Common use of Open Job Positions Clause in Contracts

Open Job Positions. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of, in the aggregate for each Pay Level, at least 40% of the candidates for roles at Pay Levels 3 through 6, and 50% for Pay Levels 7 and 8 (inclusive of active and passive candidates) from groups traditionally underrepresented in journalism (e.g., women, people of color, those identifying as LGBTQ+, people with disabilities, and military veterans). At each meeting with the Bargaining Unit DLG Subcommittee, the Company shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of each vertical as part of that discussion. If in a calendar year the Company is unable to meet that aggregate Pay Level goal of 40% for Pay Levels 3 through 6, and the 50% goal for Pay Levels 7 and 8, the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals and increasing the Bargaining Unit DLG Subcommittee budget. For purposes of calculating the 40% or 50%, as the case may be, applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Company shall maintain its current practice of encouraging applicants to self-report, in furtherance of the diversity objectives set forth herein.

Open Job Positions. Within ninety (90) days of ratification, the Company shall collect self-reported information from Candidates for the purposes of diversity and inclusion. When the Company seeks candidates for a vacant bargaining unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employee, the Company shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is a candidate pool, at a stage in the application process after the recruiter phone interview screening stage, that is comprised of, in the aggregate for each Pay Level, at least 4050% of the candidates for roles at Pay Levels 3 through 6, and 50% for Pay Levels 7 and 8 (inclusive of active and passive candidates) from groups traditionally underrepresented in journalism (e.g., women, people of color, those identifying as LGBTQ+, people with disabilities, and military veterans). At each meeting with the Bargaining Unit DLG SubcommitteeDiversity Committee, the Company shall provide the results for the roles closed in the prior quarter, so that the Committee can assess whether the above-referenced goals are being met. The Committee may also consider the demographic composition of each vertical beat as part of that discussion. If in a calendar year the Company is unable to meet that aggregate Pay Level goal of 40% for Pay Levels 3 through 6, and the 50% goal for Pay Levels 7 and 8goal, the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals and increasing the Bargaining Unit DLG Diversity Subcommittee budget. For purposes of calculating the 40% or 50%, as the case may be, applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Company shall maintain its current practice of encouraging encourage applicants to self-report, in furtherance of the diversity objectives set forth herein.