This seems to be a restriction against employers asking for someone’s salary 
history, not against including the expected salary range in a job advert. 
Having occasionally looked at WMF job adverts, it’s always seemed odd to me 
that the salary ranges haven’t been mentioned at all (my occasional questions 
about this went unanswered). Personally, I would never apply for a position 
that doesn’t have an advertised salary range, and I can only imagine how this 
would affect those that aren’t white men. It’s probably particularly important 
in the case of San Francisco to figure out if it would even be a practical 
living wage.


> On 11 Sep 2020, at 12:00, Dan Garry (Deskana) <> wrote:
> Asking candidates for their current salary is prohibited in San Francisco
> as of July 2018 [1] which means that, as a San Francisco based
> organisation, the Foundation will undoubtedly not be doing this. To my
> knowledge, this wasn't done by the Foundation before either, but we can
> confidently state that it won't be done now.
> There are some complexities in disclosing salary ranges for the Foundation.
> One practice that can be used for encouraging diversity in candidate
> applications is to specify that a position is open to candidates with a
> wide range of experience and in all locations in the world, in which case
> the salary range posted will be so large that it will basically be
> meaningless. On the other hand, another good practice for encouraging
> diversity is to source internally for senior positions, which opens up more
> junior roles that can be sourced externally, in which case a salary range
> can be more meaningful and helpful. It's hard to figure out what the right
> balance is.
> Regardless, more public transparency in salary banding would be good to see.
> Dan
> [1]:
> On Fri, 11 Sep 2020 at 10:44, Chris Keating <>
> wrote:
>> Good morning everyone!
>> There's a campaign(1) for nonprofits to disclose the salaries, or at least
>> salary ranges, on job ads.
>> An increasing body of evidence(2) shows that practices like not disclosing
>> expected pay, and requiring applicants to disclose their current salary, is
>> harmful to equity in the workplace.
>> Not disclosing salaries affects pay levels within the organisation -
>> because white men are usually relatively confident in negotiating their
>> salaries upwards, so tend to end up with a better deal.
>> It can also affect the diversity of candidates who apply. Candidates who
>> have stronger networks within the industry they're moving into (again, more
>> commonly white men with privileged social and educational backgrounds) also
>> have clear expectations because they are 'in the know' about industry
>> norms, while people who don't, find the lack of salary information a
>> barrier to application. (After all, why take the time and effort to apply
>> for a job when you have no idea how the likely pay compares to your current
>> employment?)
>> I know practices vary within the movement - I believe the WMF never
>> mentions salaries on ads, and I don't know whether the range is disclosed
>> to applicants or not - some chapters I know do advertise a salary. However,
>> I'd urge all entities within the movement that hire staff to disclose the
>> expected salary ranges for posts they are advertising, as part of their
>> commitment to equality, diversity and inclusion.
>> Thanks for reading,
>> Chris
>> (1):
>> (2): e.g. at
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