be the only factor (wage disparities can exist based on many systemic issues).
2. Review the job description or ask the recruiter before applying.
Is there a salary band listed? Review the job requirements and see where you might land as a candidate. Many organizations bring in external talent closer to the lower or mid-point range of the salary band as a way to promote internal equity and also give talent room to grow, but this isn’t true across the board. When possible, ask for clarity before applying about the salary band. Here’s sample language: “I didn’t see the salary listed on the job description - what is the budgeted salary band for this role?”
3. Know you still have room to negotiate up from the number you included in the application.
I don’t encourage you to intentionally write a lower salary requirement to get your foot in the door, just so you can negotiate later. That being said, you might find that as you go through a hiring process and learn the role is more demanding/your skills more valuable than you previously realized, then you can certainly advocate for more. Here’s some sample language if offered a role and the salary is lower than expected: “The more I’ve learned about the scope of the role, I would expect a salary of [insert salary range]. This aligns with what I’ve seen across the market.”
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Create or Update Your JobSeeker Profile
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The mission at UrbanPromise is to provide Charlotte’s children and youth with the spiritual, academic, and social development necessary to become Christian leaders determined to restore their communities. They are looking for an educational program leader to be their Site Director. The Site Director will organize, direct, and manage a Christian faith-based AfterSchool Program and Summer Camp for about 100 first to eighth grade students. The Site Director serves as the primary, visionary leader for the site by: ensuring that daily out-of-school-time programs run with excellence; building and cultivating strong relationships with parents, school partners, and community partners; and leading and managing two adult team members and about 25 teenage StreetLeaders.
The ideal candidate has 3+ years of relevant experience working with and leading low-income students. Experience leading out-of-school time programs is a plus. Proficiency in Spanish is required.
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Excellent Schools New Mexico is a nonprofit organization devoted to ensuring that all New Mexico children have the opportunity to fulfill their potential and lead healthy, meaningful lives. They are looking for a leader with the fortitude to develop and launch an exceptional school as a NM Future Schools Fellow. This unique, two-year fellowship program provides participants with individualized training and support to design and launch a public charter school in New Mexico.
The ideal candidate has school-based and/or non-profit leadership experience (instructional coach, dean, AP, principal, program director, executive director, etc.) with people management experience prioritized.
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Breakthrough Public Schools' mission is to develop a growing network of distinctive school options that prepare Cleveland area students for success in life. Breakthrough is looking for an instructional evaluation expert to be their Director of Continuous Improvement. The Director of Student Services: Continuous Improvement is primarily responsible for developing, planning, and executing the strategy to improve student outcomes for the student services department. This is accomplished by eliminating redundancy, enhancing leadership, and standardizing processes to improve academic outcomes for students with disabilities and exceptionalities.
The ideal candidate has 5+ years of relevant experience working in education on a district level. This person also has 2+ years of experience in program evaluation and PDSA cycles.
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The Tarrant To & Through Partnership aims to ensure more Tarrant County students have the training and skills they need to thrive in today’s workforce. T3 is looking for a nonprofits finance leader to be their Managing Director, Operations and Finance. The Managing Director of Operations & Finance reports to the Executive Director and serves as a member of the T3 executive leadership team. The position is responsible for leading all internal operations which oversees Finance, Human Resources, and Information Technology. This person will develop annual T3 budget and analyze fiscal performance, making adjustments and recommendations where necessary to hit financial targets established by the finance committee.
The ideal candidate has 5-7 years of relevant experience leading financial departments and complex multi-site operational initiatives. This person also has a Master’s degree in Finance or Economics. Strong financial acumen and track record developing and managing 7-figure budgets preferred.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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