In order to answer the various questions, we offer a list of frequently asked questions below.

Why has AFP Global initiated this measure?

AFP Global will require salary ranges for all new job listings posted on its website as of November 1, 2020 in order to promote pay equity, particularly with respect to gender (including gender identity and gender expression) and racial identity. A similar mandatory measure took affect on May 1, 2021 for AFP Quebec.

Why won’t AFP Quebec require mandatory pay scales on November 1, 2020?

Two years ago, AFP Global announced the optional implementation of this measure and has made it mandatory as of November 1, 2020. As AFP Global did, we at AFP Quebec allowed ourselves to gradually implement this practice in order to give everyone time to adapt.

As a smaller organization, my financial capacity is more limited. I am concerned that I will be penalized if I advertise the salary scale with my job posting.

The inclusion of a salary scale in no way diminishes the mission and importance of smaller organizations. However, this will allow many applicants to refrain from applying if the proposed scale does not meet their minimum requirements. This saves time, money and frustration for everyone involved in the recruiting process, including organizations. Moreover, this measure is intended to bring about change and reduce wage inequalities, particularly within small teams and smaller NPOs.

As a larger organization, I’m concerned that the competitive salaries we offer could be frowned upon if put into the public eye, for example by donors, charity ratings organizations, and the media. This makes me fearful that I’ll be putting my organization at risk each time a job is posted.

We are very aware of the public perception challenges that non-profit organizations face daily, particularly regarding administrative costs and payroll. However, much of this information is already accessible through the T3010 form or the financial statements that your organization is required to submit each year. We advocate for transparency with our donors, so we must also be prepared to stand behind our budgets and industry standards when the time comes to recruit the best professionals for our causes.

Salaries are vastly different from one NPO to the next, how will this new policy by AFP Quebec help the sector and its professionals?

Despite working together in one sector, it is an irrefutable fact that some causes are better funded than others. As a result, some charities have more means at their disposal. Regardless, we encourage our community to view this opportunity in a positive light, as its goal is to increase transparency and accountability for both professionals and employers. Moreover, it will allow both parties to start off salary discussions with full information and on equal footing. Thus, we anticipate there will be less wasted time and fewer frustrations, particularly when the recruitment process is already well advanced.

At what level of position does this measure apply?

This measure applies to all job levels and to all organizations wishing to post their job opportunities on the AFP site, regardless of the organization type or job category.

Senior management positions are often filled by head-hunting firms, which rarely post salary ranges. Doesn’t AFP Quebec’s requirement to include a salary scale confirm to non-profit boards of directors that firms are the right choice?

As always, the decision to hire a head-hunting firm is a choice of an organization’s leadership. It is up to each organization to determine its desire for transparency with regard to the salaries paid to its team of fundraising professionals. Such a practice may not suit all organizations, but AFP Quebec is proud of the role it is playing as part of this change and believes it will be for the benefit of the profession and those who work in the sector. We fully expect that within one to two years this will be the new norm, including with head-hunters, and are glad to be leading the wave.

As an organization, should I expect to receive fewer applications?

Not at all! It has been shown that job postings which include salary levels attract 30% more applications and that these applicants are better aligned with the position.

Information about compensation is already available on every organizations’ T3010 declarations. Why does AFP feels it is also necessary to include it on job postings?

Few people know that it is possible to view the salary ranges of the most senior positions on the CRA site. Moreover, the T3010 return offers only very broad compensation categories – for example between $1 and $39,999, between $40,000 and $79,999, and between $80,000 and $119,999. We do not feel such wide ranges provide sufficiently specific information for applicants, nor is information about which positions are matched to these ranges provided.

If we refuse to provide an entry salary range, what will AFP Quebec do?

As of May 1, 2021 we will no longer allow the posting of a job offer that does not include a salary range. AFP will first communicate with the organization to allow it to add the requested information. In the event of a refusal, we will not proceed with the publication request.

How broad or specific does the posted salary range need to be, and who determines it?

We are leaving this to the judgment and discretion of the hiring organization. AFP Quebec will not prescribe specific salary ranges but will monitor with interest what information is included.

Why impose such a standard on the philanthropic sector when it is not imposed on the private sector?

In fact, this initiative is nothing new. It has been advocated for several years and has a proven track record of attracting more applications – and above all more applications that are aligned with the posted position. It is also a measure that has been well established in the public sector for many years. While one might think that the AFP is being bold in implementing this practice, it is simply following the best practices that are already in existence.