Job Evaluation: A Tool for Diversity, Equity, and Inclusion

One of the key tools available to leaders for recruitment and retention is the job evaluation. Leaders use these evaluations for newly created positions, for changes to current positions, and as inputs to performance management and enhancement programs. This tool assists leaders during the recruiting process by having in place job responsibilities, assessment of applicant qualifications, compensation, and other factors related to recruiting employees. Job Evaluation can be a great tool to guide and support diversity, equity, and inclusion in the workplace.

Grounding an evaluation in DEI means it is equity-focused, culturally responsive, and participatory. Such evaluation ensures oppressive structural and systemic barriers are not present. Redesigned job evaluations, with a foundation in DEI, ensures the organization is unlearning old practices and learning new ones. This includes redefining performance expectations based on specific objectives and clearly articulated behaviours limiting the tendency to base them on a gut feeling that is subject to biases and prejudices.

What should we think about when designing Job Evaluations?

1.????Wording may affect whether females apply, Research shows “masculine” adjectives like “superior,” “competitive,” and “determined,” result in fewer female applicants. Even with the best intentions, words often convey prejudices, stereotypes, and discrimination. Words can suggest expectations or limitations related to their social group.

2.????Availability of flexible work options. Flexible working policies provide support to caregivers (often women, who do most unpaid care work and, therefore; face time burdens to complete care responsibilities and professional responsibilities). An appropriate flexible work policy should be identified by considering your workplace environment and the needs of employees.

3.????Ensure professional development and career advancement opportunities (e.g., mentorship, training, etc.) meet the needs of, and are accessible to, equally by individuals from different identity groups. All qualifications should directly tie to duties performed on the job.

4.???Establish decision-making authority, the scope, and range of the responsibilities performed, the level of the duties performed, and the relationship of the position to other jobs in the organization should include responsibility and accountability for supporting DEI in the team, department, unit, etc.

5.????The process for determining pay and promotional opportunities should be transparent for employees to see and understand. This helps to ensure employees perceive the workplace as fair, equitable, and the provider of equal opportunities for employees.

Consider creating a Job Evaluation Team with a good mix of skills, experience, knowledge, and perspectives. Aim to have representation from the community being evaluated, and balance diversity in the team.

Job Evaluations, particularly in large companies, need to be equitable, and not dependent on the boss, individual managers, and departmental whims. Employees always compare notes - and employers who keep this in mind as they develop their employee systems - win employee loyalty and commitment.

Think about what your organization values in an employee, then structure your Job Evaluations in a way that puts those values into action.

Donna Stevenson is an Instructional Designer and Facilitator who works with Mohawk College Enterprise to enhance the skills of clients in the area of leadership development.