• Be deliberate in identifying the “must-haves” and “nice-to-haves” in ways that promote equity and inclusion.
• Focus on what skills are needed to perform the core responsibilities of the job. Traditional proxies, such as university degrees and years of experience in the field, tend to advantage candidates who have had more access to higher education and certain professional networks, both of which have historically excluded a variety of groups including women, people of color, LGBTQ people, and people with disabilities.
• Consider the type of Jewish knowledge and experience a position requires if any. Access to Jewish education and experiences often has not been fully available to a wide range of Jews, including Jews of color, LGBTQ Jews, women, Jews with disabilities, and others. Taking this into account, hiring managers should consider what Jewish background is critical and which Jewish knowledge can be learned on the job.
• Include equity competencies. Hiring managers are encouraged to consider what skills the person who is hired will need to have around equity and inclusion. Do they need an equity lens in the creation of programs or materials? Do they need to manage a team of diverse staff members? Do they need to be able to communicate effectively across diverse social identities?

(The Management Center provides a sample role description and a worksheet for creating your own.)

Learn more about creating job descriptions in our resource, A Guide to Recruiting and Hiring