PROMOTION
BEST PRACTICE 7
Offer compensation which includes a living wage and comprehensive benefits in order to support employee well-being and alleviate the compounding effects of poverty.
Example of how this Best Practice connects to the Guiding Principles:
Build and Support Community: Increase neighborhood financial stability and promote economic self-sufficiency.
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Address Structural Racism: Allow individuals to reach their full potential and provide equitable opportunities for employees (and potential employees).
Examples of how employers can implement this Best Practice:
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Benefits support multiple facets of human need – health benefits, transportation supports, childcare supports, financial planning/literacy – and include flexible options that can accommodate many different employee/family structures and needs.
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Menu of benefits increase overall wages and support.
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Employees have opportunities to provide input regarding what benefits are available.
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Develop internal career ladders and opportunities for advancement.
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Connect with multiple levels of education/training programs to ensure that individuals from disconnected communities have “on ramps” to employment.
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Provide at-work (paid) learning opportunities that allow employees to build skills for advancement.
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Establish financial plans for the business that include a wage enhancement metric for all levels of employees.
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Link wage enhancement to learning and development goals.
Who is Doing this Well?
As employers commit to this best practice and show improvement on it, we will share their information here.
BEST PRACTICE 8
Structure professional development and advancement opportunities so that career pathways, expectations, competencies, timelines, and means of access are clear to all employees.
Example of how this Best Practice connects to the Guiding Principles:
Build and Support Community: Share power with employees and take a person-centered approach that allows individuals to reach their full potential.
Address Structural Racism: Provide equitable opportunities and reflect community diversity.
Examples of how employers can implement this Best Practice:
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Provide opportunities for on-the-job training to increase skills.
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Develop a clear ladder for promotion/advancement and clearly communicate with employees regarding this ladder and how to pursue opportunities.
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Focus on growing leaders within the organization; intentionally look to identify and support diverse leaders.
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Refer candidates who are not hired to training programs/partner WPOs.
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Provide ethics training on unconscious bias; training should be interactive, required annually, etc.
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Ongoing opportunities for training – refreshers and new content.
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Create internal working group to provide feedback on bias and related issues.
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Clearly communicate to new employees that a culture of racism is not allowed – from the top down.
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Provide employees choices in training pathways.
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Opportunities to pursue certification outside of work
Who is Doing this Well?
As employers commit to this best practice and show improvement on it, we will share their information here.