Equity and Culture Manager

About the Role

Reporting to the Senior Director of Equity and Culture (“Director”), the Equity and Culture Manager (“Manager”)  will serve a critical role in supporting the implementation of diversity and inclusion efforts across the organization and supporting the Department’s goal of maintaining an equitable and inclusive organization, including our work to center anti-racism and other diversity, equity, and inclusion (“DEI”) successful practices both internally and externally. Leading with our values of collaboration, equity, excellence, inclusion, and transparency, the incumbent will support the implementation of the organization’s vision for the DEI work envisioned in the Board of Directors’ Road Map to Equity, and as strategically constructed by the Chief Operating Officer (“Chief”).

Specifically, the Manager will partner with the Director to implement processes, protocols, programs, and initiatives to build the organization’s infrastructure and to ensure staff wellness, engagement, and sense of belonging. 

This is an ideal role for someone with strong communication and interpersonal skills, creativity, and strong project management, operations and organizational skills.  The job responsibilities described below do not reflect other responsibilities that may be delegated.

Location: Washington, DC

Reports To: Senior Director of Equity and Culture

Details: Full Time, Non-Exempt, Non-Union

Salary Range: $62,000 - $85,000

Responsibilities (What You Do)

• Implement projects and initiatives that create a strong organizational infrastructure;
• Support the Department’s confidential labor relations work, to include collective bargaining agreement negotiations and compliance with any established collective bargaining agreement;
• Support the organization in appropriately maintaining and utilizing confidential labor relations information including, but not limited to, the specific responsibilities outlined below;
• Support the creation/revision of internal processes and protocols that allow for equity through transparency and consistency across the organization;
• Maintain and track the system by which demographic information is responsibly collected and maintained for purposes of ensuring the organization lives its values;
• Monitor and update as necessary internal norms and other documents to provide transparency and clarity for the internal work; 
• Support the process for investigating internal allegations of violations of the organization’s policies and violations of the collective bargaining agreement;
• In collaboration with the Director, support employee working groups to help inform the work of the Equity, Culture, and Talent Department;
• Identify, create, and maintain opportunities for staff, Board, and member learning and development;
• Support the implementation of Learning Management System; 
• Support and facilitate DEI trainings, to include foundational training during staff onboarding, annual refresher training, and deep-dive training series– including content curation and creation;
• Support the management of compliance training by ensuring newly hired staff are assigned to training and that all staff remain current on training through regular reminders; 
• Manage relationships with external partners where appropriate;
• Manage the implementation of the bi-annual culture and climate survey;
• In collaboration with Department Directors, collaborate on relevant DEI training for members, volunteers, and organizers, to include unconscious bias and working with diverse communities; 
• In collaboration with the Director, lead in staff engagement and wellness programs, to include workshops and managing the internal and external heritage month celebrations/programming;
• In collaboration with the Talent Specialist, manage the Intern, Extern and Fellow Programs including leading on its expansion;
• Review applicant pools for hiring managers to ensure a diverse pool of applicants; and
• Other duties consistent with the duties and qualifications outlined herein may be assigned.

Qualifications (What You Bring):

• A minimum of 4 years of professional experience;
• Experience creating, implementing, or directly supporting diversity, equity, and inclusion initiatives in organizational settings;
• An implementer who works with urgency. Proven experience of supporting a vision by executing its action steps from strategic planning goals. Has an appreciation for sequencing to ensure the right things are done at the right times; high standards for success and a healthy impatience for progress. Knows how to keep projects moving while supporting the work of others.
• Clear-thinker and solutions-oriented, with excellent judgment and collaborative ways to overcome obstacles and execute on initiatives. 
• Excellent communicator, both written and oral. Must be able to draft policies, protocols, and review documents that create the foundation of the organization’s infrastructure. Has a strong ability to communicate in writing and in person.
• Proven ability to work collaboratively and with transparency, building trust, credibility,  and strengthening relationships with organization staff across lines of race, sexuality, gender and other identities.
• Experience with supporting workplace culture. Demonstrated knowledge of diversity, equity, inclusion, belonging, and justice principles and demonstrated ability or experience having implemented operational aspects of an organization. 
• Experience evaluating the efficacy and engagement of programing;
• Strong interpersonal skills with a demonstrated ability to build trust and credibility among staff and peers;
• Varied experience with or the demonstrated ability to learn organizational systems, like Google Suite, Monday.com, Greenhouse, and other project management and automated tracking systems;
• Demonstrated ability to create and support curricula for professional development and learning;
• Excellent communication skills, both written and oral;
• Highly organized and detail-oriented with the ability to manage and prioritize multiple projects and responsibilities simultaneously;
• Experience in, or demonstrated skill at, successful conflict resolution;
• A personal passion and commitment to the organization’s mission and an understanding of the reproductive freedom issue;
• A commitment to furthering DEI principles in a workplace environment in which diversity is valued and supported;
• Demonstrated cultural competency; and
• Experience in non-profit and/or reproductive rights organizations is a plus.