The most dangerous saying is: “It’s how we’ve always done it.” I think that phrase stops people from evolving and creating a society that can be far more inclusive than it is right now.
I appreciate questioning things by looking at the situation and how following the standard practice is hindering people within the system. We need to question things. These questions shouldn’t just be wordsmithing or laying blame, but digging deep into the root of the problems. It’s these roots that create systems that lead to oppression.
For example, look at common hiring practices. Most non-government jobs will post a job and not list the salary. Then, during the screening process, a potential candidate is asked what they are either expecting to make or what they currently make.
You might be reading this and thinking: “Yeah, sounds about right. What’s the issue?”
To me, there are plenty of issues. First of all, if someone really needs a job, they will 100 per cent say a lower number than desired to ensure they aren’t counted out for the position. That lower number is then tied to them.
For people from other cultures, including Indigenous communities, humility is a virtue that is culturally ingrained. Being humble will also play a role in someone proposing a lower salary.
When a position is created, there is always a range of what the employer is willing to pay, usually a range depending on experience.
Let’s say there is a position that the employer is willing to pay $60,000 to $65,000 annually, and the candidate said they are looking for a job paying $55,000. I don’t think many employers would turn around and say: “We’ve seen your resumé, and you are fully qualified, and we want to offer you the position at $65,000.”
If I am wrong, please let me know.
When a candidate discloses their current salary to a potential employer, it’s saying this is where my current employer values my performance.
There is no denying that there is a wage gap between women and men, minorities and the majority and people with disabilities. If people have been discriminated against in previous positions and had their performance valued as “less than,” it is going to follow them throughout their career and continue to be an uphill battle.
There’s an easy way to solve this issue, and that’s by selecting the salary range for the position, which in most cases is already there, and then paying the new hire that amount. If you take a chance on someone with less experience and they can do the job, why should they get paid less, just because you can?
If someone currently makes $32,000 and applies for a $50,000 job and can do the job, they should get $50,000.
This removes bias from the situation and levels the playing field. I know there is the argument of saving money and not spending more than you have to, but I really think following these archaic guidelines are keeping people oppressed. Not in every situation, but I am sure it happens.
Granted, it’s important to reiterate that the oppression could have initially taken place early in someone’s career, and they are continually paying for it. It might not be their current employer, even their past two or three employers who are consciously valuing their performance as less. It’s unintentional, and that’s what makes this tricky. Laying blame is dangerous, but educating people on the whole picture might change internal hiring practices.
Think of women in your family, a friend with a disability, or other people you’ve worked with who are minorities.
I think it’s important to question things, and by question I don’t mean openly criticizing without a valid solution to the problem. I want to reiterate that it’s not wordsmithing, either. We’ve all sat at a table where someone doesn’t really want to change the content, but the diction, grammar or sentence structure. The wordsmith either wants to make everything perfect, in their vision, or to waste people’s time while trying to demonstrate how smart they are.
Let’s not find fault to demonstrate dominance, because that’s the whole issue I am trying to address.
Charla Huber is the director of communications and Indigenous relations for M’akola Housing Society.
