Human Resources at Retreat Centers
Retreat centers are not immune from the challenges of the ‘great resignation,’ and moving forward requires understanding equitable compensation, and clarity around hiring practices rooted in values. On this call, Christine Lajoie, HR Manager at Fetzer Institute, and Francisco Burgos, Executive Director from Pendle Hill, share best practices, challenges, successes, and learnings in regards to human resources and compensation.
During the Community Call, we learned:
Equitable hiring practices start with a confirmation of an organization's values and commitment to justice, equity, diversity, and inclusion.
Job postings should and can include: Diversity statement on the top, a position summary that provides a clear understanding of the job and culture, and a timeline. Fetzer learned to also share compensation to best inform potential candidates right away.
When resumes come in, more than one person should review to help reduce bias and bring in different lenses
The entire compensation package should be equitable, not just the salary. In fact, having options that are unique and varied can help meet potential employees where they are at. Benefits can be negotiated, too, such as work from home, self-care opportunities, and vacation time.
Compensation for retreat centers varied, especially related to geographic areas. There can be research done on what ‘market’ value is in a specific area.
Staff and Board of Directors of retreat centers can work with this information as they respond to current needs in the process of hiring. Data and best practices can collectively move us forward and help inform our organizational cultures.