The Department of Adult & Juvenile Detention (DAJD) is looking for an Equity, Inclusion & Belonging Manager (EIB III) to join our team.  This position will ensure all department equity, racial and social justice initiatives are aligned and integrated with King County’s ERSJ  strategic goals and approaches.

Reporting to the Director of DAJD, the Equity, Inclusion & Belonging Manager III, will be responsible overseeing, developing, and implementing DAJD’s equity, racial and social justice (ERSJ) efforts to drive organizational transformation. Incumbents help lead the department to center pro-equity and anti-racism in all efforts and in building pro-equity capacity at all levels of the department. The Equity, Inclusion, and Belonging (EIB) Manager III works with department leadership and the Office of Equity and Social Justice (OESJ) to develop strategic direction, identify and implement ERSJ initiatives, strategies and approaches, and ensuring progress towards goal attainment, internally and to the communities served.

The Department of Adult and Juvenile Detention (DAJD) is a professional and nationally recognized organization that supports safe, vibrant, and healthy communities in partnership with other criminal justice and human service agencies. DAJD employs approximately 900 employees. We oversee the operation of the largest county jail in the State of Washington, housing an average daily population of more than 1400 inmates.

DAJD’s mission is to contribute to the public safety of the citizens of King County and Washington State by operating safe, secure, and humane detention facilities and community corrections programs, in an innovative and cost-effective manner.

Forbes recently named King County as one of Washington State’s best employers. 

Together, with leadership and our employees, we’re changing the way government delivers service and winning national recognition as a model of excellence. Are you ready to make a difference? Come join the team dedicated to serving one of the nation’s best places to live, work and play. 

Guided by our “True North“, we are making King County a welcoming community where every person can thrive. We value diversity, inclusion and belonging in our workplace and workforce. To reach this goal we are committed to workforce equity. Equitable recruiting, support, and retention is how we will obtain the highest quality workforce in our region; a workforce that shares and will help advance our guiding principles–we are one team; we solve problems; we focus on the customer; we drive for results; we are racially just; we respect all people; we lead the way; and we are responsible stewards. We encourage people of all backgrounds and identities to apply, including Native American and people of color, immigrants, refugees, women, LGBTQ+, people living with disabilities, and veterans.

DAJD is committed to upholding and promoting equal opportunity in employment. DAJD encourages people of all backgrounds, cultures, and religions to apply, including but not limited to veterans, people of color, immigrants, refugees, women, LGBTQ, and people with disabilities. DAJD values all forms of diversity and believes that a diverse workforce is a strong workforce.

• Partner with department leadership, the Office of Equity and Social Justice and human resources to define and drive ERSJ  action plans throughout the department. Review action plans with the Chief Equity and Inclusion Officer for approval and to ensure alignment with county ERSJ goals.

• Participate as a member of the county-wide EIB Manager leadership team under the leadership of the Chief Equity and Inclusion Office to ensure alignment with county ERSJ goals.

• Ensure work units are informed and empowered to make thoughtful and strategic decisions that are in support the department’s ERSJ goals.

• Assess the department and its division’s ERSJ practices and apply tailored department-wide ERSJ best-practice strategies to accelerate progress and enable cultural effectiveness and organizational change. Evaluate and report on the effectiveness of department ERSJ activities and their impact on work culture and business results.

• Provide direction, leadership, and guidance to department EIB teams to strategically integrate ERSJ policies and practices into the department’s line(s) of business, internally and communities focused.

• Establish ERSJ related performance measurement goals. Work to ensure metrics are understandable, meaningful and lead to transparency, accountability, and other desired outcomes. Continuously review data to understand the impacts of anti-bias efforts throughout the department.

• Provide consultation, coaching, and support for managers and other employees to be innovative and adaptive in providing culturally responsive, inclusive, and equitable programs and/or services.

• Communicate new/updated programs, policies, and processes, etc. to department leadership and employees.

• Facilitate the delivery of training/education/workshops around ERSJ and related subject matter.

• Represent department’s ERSJ strategy and efforts at the county level. Participate in county-wide ERSJ team(s) and communities of practice to fulfill both department and county goals.

• Collaborate with OESJ and other teams to build internal and external partnerships that help attract and amplify under-represented and diverse perspectives.

• Supervise assigned staff and coach for development, capacity building and performance.

This person will ideally have built and implemented an agency’s Diversity, Equity, Inclusion (DEI) and/or belonging initiatives in a corrections/detention or related field and, have the proven ability to collaborate with colleagues and influence agency practices and policies.

 Qualifications:

• BS or BA degree, preferably in training and development, human resources development, education, organizational psychology, or related field. Or, any combination of education and experience that clearly demonstrates the ability and skill to perform the scope of job duties of the position.
• Experience in DEI and anti-racism/pro-equity practices, processes, procedures, and approaches.
• Skilled in conflict management and facilitating small to large groups.
• Experience managing projects and programs across multiple facilities and stakeholders.
• Experience facilitating DEI events, to multiple and diverse audiences.
• Respect for, knowledge of, and skills to engage effectively with people from different cultures and backgrounds.
• Project management experience including designing and delivering DEI or anti-racism/pro-equity programs.
• Experience in leading and managing organizational change initiatives, particularly around issues of DEI/ anti-racism/pro-equity.
• Knowledge of human resources (or associated field, e.g. civil rights) and strategic planning techniques and principles.
• Strong analytical skills, including quantitative and qualitative analysis. Ability to translate metrics, research, and trends into strategy and improvement opportunities.
• Proven ability to effectively communicate ideas and insights in person, virtually, and in writing.
• Skilled in a variety of communication setting: one-on-one, small, and large groups, and among diverse styles and position levels while encouraging the open expression of diverse ideas and opinions.
• Outstanding interpersonal skills that build relationships at all levels across the organization with the ability to influence, collaborate, and build consensus.
• Ability to effectively engage in and sustain relationships with diverse people and cultures.
• Knowledge of policy development and analysis.
• Strong strategic and critical thinking to identify interdependencies between issues, data, and outcomes; clear understanding of how moving pieces come together to build the big picture.
• Experience in Diversity, Equity & Inclusion teams in a large, complex, matrixed organization.
• A highly effective presenter with the ability to clearly and concisely articulate ideas, concepts, and proposals to engage team, peers, and management.
• Proficiency in Microsoft Office 365 including Word, Excel, Outlook, SharePoint, and OneDrive.

How to Apply: If you are interested in pursuing this position, please follow the application instructions carefully. Please submit the entire King County application, a resume, cover letter detailing your background and what you can bring to this position  and required supplemental questionnaire. Resumes or letters of interest alone will not substitute for the full application. Online applications are preferred.

If you have questions about this opportunity, please contact Caroll Budny, Senior HR Analyst at 206-477-6464, email: caroll.budny@kingcounty.gov.Work Schedule: This position is exempt from the overtime provision of the Fair Labor Standard Act (FLSA) and is not overtime eligible. This full-time position works a 40-hour work week.

Special Requirements: The person selected for this position may be required to complete a thorough background investigation process, including fingerprinting, criminal history check, and reference checks

TEMPORARY TELECOMMUTING REQUIREMENT

The work associated with this position will be performed remotely, at least through July 5, 2021 in compliance with King County’s telecommuting mandate. It is possible that the work will be primarily performed remotely on an ongoing basis after July 5, 2021.

Employees will be provided with a County issued laptop and must maintain a workspace with an internet connection where they can reliably perform work and remain available and responsive during scheduled work hours.  Employees must reside in WA state and within a reasonable distance to their King County worksite to respond to workplace reporting requirements.  There will be situations where the employee is required to report to a County worksite.  Please note that when an employee conducts work that is likely to bring them in contact with another individual, safety precautions are required by the department in alignment with the Public Health Directive from the Seattle & King County Public Health Officer.

To support employees during this time King County has a robust collection of tools and resources to support working remotely. The individual selected for this opportunity will be joining an innovative and progressive team. King County is doing its part to reduce the spread of COVID-19 and remains committed to reducing our carbon footprint.

King County is an Equal Employment Opportunity (EEO) Employer
No person is unlawfully excluded from employment opportunities 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. Our EEO policy applies to all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay or other forms of compensation.

PREA Notification:
The Department of Adult and Juvenile Detention (DAJD) follows and maintains federal and state requirements standards including, but not limited to, Prison Rape Elimination Act (PREA) standards which apply to all public and private institutions that house adult or juvenile offenders. PREA standards preclude the department from hiring or promoting anyone who has engaged in, or been convicted of any conduct which would violate PREA standards related to sexual assault including:

• Sexual abuse in a prison, jail, lockup, community confinement facility, juvenile facility, or other institution;
• Convicted of engaging or attempting to engage in sexual activity in the community facilitated by force, overt or implied threats of force, or coercion, or if the victim did not consent or was unable to consent or refuse; or,
• Has been civilly or administratively adjudicated to have engaged in the activity described above.

Additionally, PREA standards require that the department consider any incidents of sexual harassment involving an inmate or detainee in determining whether or not to hire or promote anyone. The above is in compliance with PREA and its implementing regulations, 28 C.F.R. Part 115, Subpart A.