Deputy Executive Director-Diversity, Equity & Inclusion

Description

Salary range is $160K to $280K with a midpoint of $215K. New hires typically receive between minimum and midpoint, however, we may go slightly higher based on experience, internal equity and market.

Sound Transit also offers a competitive benefits package with a wide range of offerings, including :

Health Benefits : We offer two choices of medical plans, a dental plan, and a vision plan all at no cost for employee coverage;

comprehensive benefits for employees and eligible dependents, including a spouse or domestic partner.

• Long-Term Disability and Life Insurance.
• Employee Assistance Program.
• Retirement Plans : 401a - 10% of employee contribution with a 12% match by Sound Transit; 457b - up to IRS maximum (employee only contribution).
• Paid Time Off : Employees accrue 25 days of paid time off annually with increases at four, eight and twelve years of service.

Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year.

• Parental Leave : 12 weeks of parental leave for new parents.
• Pet Insurance.
• ORCA Card : All full-time employees will receive an ORCA card at no cost.
• Tuition Reimbursement : Sound Transit will pay up to $5,000 annually for approved tuition expenses.
• Compensation Practices : We offer competitive salaries based on market rates and internal equity. In addition to compensation and benefits, you'll find that we provide work-life balance, opportunities for professional development and recognition from your colleagues.

GENERAL PURPOSE :

Under general direction of the Chief Diversity, Equity & Inclusion Officer, the Deputy Executive Director - Diversity, Equity & Inclusion develops, operationalizes, and oversees a long-term vision and roadmap for the agency's diversity, equity & inclusion programs and commitment to anti-racism.

Provides leadership, coaching and supervision to the Diversity, Equity & Inclusion division.

ESSENTIAL FUNCTIONS :

The following duties are a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Provides strategic direction and technical expertise to develop, implement, operationalize and evaluate a long-term holistic roadmap and strategic vision for the agency's diversity, equity & inclusion programs.
• Implements the Anti-Racist Strategy, goals and commitments.
• Develops business priorities that provide opportunities to build equity practices into the fabric of the organization's operations.
• Supervises, trains, coaches and motivates Diversity, Equity & Inclusion team; coordinates and provides training and growth opportunities, assists in the management of the workflow and prioritization of projects.
• Researches, develops, and implements policies, procedures, practices, programs and initiatives that may be necessary to achieve the agency's anti-racism goals
• Develops and implements equity tools; develops a long-term accountability and implementation plan.
• Supports departments to integrate principles of diversity, equity, and inclusion into strategic plans, business initiatives, and workplace culture
• Collaborates and consults with marginalized communities to ensure their voices and input are integrated into Sound Transit's equity goals, strategies, and practices
• Provides oversight and may manage internal and external equity advisory groups.
• Provides consultation, strategic coaching, advice and acts as a staff resource to departments, teams and managers related to scope of work.
• Sets the strategy and provides oversight to the agency's employee resource groups.
• Sets the strategy and provides oversight to training and regular learning opportunities for employees at all levels of the organization and all levels of understanding of DEI principles and practice
• Provides oversight and may manage Equity Summit.
• Partners with leaders, departments and teams to identify, analyze and recommend systemic changes.
• Continuously assesses internal and external needs.
• Establishes and maintains effective internal and external working relationships including, but not limited to internal staff, outside agencies, community groups, and the general public.
• Leverages data and develops key metrics to ensure effective implementation and measurement. Tracks, analyzes and communicates key equity success metrics and demographic trends generally and within our industry and recommend programs / solutions.
• Continuously evaluates the effectiveness of programs, processes and procedures and recommends timely changes.
• Approaches challenges with a systems-level thinking to work toward institutional change.
• Leads and participates in special projects.
• Champions and models Sound Transit's core values and demonstrates values-based behaviors in everyday interactions across the agency.
• Contributes to a culture of diversity, equity and inclusion in alignment with Sound Transit's Equity & Inclusion Policy.
• It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and / or other employees.
• It is the responsibility of all employees to integrate sustainability into everyday business practices.
• Other duties as assigned.

MINIMUM QUALIFICATIONS :

Education and Experience : Bachelor's degree in Ethnic or Women Studies, Education, Sociology, Organizational Development or related discipline and ten years of experience in developing and managing civil rights compliance programs, project management, team leadership.

Preferably in a nonprofit, public sector or service environment; Or an equivalent combination of education and experience.

Eight years of leadership, budgetary, planning and workforce management experience.

Required Knowledge and Skills :

• Advanced principles, practices and strategies of diversity, equity, inclusion & anti-racism programs and functions.
• Team leadership and supervisory principles, methods and techniques.
• Program / project management.
• Establishing and maintaining effective working relationships with other division staff, management, vendors, outside agencies, community groups, and the general public.
• Building trust and credibility.
• Exceptional communication skills, both verbal and written .
• Strong analytical skills : demonstrated ability to investigate and research facts prior to making recommendations or offering solutions;

leadership skills and a commitment to teamwork and excellent service.

• Performing duties involving the use of independent judgement, personal initiative and resourcefulness.
• Ability to work in a changing environment; must be self-motivated.
• Managing conflict.

Preferred Knowledge and Skills :

Principles and practices of local government administration.

Physical Demands / Work Environment :

• Work is performed in a standard hyrbid office environment.
• May require weekend and night shifts to attend community events.
• The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.

Sound Transit is an equal employment opportunity employer. No person is unlawfully excluded from employment action based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status or other protected class.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)