Open Job Positions. Within ninety (90) days of ratification, the Company shall collect self-reported information from Candidates for the purposes of diversity and inclusion. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter screening stage, that is comprised of, at least 50% of the candidates for roles (inclusive of active and passive candidates) from groups traditionally underrepresented in journalism (e.g., women, people of color, those identifying as LGBTQ+, people with disabilities, and military veterans). At each meeting with the Diversity Committee, the Company shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of each beat as part of that discussion. If in a calendar year the Company is unable to meet that aggregate 50% goal, the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals and increasing the Diversity Subcommittee budget. For purposes of calculating the 50%, applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Company shall encourage applicants to self-report, in furtherance of the diversity objectives set forth herein.
Open Job Positions a. The Employer will make a sustained effort to circulate job postings and recruit candidates from groups that have been traditionally under-represented within the podcasting industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed.
b. When the Employer seeks outside candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Employer shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Employer is seeking outside candidates is an aggregate candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 40% candidates who are from groups traditionally underrepresented at Parcast (BIPOC, those identifying as LGBTQ+, people with disabilities, military veterans, and other groups defined as traditionally underrepresented by the Diversity Committee). This percentage goal will increase to 45% on 1/1/23 and then to 50% on 1/1/24. At the Diversity Committee meetings, the Employer shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of the unit as part of that discussion. If in a calendar year the Employer is unable to meet the respective aggregate percentage goal, the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals. For purposes of calculating the percentage, applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator.
c. The Employer shall provide a quarterly report to the Diversity Committee with the following information: list of open positions at Parcast, a list of places where open bargaining unit positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups), The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the podcasting industry.
Open Job Positions a. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of, at least 50% candidates (inclusive of active and passive candidates) from groups traditionally underrepresented at Vox Media (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). The goal across all such vacant bargaining unit positions at XXXxxxxx.xxx for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 50% candidates (inclusive of active and passive candidates) from groups traditionally underrepresented at XXXxxxxx.xxx (e.g., women, BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans).
Open Job Positions. All bargaining unit positions for which the Company is seeking external candidates shall be posted. The Company will make a sustained effort to circulate job postings and recruit candidates from groups that have been traditionally under-represented within the journalism and entertainment industries. To further this goal, the Company shall make good faith efforts to interview diverse candidates for every posted bargaining unit position. On a quarterly basis, the Company shall provide a report to the Diversity Committee with the following information: list of open bargaining unit positions for which the Company is seeking external candidates and a list of places where said open positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups)., The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media ( e.g., attending the annual convention of the National Association of Black Journalists "NABJ").
Open Job Positions. All open job positions will be posted for a minimum of one week. The Company will make a sustained effort to circulate postings to and recruit candidates from groups that have been traditionally underrepresented at Salon and within the digital media industry, including with respect to race, ethnicity, national background, educational background, socioeconomic background, sexual orientation, gender identity, age, disability, and creed. When the Company seeks candidates for a vacant bargaining unit position, it will make best efforts to ensure that candidates from groups underrepresented at Salon (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities) will be included in the pool of interviewees. The Company will work jointly with the Diversity Committee to increase the candidate pool of underrepresented groups at Salon and shall post open positions to job boards that target applicants from groups underrepresented at Salon (e.g., the National Association of Black Journalists (NABJ), the National Association of Hispanic Journalists (NAHJ), the Asian American Journalists Association (AAJA), XxxxxXxxx).
Open Job Positions. The Company will make a sustained effort to post job openings and to recruit candidates from groups that have been traditionally underrepresented at Hearst Magazines and within the journalism industry, including with respect to race, ethnicity, national background, sexual orientation, gender identity, age, and creed. The Company shall make good faith efforts to post open positions to job boards that target applicants from groups underrepresented at Hearst Magazines. The Equity Committee may make recommendations or referrals to appropriate job boards. For all open bargaining unit positions at the Company for which the Company is seeking outside applicants, the Company shall continue to adhere to EEOC guidelines on the option for candidates to self-report demographic information. The Company shall provide a quarterly report to the Equity Committee with the following information: a list of posted bargaining unit positions at Hearst Magazines; a list of positions filled and places the Company sourced incoming talent, as well as internal engagement activities.
Open Job Positions i. When the Employer seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, (a) the position will be posted for a minimum of two weeks, and (b) the Employer will ensure that it interviews at least two (2) candidates from groups underrepresented at The Intercept (e.g., BIPOC, LGBTQ+, people with disabilities, low socio- economic status,) prior to making a hiring decision. When a position is created for a specific candidate (i.e., when, prior to the creation, the position was not part of the Board-approved headcount), the Employer will notify the Union in writing after the employee has accepted the position as to the basis for the decision not to post and interview for the position.
ii. The Employer will make a good-faith effort to circulate postings in a manner that assists in the recruitment of candidates from groups that have been traditionally under-represented at The Intercept and within the journalism industry. The Employer will attend conferences such as NAHJ (National Association of Hispanic Journalists), NAJA (Native American Journalists Association), and NABJ (National Association of Black Journalists), with the purpose of recruitment of candidates from groups that have been traditionally under-represented at The Intercept and within the journalism industry.
iii. A Diversity Committee representative from the bargaining unit shall participate on each hiring committee.
iv. The Employer will maintain a list of open bargaining unit positions at The Intercept, a list of places where such open positions are posted or otherwise disseminated (e.g., websites, listservs, social media groups), as well as any planned recruitment for bargaining unit positions. These lists shall be available to members of the Diversity Committee.
