Charla Huber: Pay people what they are worth – Times Colonist

The most dangerous saying is: Its how weve 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 shouldnt just be wordsmithing or laying blame, but digging deep into the root of the problems. Its 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. Whats 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 arent 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.

Lets 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 dont think many employers would turn around and say: Weve seen your resum, 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, its 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.

Theres an easy way to solve this issue, and thats 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, its important to reiterate that the oppression could have initially taken place early in someones 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. Its unintentional, and thats 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 youve worked with who are minorities.

I think its important to question things, and by question I dont mean openly criticizing without a valid solution to the problem. I want to reiterate that its not wordsmithing, either. Weve all sat at a table where someone doesnt 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 peoples time while trying to demonstrate how smart they are.

Lets not find fault to demonstrate dominance, because thats the whole issue I am trying to address.

Charla Huber is the director of communications and Indigenous relations for Makola Housing Society.