Common use of Open Job Positions Clause in Contracts

Open Job Positions. All open bargaining unit jobs for which the Company is seeking outside candidates, and which are not being created with a specific individual in mind, will be posted for a minimum of two weeks. The Company will make a sustained effort to circulate posting and recruit candidates from groups that have been traditionally under-represented within the media industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed. When the Company seeks outside 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 an aggregate candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 50% of the candidates are from groups traditionally underrepresented at Gimlet Media (BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). At the Diversity 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 the unit as part of that discussion. If in a calendar year the Company is unable to meet that aggregate goal of 50% the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals. For purposes of calculating the 50% applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Employer shall provide a quarterly report to the Diversity Sub-Committee of the Labor Management Committee with the following information: list of open positions at Gimlet Media, a list of places where open positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) by Gimlet Media HR. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “NABJ”).

Open Job Positions. All open bargaining unit jobs for which the Company is seeking outside candidates, and which are not being created with a specific individual in mind, will be posted for a minimum of two weeks. a. The Company Employer will make a sustained effort to circulate posting job postings and recruit candidates from groups that have been traditionally under-represented within the media podcasting industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed. . b. When the Company Employer seeks outside 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 Employer shall set goals aimed at creating diverse candidate pools. The goal across all such vacant bargaining unit positions for which the Company Employer is seeking outside candidates is an aggregate candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 5040% of the candidates who are from groups traditionally underrepresented at Gimlet Media Parcast (BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans, and other groups defined as traditionally underrepresented by the Diversity Committee). This percentage goal will increase to 45% on 1/1/23 and then to 50% on 1/1/24. At the Diversity SubcommitteeCommittee meetings, the Company Employer 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 the unit as part of that discussion. If in a calendar year the Company Employer is unable to meet that the respective aggregate goal of 50% percentage goal, the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals. For purposes of calculating the 50% percentage, applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. . c. The Employer shall provide a quarterly report to the Diversity Sub-Committee of the Labor Management Committee with the following information: list of open positions at Gimlet MediaParcast, a list of places where open bargaining unit positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) by Gimlet Media HR. ), The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “NABJ”)podcasting industry.

Open Job Positions. All open bargaining unit jobs for which the Company is seeking outside candidates, and which are not being created with a specific individual in mind, job positions will be posted for a minimum of two weeks. The Company will continue to make a sustained effort efforts to circulate posting and recruit candidates from groups that have been traditionally under-represented underrepresented at Thrillist and within the digital media industry, including with respect to: to race/, ethnicity, national background, educational background, socioeconomic background, sexual orientation, gender identity, age age, disability, and creed. When the Company seeks outside candidates for a vacant bargaining bargaining-unit position not being created for a specific candidate or for purposes of promoting an existing bargaining unit employeeposition, the Company shall set goals aimed at creating diverse candidate pools. The will maintain a goal across all such vacant bargaining unit positions for which the Company is seeking outside candidates is an aggregate candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least fifty (50% ) percent of candidates who progress to the candidates are hiring manager interview stage shall be from groups traditionally underrepresented at Gimlet Media Thrillist (e.g., BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). At The Company will work in good faith to meet, if not exceed, the Diversity Subcommitteegoals it has set out for hiring. The Company will request voluntary demographic identification from candidates through the application process with an explanation of the purpose of collection and tracking. On a quarterly basis, the Company shall provide an update on whether Group Nine is pacing to its goal, which shall include the results for the roles closed in since 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 the unit as part of that discussion. If in a calendar year the goal has not been met, the Company is unable to meet that aggregate goal of 50% the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals. For purposes of calculating the 50% applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Employer shall provide a quarterly report plan to the Diversity Sub-Committee of Union for meeting the Labor Management Committee goal in the future and shall meet with the following information: list of open positions at Gimlet MediaUnion to discuss such plan. The plan may include such actions as allocating additional funds to recruitment, a list of places where open positions are posted, circulated or otherwise disseminated expanding recruitment to job fairs (e.g., websitesat HBCUs), listservs, social media groups) by Gimlet Media HRand participating in journalism conferences that are designed to help employers recruit diverse candidates for open positions. The report Company shall describe any specific activities being undertaken post open positions to job boards that target recruiting applicants from groups traditionally underrepresented in the media at Thrillist (e.g., attending the annual convention of the National Association of Black Journalists “(NABJ”), the National Association of Hispanic Journalists (NAHJ), the Asian American Journalists Association (AAJA), ▇▇▇▇▇▇▇▇▇). The Company shall endeavor to expand recruitment efforts to job fairs (e.g., at HBCUs) and journalism conferences that are designed to help employers recruit diverse candidates for open positions. With input from the Diversity Committee, the Company shall create and maintain a policy to promote diverse sourcing and freelancing bylines from underrepresented groups (e.g., BIPOC, people identifying as LGBTQ+, people with disabilities, religion). Such a policy shall be provided to newly hired employees and circulated to all bargaining unit employees at least once per year.

Open Job Positions. All open bargaining unit jobs for which the Company is seeking outside candidates, and which are not being created with a specific individual in mind, will be posted for a minimum of two weeks. The Company will make a sustained effort to circulate posting and recruit candidates from groups that have been traditionally under-represented within the media industry, including with respect to: race/ethnicity, national background, educational background, sexual orientation, gender identity, age and creed. When the Company seeks outside 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 an aggregate candidate pool, at a stage in the application process after the recruiter phone interview stage, that is comprised of at least 50% of the candidates are from groups traditionally underrepresented at Gimlet Media Spotify Stuiods (BIPOC, those identifying as LGBTQ+, people with disabilities, and military veterans). At the Diversity 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 the unit as part of that discussion. If in a calendar year the Company is unable to meet that aggregate goal of 50% the Diversity provision of the Agreement shall be reopened for further bargaining over additional steps to meet the percentage goals. For purposes of calculating the 50% applicants who do not self-report or prefer not to disclose shall not be included in the numerator or denominator. The Employer shall provide a quarterly report to the Diversity Sub-Committee of the Labor Management Committee with the following information: list of open positions at Gimlet MediaSpotify Stuiods, a list of places where open positions are posted, circulated or otherwise disseminated (e.g., websites, listservs, social media groups) by Gimlet Media Spotify Stuiods HR. The report shall describe any specific activities being undertaken to target recruiting applicants from groups traditionally underrepresented in the media (e.g., attending the annual convention of the National Association of Black Journalists “"NABJ”"). The Company shall continue to provide anti-oppression training at least once per year to all Company employees, including managers. Furthermore, the Company will continue to provide Company employees with training focused on disrupting bias and inclusive hiring . The Company will encourage employees to attend such training. The Company will inform the Diversity Subcommittee of the training that is available to employees.